Health Plan Info

Benefits

Medical & Prescription Drug Benefits

Plan A*

Payroll deduction required
Lowest medical deductibles
Prescription copays apply, and prescriptions are not subject to the medical deductible
Can use the Coalition Health Center
Can enroll in the FSA
Can use Transcarent
Can use Teladoc
No HSA
No HRA

Plan B

Payroll deduction required
High Deductible Health Plan (HDHP) that qualifies for HSA contributions
If you have family members covered under the plan, the family deductible applies
Prescriptions are covered under medical and subject to the medical deductible and coinsurance
Cannot use the Coalition Health Center
Can enroll in the FSA
Can use Transcarent
Can use Teladoc
Can contribute to an HSA; FNSBSD will contribute $250 ** to your HSA on your behalf
No HRA

Plan C

Payroll deduction required
Identical to Plan A except Plan C has higher deductibles and higher out-of-pocket maximum for individuals
Prescription copays apply, and prescriptions are not subject to the medical deductible
Can use the Coalition Health Center
Can enroll in the FSA
Can use Transcarent
Can use Teladoc
FNSBSD will contribute $250 ** to an HRA on your behalf
May be a good option for employees with other coverage

*Only employees who were enrolled in Plan A as of January 1, 2024, are eligible to remain in Plan A. Once an employee enrolls in Plan B or C, they become ineligible to reenroll in Plan A. All employees have the option to choose Plan B or Plan C or to waive coverage.

** Employer contributions for HSA and HRA are for represented FEA, FPA and ESSA staff only.

Cost

2025 Plan Costs

	Plan A**	Plan B	Plan C
Employee Contributions for Full-Time FEA, FPA, and ESSA* (per pay period)
Employee Only	$840	$71	$236
Employee & Spouse/Child(ren)	$1,121	$94	$315
Employee and Family	$1,401	$118	$393
Employee Contributions for Full-Time Non-Represented Employees* (per pay period)
Employee Only	$840	$60	$229
Employee & Spouse/Child(ren)	$1,121	$80	$305
Employee and Family	$1,401	$100	$381
Annual Deductible	$1,000 per person $3,000 per family	$2,500 self only $5,000 family	$3,000 per person $6,000 family
Reimbursement Percentage	Plan pays 80% of allowable charges. You pay 20% up to the medical out-of-pocket limit
Medical Out-of-Pocket Limit (after deductible)	$2,000 per person $6,000 per family	$2,000 per person $8,000 per family	$2,000 per person $4,000 per family
Preventive Care	Plan pays 100% of allowable charges. Not subject to the deductible.
Coalition Health Center	$10 copay per visit $0 copay for preventive services	Not available	$10 copay per visit $0 copay for preventive services
PPO provisions	Services are reimbursed at 60% of allowable charges and the out-of-pocket limit is doubled. Applies to all non-PPO facilities inside and outside Alaska and to all non-PPO providers outside Alaska.
Teladoc	$5	$56 for most services	$5

Prescription Drug Benefits Participating Retail Pharmacy (up to a 30-day supply allowed)	Plan A	Plan B	Plan C
Generic	$5	Covered under the medical benefit. Subject to the annual deductible, reimbursement percentage and out-of-pocket limit	$5
Preferred Brand	$30 + 15%		$30 + 15%
Non-Preferred Brand	$60 + 20%		$60 + 20%
Specialty Medication	$100		$100
Participating Mail Order Pharmacy (up to a 90-day supply allowed)
Generic	$5		$5
Preferred Brand	$60 + 15%		$60 + 15%
Non-Preferred Brand	$100 + 20%		$100 + 20%
Specialty Medication	$100		$100
Prescription Out-of-Pocket Maximum	$1,500 per person $3,000 per family		$1,500 per person $3,000 per family

*Employees working fewer than 30 hours per week pay 2x the full-time employee contribution rate.

** Only employees who were enrolled in Plan A as of January 1, 2024, are eligible to remain in Plan A. Once an employee enrolls in Plan B or C, they become ineligible to re-enroll in Plan A. All employees have the option to choose Plan B or Plan C or to waive coverage.

Please note that when your contributions are taken out of your paycheck on a pre-tax basis, as allowed by Section 125 of the Internal Revenue Code. IRS rules state that once you make your enrollment election for the year, you will not be allowed to change that election until the next Open Enrollment period, unless you have a change in family status, such as marriage, divorce, birth of a child, or change in employment status. This means you may not drop coverage for a dependent during the year unless there is a qualified change in family status.

Dental, Vision & Audio

Dental, vision and audio benefits are offered as a separate election from the medical and prescription benefits. The benefits are the same – but you have a choice to elect to purchase dental, vision, and audio benefits alone, in combination with medical benefits, or not at all. If you elect Dental/Vision and Audio benefits, you will pay the employee contribution amount shown below, regardless of your medical benefit election.

Dental, Vision, and Audio Benefit
Employee Contributions for Full-Time Employees* (per pay period) Employee Only Employee & Spouse/Child(ren) Employee & Family	$17 $22 $28
Dental Deductible Reimbursement Percentage Preventive and Diagnostic Routine Major Calendar Year Maximum Benefit	$50 per person, waived for preventive and diagnostic 100% of allowable charges 80% of allowable charges 50% of allowable charges $3,000 per person
Vision Exams and Lenses Frame Contact Lenses	Every calendar year, covered in full at VSP providers Every 2 calendar years, covered up to $120 at VSP providers Every calendar year, covered up to $200 at VSP providers (in lieu of frames and lenses)
Audio	Plan pays for exam and hearing aid devices: • 80% of allowable charge up to a $600 benefit for each year, and • 50% of the remaining allowable charges up to a $2,500 maximum total benefit for each ear in any 3 consecutive years

*Employees working fewer than 30 hours per week pay 2x the full-time employee contribution rate.

