Open Enrollment

April 15th - May 2nd, 2025

 
 

 

FY26 Open Enrollment

Use this website as a guide to help you with Open Enrollment. If you have any questions, please reach out to benefits at ua-benefits@alaska.edu or (907) 450-8242.

Basic Medical Plan

Anyone enrolled in the Basic medical plan is required to participate in Open Enrollment.

 

Knowing which form to use...

Enrollment Guide

FY26 Enrollment Guide

 

Table of Contents





Forms

Links to all forms will activate April 15th
Changes made during Open Enrollment will be effective on July 1, 2025

Open Enrollment NextGen Form (link activates 4/15)
 
 

 



Who Submits a Form


Submit a form if you are...

→ Currently Enrolled in the Basic Medical Plan

Participation is required for anyone enrolled in the Basic medical plan. The Basic medical plan will not be available after June 30, 2025. 

→ Enrolling in a Flexible Spending Account (FSA)

FSA elections stop every year on June 30. To enroll in or continue an FSA, a form must be submitted. More information on FSAs can be found here.

→ Updating your benefits or dependents

Elections are fixed for the plan year with the exception of life events. If you need to change your plan(s) or your covered dependent(s), a form must be submitted.

Â鶹´«Ã½ Benefits will automatically update Supplemental Life Insurance age brackets should an employee and/or spouse age into the next bracket on July 1, 2025. You do not need to submit a form to request this change.

 

What happens if no form is submitted?

If you are in the Basic medical plan and you do not submit a form...

A quick note about Flexible Spending Accounts (FSA)...

FSAs elections are for the plan year only. Submit an Open Enrollment form to have an FSA on July 1, 2025. FSA elections during Open Enrollment are active from July 1, 2025 - June 30, 2026, as long as you remain eligible for the benefit as an employee. More information on FSAs can be found here.

Mandatory Form for Basic Medical Plan Participants

Anyone currently enrolled in the Basic medical plan is required to submit an Open Enrollment form or be defaulted into the Copay Plan.

 

The following actions will be taken by Â鶹´«Ã½ benefits on your behalf:

    • You will be enrolled in the Copay medical plan. Any dependents you have on the Basic medical plan will be moved to the Copay plan with you as long as they are still qualified dependents.
    • Your dental and vision coverages and dependents will not be touched.
    • You will not have a Flexible Spending Account (FSA) after June 30, 2025 - even if you are currently enrolled in one of the FSA plans.

 

If you are not in the Basic medical plan and you do not submit a form... 

You are not required to participate. If you do not submit a form, there will be no changes to your current coverage(s) and/or dependents (spouse, FIP, or children) as long as the dependents enrolled are still qualified dependents. You will not have a  Flexible Spending Account (FSA) after June 30, 2025 - even if you are currently enrolled in one of the FSA plans.






Preparing for Open Enrollment

 

Step 1 - Mark your calendar

Open Enrollment is Tuesday, April 15 through 5:00 pm AKDT on Friday May 2, 2025.  Late forms are not accepted.

 

↓

Step 2  - Review current benefits and any new materials

FY26 Enrollment Guide


Check your current benefits on

  • Click on Employee (Upgraded) > Benefits > Current Summary > Select


Plan information and materials


NextGen form process document


Attend a training (or two!)


→

Step 3 - Know your plan

Open Enrollment is your time to...

  • select a new medical plan (required if currently enrolled in the Basic medical plan)
  • update your medical, dental, vision, and supplemental coverages
  • enroll in an FSA for next plan year (July 1, 2025 - June 30, 2026)
  • update your covered spouse/FIP and/or child(ren)

↓

Step 4 - Gather your documents

If adding a new dependent not currently covered on your plan, you are required to provide documentation (i.e. marriage certificate, FIP affidavit, birth certificate, etc). Be prepared with digital versions of any documentation before starting your Open Enrollment form. 





Education & Training

 

We are hosting several training sessions throughout Open Enrollment. Sign up for the training using the myÂ鶹´«Ã½ links below or by reviewing our Benefits calendar.

