Health Plan Info
Benefits
Medical & Prescription Drug Benefits
Plan B
District Contributes $250 to your HSA**
- High Deductible Health Plan (HDHP)
- Qualifies for HSA contributions
- Prescriptions subject to medical deductible
- Includes Teladoc & Transcarent
- Ineligible for Coalition Health Center
Plan C
District Contributes $250 to your HRA**
- Access to Coalition Health Center
- District HRA Contribution ($250)
- Prescriptions NOT subject to deductible
- Immediate Prescription Copays
- Includes Teladoc & Transcarent
- May be ideal if you have 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
2026 Health Plan Cost Comparison
| Benefit Category | Plan B (HSA) | Plan C (HRA) |
|---|---|---|
| Employee Contributions (Per Pay Period) - Represented (FEA, FPA, ESSA) | ||
| Employee Only | $71 | $236 |
| Employee & Spouse/Child(ren) | $94 | $315 |
| Employee and Family | $118 | $393 |
| Employee Contributions (Per Pay Period) - Non-Represented | ||
| Employee Only | $60 | $229 |
| Employee & Spouse/Child(ren) | $80 | $305 |
| Employee and Family | $100 | $381 |
| Medical Deductibles & Limits | ||
| Annual Deductible | $2,500 Self / $5,000 Family | $3,000 Person / $6,000 Family |
| Medical Out-of-Pocket Limit | $2,000 Person / $8,000 Family | $2,000 Person / $4,000 Family |
| Reimbursement Percentage | Plan pays 80% / You pay 20% (In-Network) | |
| Key Services & Prescriptions | ||
| Coalition Health Center | Not Available | $10 Copay ($0 Preventive) |
| Teladoc | $56 (Most services) | $5 Copay |
| Retail Prescriptions (30-day) | Subject to Med. Deductible | $5 Generic / $30+ Preferred |
*Part-Time Note: Employees working fewer than 30 hours per week pay 2x the full-time rate.
Section 125 Rule: Contributions are pre-tax. Per IRS rules, elections are final for the year unless you experience a qualifying life event (marriage, birth, etc.).
Dental, Vision & Audio
Dental, Vision & Audio (DVA)
DVA is a separate election. You may choose this alone, with medical, or not at all.
| 2026 Employee Contributions (Per Pay Period) | |
|---|---|
| Employee Only | $17 |
| Employee & Spouse/Child(ren) | $22 |
| Employee & Family | $28 |
🦷 Dental
- $3,000 Annual Max Benefit
- 100% Preventive (Deductible waived)
- 80% Routine / 50% Major
- $50 Calendar Year Deductible
👁️ Vision (VSP)
- Exams/Lenses: Covered in full every year
- Frames: Up to $120 every 2 years
- Contacts: Up to $200 every year (in lieu of glasses)
👂 Audio
- 80% up to $600/year
- 50% of remaining charges
- Up to $2,500 max per ear (3-year period)
*Employees working fewer than 30 hours per week pay 2x the full-time rate.
FSA/HSA/HRA
Flexible Spending Arrangement (FSA)
Works with: Plan B, Plan C, or Waived CoveragePay for qualified health and dependent care expenses with pre-tax dollars, reducing your taxable income.
2026 Maximum Contributions:
- Medical FSA: $3,400
- Limited FSA: $3,400
- Dependent Care FSA: $7,500
- Carryover: Up to $680 of unused 2025 Medical FSA funds roll over to 2026.
- Dependent Care: No rollover allowed for Dependent Care funds.
- Rule: You must re-enroll every year to participate.
Health Savings Account (HSA)
Works ONLY with: Plan BA portable, tax-deferred account for current or future medical costs. The money is yours to keep even if you leave the District.
2026 Maximum Contributions:
- Individual: $4,400
- Family: $8,750
- $1,000 "Catch-up" for age 55+
- District Match: $250 annual contribution for FEA, FPA, and ESSA staff.
- Ownership: Funds stay in your account year-to-year.
- Eligibility: Cannot be enrolled in Medicare or another non-HDHP plan.
Health Reimbursement Arrangement (HRA)
Works ONLY with: Plan CThe District sets aside funds for your qualified health care expenses. Funds are available in full on Jan 1, 2026.
District Contribution:
$250 for FEA, FPA, and ESSA staff.
- Rollover: Unused funds roll over as long as you remain in Plan C.
- Forfeiture: If you leave Plan C, HRA funds are forfeited.
- Coordination: If you have an FSA too, the FSA pays first.