FSA/HSA/HRA

FSA	HSA	HRA
Flexible Spending Arrangement (FSA): Works with Plan A, Plan B, Plan C, or if you waived coverage Flexible Spending Arrangements allow eligible FNSBSD employees to pay for qualified health and dependent care expenses with pre-tax dollars. This reduces your taxable income. Maximum annual contributions for 2025 are: Medical FSA - $3,200 Limited FSA - $3,200 Dependent Care FSA - $5,000 You must enroll each year during Open Enrollment or within 30 days of an IRS Qualifying Status Change Event to participate. Health Care FSA — reimburses you for most out-of-pocket medical, dental, orthodontia, and vision expenses. Dependent Care FSA – reimburses you for out- of-pocket, non-educational, and nonmedical dependent care expenses that are incurred because you and your spouse, (if married) work. Up to $640 in unused 2024 Health Care FSA Funds roll over into 2025. Dependent Care FSA funds do not roll over	Health Savings Account (HSA): Works with Plan B. An HSA lets you set aside money to pay for future medical costs through your own tax-deferred contributions. You may make pre-tax contributions through payroll deductions, which reduces the amount of taxable income. For 2025, the maximum employee contribution is $4,300/individual and $8,550/family. The money stays in your account from year to year. It is yours to keep even after you leave FNSBSD. The FNSBSD will contribute up to $250 each year to your HSA for FEA, FPA and ESSA staff. You may enroll in either the HSA or the Health Care FSA, but not both. Who is eligible to establish a Health Savings Account? An individual who: Is covered under a qualified high-deductible health plan (HDHP), such as Plan B; Is not also covered by any other health plan that is not a qualified HDHP; Is not enrolled in Medicare; and may not be claimed as a dependent on another person’s tax return. If any of these criteria are not met, you are not eligible to enroll in an HSA. You may elect a Health Care FSA. You may still elect Plan B.	Health Reimbursement Arrangement (HRA): Works with Plan C. An HRA allows FNSBSD to set aside funds for you to spend on qualified health care expenses. Money not used in one calendar year can be rolled over as long as you remain in Plan C. FNSBSD will contribute up to $250 each to employee's account for FEA, FPA and ESSA staff. Contributions made by FNSBSD will be available in full on 1/1/2025. You can use these funds for you and your dependents that are enrolled in Plan C. If you leave Plan C, the funds will be forfeited. How the HRA works with a Health Care FSA: You may have both an HRA and enroll in a Health Care FSA. Expenses are paid from the Health Care FSA first.

FSA

HSA

HRA

Flexible Spending Arrangement (FSA): Works with Plan A, Plan B, Plan C, or if you waived coverage Flexible Spending Arrangements allow eligible FNSBSD employees to pay for qualified health and dependent care expenses with pre-tax dollars. This reduces your taxable income.

Maximum annual contributions for 2025 are:

Medical FSA - $3,200
Limited FSA - $3,200
Dependent Care FSA - $5,000

You must enroll each year during Open Enrollment or within 30 days of an IRS Qualifying Status Change Event to participate.

Health Care FSA — reimburses you for most out-of-pocket medical, dental, orthodontia, and vision expenses.
Dependent Care FSA – reimburses you for out- of-pocket, non-educational, and nonmedical dependent care expenses that are incurred because you and your spouse, (if married) work.
Up to $640 in unused 2024 Health Care FSA Funds roll over into 2025. Dependent Care FSA funds do not roll over

Health Savings Account (HSA): Works with Plan B. An HSA lets you set aside money to pay for future medical costs through your own tax-deferred contributions.

You may make pre-tax contributions through payroll deductions, which reduces the amount of taxable income. For 2025, the maximum employee contribution is $4,300/individual and $8,550/family.
The money stays in your account from year to year. It is yours to keep even after you leave FNSBSD.
The FNSBSD will contribute up to $250 each year to your HSA for FEA, FPA and ESSA staff.

You may enroll in either the HSA or the Health Care FSA, but not both.

Who is eligible to establish a Health Savings Account?

An individual who:

Is covered under a qualified high-deductible health plan (HDHP), such as Plan B;
Is not also covered by any other health plan that is not a qualified HDHP;
Is not enrolled in Medicare; and
may not be claimed as a dependent on another person’s tax return.

If any of these criteria are not met, you are not eligible to enroll in an HSA. You may elect a Health Care FSA.

You may still elect Plan B.

Health Reimbursement Arrangement (HRA): Works with Plan C.

An HRA allows FNSBSD to set aside funds for you to spend on qualified health care expenses. Money not used in one calendar year can be rolled over as long as you remain in Plan C. FNSBSD will contribute up to $250 each to employee's account for FEA, FPA and ESSA staff. Contributions made by FNSBSD will be available in full on 1/1/2025.

You can use these funds for you and your dependents that are enrolled in Plan C. If you leave Plan C, the funds will be forfeited.

How the HRA works with a Health Care FSA:

You may have both an HRA and enroll in a Health Care FSA.

Expenses are paid from the Health Care FSA first.

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