TouchCare training

Additional TouchCare resources

Live benefits training

  • 4/2/25 at 12pm - 
  • 4/3/25 at 12pm -
  • 4/7/25 at 12pm -
  • 4/9/25 at 12pm -
  • 4/14/25 at 12pm - 
  • 4/16/25 at 12pm - (cannot be recorded per Bank of America's policy)
  • 4/21/25 at 12pm - 

On-demand benefits training

  • (recorded in October 2024)
  • COMING SOON! Securian Training on Supplemental Life Insurance (will be a recording of the 4/3 training)
  • COMING SOON! Flexible Spending Accounts (FSA) with ASIFlex (will be a recording of the 4/9 training)
  • COMING SOON! Voluntary Benefits with Corestream (will be a recording of the 4/14 training)
  • COMING SOON! Employee Assistance Program (EAP) with ComPsych (will be a recording of the 4/21 training)

A note about TouchCare...

Who is TouchCare?
TouchCare is your health care advocate.

What can TouchCare do?
Need personal help deciding on what plan is right for you? ! Schedule a 30-minute consultation with one of their specialists. Contact them today for questions surrounding Open Enrollment, provider searches, billing issues, price transparency, and more.

How to reach TouchCare





Plan Changes


New Copay Plan

Before we get into the details of the new Copay plan, it is important to know the difference between two insurance words:

Definitions

(1) Coinsurance
This is a percentage that you pay toward a service - typically 20%. Our Premium medical and HDHP have coinsurance. This requires you to meet your deductible first and pay for all services up to the deductible before coinsurance begins to pay. After the deductible is met, you will cover 20% of all services and insurance will cover 80%. This continues until you reach the out-of-pocket maximum for the year or when the plan year starts over.

(2) Copay
This is a flat amount that is paid up front for specific services. You do not need to meet your deductible to access Copays, Copays do not count toward the deductible. 

Â鶹´«Ã½'s NEW! Copay Medical 

The new Copay medical plan has the following copays:

  • $40 flat payment to see a primary care physician (PCP)
  • $60 flat payment to see a Specialist
  • $75 flat payment to go to Urgent Care

Compatibility
The Copay plan is compatible with the premium dental, basic dental, and our vision plans. It is also compatible with the Health Care and Dependent Care Flexible Spending Accounts (FSA)s. More information on our FSA offerings can be found here. It is not compatible with the Health Savings Account (HSA) or the Limited Purpose FSA. 

TouchCare
If you are unsure if the Copay plan is the right move for you, contact TouchCare. They are your patient advocacy partner and will help you make the best plan choice for you and your family. 

Preventive Visits
As always, preventive visits and medications are covered in full at no cost to you. Be sure to get your annual wellness visit each year.

Updates to Premiums, Deductibles, and Out-of-pocket max

There are changes to the biweekly premiums, deductibles, and out of pocket maximums for both Premium and HDHP. The Copay plan is new as of July 1, 2025.  There are no changes to the dental and vision plans. 

 

Premium plan

Biweekly premium:

  • $137.85 employee
  • $297.82 employee+spouse
  • $213.05 employee+children
  • $385.01 employee+family

Deductible:

  • $800 individual
  • $2,400 family

Out-of-pocket Maximum:

  • $4,250 individual
  • $9,250 family

Biweekly Premium

  • $150.61 employee
  • $325.40 employee+spouse
  • $232.78 employee+children
  • $420.66 employee+family

Deductible:

  • $1,400 individual
  • $4,200 family

Out-of-pocket Maximum:

  • $5,500 individual
  • $10,000 family

 

NEW! Copay plan

New plan as of July 1, 2025.

Biweekly Premium

  • $54.38 employee
  • $116.02 employee+spouse
  • $80.34 employee+children
  • $146.27 employee+family

Copays:
Copays do not count toward the deductible.

  • $40 to see a primary care physician (PCP)
  • $60 to see a specialist
  • $75 to go to urgent care

Deductible:

  • $4,000 individual
  • $8,000 family

Out-of-pocket Maximum:

  • $6,000 individual
  • $12,000 family

 

HDHP

Biweekly premium:

  • $64.39 employee
  • $135.82 employee+spouse
  • $91.93 employee+children
  • $166.43 employee+family

Deductible:

  • $1,600 individual
  • $3,200 family

Out-of-pocket Maximum:

  • $5,000 individual
  • $6,850 family

Biweekly Premium

  • $72.19 employee
  • $152.28 employee+spouse
  • $103.07 employee+children
  • $186.59 employee+family

Deductible:

  • $2,200 individual
  • $4,400 family

Out-of-pocket Maximum:

  • $6,000 individual
  • $8,150 family

 

Outpatient Rehabilitation Management Program (eviCore)

Premera Blue Cross Blue Shield of Alaska is dedicated to helping our members get the best care they need. Beginning July 1, 2025, an Outpatient Rehabilitation Management Program through eviCore will be available on all Â鶹´«Ã½ Choice Medical Plans to help members get the right care for their condition, avoiding unnecessary treatments and costs. Review eviCore's flyer for more information. 

 

 





Medical, Dental, Pharmacy, and Vision Resources and Rates



Medical Plan Resources & Rates

Pharmacy Plan Resources & Rates

  • The pharmacy benefit and rates are built into the medical rates
  • Pharmacy details

Dental Plan Resources & Rates

Vision Plan Resources & Rates



 



Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs) 

Want to learn more about the difference between FSAs and HSAs? Review page 22 of the Enrollment Guide!


 

HSA

Enroll in or update your HSA at any time during the plan year as long as you are otherwise eligible. 

 

 

 

 

Health Savings Account (HSA)

Contribution limits in calendar year 2025 (January 1, 2025 - December 31, 2025)

  • $4,150 for an individual
  • $8,300 for a family
  • $1,000 additional catch-up if over 55

Resources

Health Care FSA

Required enrollment each year during Open Enrollment. Full amount elected available on day 1.

Health Care FSA (HC FSA)

Contribution limits in plan year 2025 (July 1, 2025 - June 30, 2026)

  • $3,300 


Resources

Dependent Care FSA

Required enrollment each year during Open Enrollment. Account balance increases as biweekly contributions are made.

Dependent Care FSA (DC FSA)

Contribution limits in plan year 2025 (January 1, 2025 - December 31, 2025)

  • $5,000 


Resources

Limited Purpose FSA

Required enrollment each year during Open Enrollment. Full amount elected available on day 1. Must be enrolled in a HDHP and contributing to a Â鶹´«Ã½ HSA at the same time to be eligible.

Limited Purpose FSA (LP FSA)

Contribution limits in plan year 2025 (July 1, 2025 - June 30, 2026)

  • $3,300 


Resources

 



Supplemental Life & Voluntary Benefits Resources and Rates



Voluntary Benefits - Powered by Corestream


Hartford Hospital Indemnity Insurance

Protect yourself with (1) Accident, (2) Critical Illness and (3) Hospital Indemnity Insurance with Hartford to  help provide financial support so you can focus on what’s important – getting better! You can enroll in each of these three coverages separately. This includes:

  • a lump sum payment made directly to you
  • ability to use the money to cover deductibles, childcare, daily expenses, or anything else you see fit
  • a group rate savings on coverage for you and your eligible family members


Legalshield Legal Insurance

Having legal insurance can help you be prepared for any legal undertakings. This includes:

  • 24/7 direct access to a dedicated law firm
  • document review and preparation, wills, trusts, traffic matters and more
  • convenient mobile app for easy legal access, document upload and support

Allstate Identity Theft

You don't have to face identity theft alone. With Allstate, you can:

  • enroll yourself and your family in identity theft protection
  • have peace of mind with social, credit and identity monitoring
  • access digital exposure reports
  • and enjoy full service, U.S.-based remediation support


ASPCA Pet Insurance 

(not available thru payroll deduction)
Protect your pet and your wallet with affordable pet health insurance. This includes:

  • a choice of reimbursement options and customizable plans
  • coverage for accidents, illnesses, preventative care and more
  • the ability to see any licensed vet, specialist, or emergency clinic you want


Need something extra?

Discover great deals on everything from cars and computers to theme parks and hotels. This includes hundreds of discounts for local and national retailers with new deals added every month.


Corestream Rates

  • Rates vary depending on the product you are enrolling in


Corestream Resources

 

Enroll in Corestream

  • Enroll in these benefits by going to Â鶹´«Ã½'s Benefit Enhancement Program website. These benefits cannot be enrolled in through the NextGen Open Enrollment form. Find the link to enroll in Corestream here.

Accidental Death & Dismemberment (AD&D)

AD&D is available to benefit-eligible employees who wish to purchase coverage for themselves or their family to protect them in the event of an accidental injury or death.

AD&D Rates

  • Employee only $2.64
  • Employee + Family $5.27

AD&D Resources

 

Enroll in AD&D

MASA Air and Ground Emergency Transportation

What is MASA?

MASA protects families against uncovered costs for emergency transportation. With MASA, there is no "out-of-network" ambulance. Just sent them the bill and they will work to ensure charges are covered and even pay you an indemnity benefit. Â鶹´«Ã½ employees have exclusive access to a special bundled plan: Emergent Plus bundled with Indemnity Plus. 

MASA Rates*

  • $24.75 per month employee only
  • $37.50 per month family

*This benefit is not currently available through payroll deduction. You will need to set up payment with MASA through Paylogix. To enroll in this benefit, log into Â鶹´«Ã½'s MASA Program website (Paylogix) with your SSO. This site will be active from April 15th until May 3rd.

MASA Resources

Enroll in MASA

  • Enroll in these benefits by going to Â鶹´«Ã½'s MASA Program website (Paylogix). These benefits cannot be enrolled in through the NextGen Open Enrollment form. Find the link to enroll in MASA here.

Supplemental Life

Supplemental life is available to benefit-eligible employees who wish to purchase additional employee coverage beyond the $100,000 Basic Â鶹´«Ã½-Paid Life Insurance Policy. Supplemental life plans are also available for both spouses/FIPs and/or children.


Guaranteed Issue

  • Employees under 65 can enroll in $200,000 without Evidence of Insurability (EOI)
  • Employees over 65 can enroll in $100,000 without EOI
  • Spouse/FIPs under 65 can enroll in $50,000 without EOI
  • Spouse/FIPs over 65 can enroll in $20,000 without EOI
  • All children in the family under 26 are covered by one benefit of $10,000 (no EOI ever required)


Supplemental Life Rates


Supplemental Life Resources

 

Enroll in Supplemental Life 

 

 

 


Our Benefit Vendors

Use the arrows to scroll through our vendors and their contact information.


 

 



Additional Helpful Resources

 

Definitions


AD&D allows you to cover yourself or your family and provides financial protection in the event of an accident.


Basic Life Insurance is automatically provided to all benefit eligible employees. There is no need to enroll or request this coverage. This provides financial protection to your beneficiary in the event of your death. This is now a taxable benefit to Â鶹´«Ã½ employees.
Financially Interdependent Partner (FIP)
A FIP is a non-married domestic partner. Certain requirements are needed to designate someone as your FIP. FIPs are treated as spouses in our plan. FIP deductions for health care will come out post-tax. A is required.

There are three types of FSAs - (1) health care, (2) dependent care and (3) limited purpose paired with a Health Savings Account (HSA). Each of these accounts allow you to set aside pre-tax dollars for medical expenses (health care), daycare expenses (dependent care), and dental and vision expenses (limited purpose with qualifying HSA). These accounts are use-it-or-lose-it.

HSA are meant to be additional savings accounts for qualified medical expenses. The HSA is only available on qualifying health care plans. At Â鶹´«Ã½, our qualifying plan is our HDHP. If you are not sure if you are on a plan that is eligible for the HSA, please reach out to .
Life Event
A life event includes marriage, divorce, birth, adoption, gain or loss of other coverage, gain or loss of employment, etc. These life events allow you to change your health care plan within 30 days after the life event date. This is the only time you are able to make changes to your health care outside of Open Enrollment. More information on life events can be found on our .

LTD is automatically provided to all benefit eligible employees. There is no need to enroll or request this coverage. This benefit helps provide financial protection to Â鶹´«Ã½ employees should they experience an illness or disability that prevents them from earning an income for 90+ days. 
Open Enrollment
Open enrollment runs each year from mid-April through early May. This is the only time you can make any changes to your health care unless you experience a life event. All changes made during Open Enrollment will be active on the following July 1.
Short-term Disability (STD)
STD is provided automatically to all benefit eligible employees. There is no need to enroll or request this coverage. This benefit helps provide financial protection to Â鶹´«Ã½ employees should they experience an illness or disability that prevents them from earning an income for 14+ days. 

This coverage allows you to enroll yourself, your spouse, and/or your child(ren). Life Insurance provides financial protection in the event of an unexpected death of a family member.

NextGen Open Enrollment Form Tips & Tricks

Logic Driven
The NextGen Open Enrollment form is logic driven. You will be shown pages/information based on your answers. This means you may see different pages and/or messages than another employee.

Save your progress
You can save your progress and continue your form later. To do so, log in to the NextGen Dashboard with your SSO. Once you log in, click on "my forms" in the upper right followed by "pending and draft forms."

Read carefully
Be sure to set aside some dedicated time to work through the form leave enough time to ask questions in order to submit by the 5pm deadline on May 2, 2025.

Questions
If you have questions on the NextGen form or run into technical difficulties, please email ua-benefits@alaska.edu or call us at (907) 450-8242.

 

Process Guide

NextGen Process Guide

 

 

 


Frequently Asked Questions

If you have a question that does not appear here, please email us at ua-benefits@alaska.edu.


That depends.

Forms are required for the following groups:

  1. Any employee enrolled in the Basic medical plan
  2. Any employee who needs to make an update to their plans or dependents
  3. Any employee who wants to have any of the three Flexible Spending Account (FSA) after June 30, 2025. 

If you are not a member of one of the three groups above, you do not need to complete a form.

If you are in the Basic medical plan and you do not submit a form...
If you are enrolled in the Basic medical plan and do not submit a form, the following actions will be taken by Â鶹´«Ã½ benefits on your behalf:

  • You will be enrolled in the Copay medical plan. Any dependents you have on the Basic medical plan will be moved to the Copay plan with you as long as they are still qualified dependents.
  • Your dental and vision coverages and dependents will not be touched.
  • You will not have a Flexible Spending Account (FSA) after June 30, 2025 - even if you are currently enrolled in one of the FSA plans.

If you are not in the Basic medical plan and you do not submit a form... 
If you are not enrolled in the Basic medical plan, you are not required to participate. If you do not submit a form, there will be no changes to your current coverage(s) and/or dependents (spouse, FIP, or children) as long as the dependents enrolled are still qualified dependents. You will not have a  Flexible Spending Account (FSA) after June 30, 2025 - even if you are currently enrolled in one of the FSA plans.

Review Current Coverages
If you need to review your current coverage(s), please review . 

Â鶹´«Ã½ Benefits will automatically update Supplemental Life Insurance age brackets should an employee and/or spouse age into the next bracket on July 1, 2025.

TouchCare is your health care advocate. They will assist with any questions you have on our plans, help you decide which plan works best for you and your family, and will help break down the differences between the options. .

Additionally, TouchCare will assist at any time if you have questions on the bills you have received, locating a provider, price-shopping for certain services (i.e. an x-ray) and more!

Maybe.

If you are in the Basic medical plan you must submit a form as the Basic plan will not be available after June 30, 2025.

If you want any of our three Flexible Spending Accounts (FSA), you must submit an Open Enrollment Form. 

If you are in the Premium, HDHP or are opted out of medical and want to make no other changes (including not enrolling in an FSA), you do not need to do a form.

No. You will remain in your current coverage with the exception of the Flexible Spending Accounts (FSA). If you want an FSA from July 1, 2025 - June 30, 2026, you must submit an Open Enrollment Form. 

Possibly.

All new employees must submit a new employee form electing their coverage. More information can be found on our new employee webpage.

The coverage you elect as a new employee will continue automatically into the next plan year that starts on July 1 with two exceptions

  1. Flexible Spending Accounts (FSAs) 
  2. Basic medical plan enrollment

FSAs
New employees electing an FSA with their new employee form only will have access to the FSA between their coverage start date and June 30, 2025 - unless an Open Enrollment form is submitted requesting an FSA in the next plan year. 

Basic medical plan
If you enroll in the Basic medical plan as a new employee, you will need to do a second form to enroll in another plan since the Basic medical plan will not be available after June 30, 2025.

If you have questions, please reach out to ua-benefits@alaska.edu or call us at (907) 450-8242.

Temporary employees are eligible for certain benefits and have their own Open Enrollment process in April and October of each year. Temporary employees do not participate in this Open Enrollment. 
Any changes made during Open Enrollment will be effective on the following July 1. 
Our plan year runs from July 1 through the following June 30. 

As of July 1, 2023, all employees will be on a 26 pay period (12 month) deduction schedule regardless of contract length. Employees who experience leave without pay, enter an off-contract status, or do not generate enough pay to cover their deductions, will accrue arrears for missed deductions.

40% Arrears
Arrears will generate for the following benefits and will be repaid at 40% of the current biweekly deduction. This means employees with arrears will pay their regular biweekly deduction  and pay an additional 40% of that same biweekly deduction. This creates a 140% deduction and will continue until the arrears balance is paid off. When the balance is paid, the deduction will return to the regular biweekly deduction (100%). 

  1. Medical
  2. Dental
  3. Vision
  4. Supplemental Life (employee, spouse/FIP, and child(ren))
  5. Accidental Death & Dismemberment (AD&D)

100% Arrears
Arrears will generate for the following benefits and will be repaid at 100% of the current biweekly deduction. This means employees with arrears will pay their regular biweekly deduction  and pay an additional 100% of that same biweekly deduction. This creates a 200% deduction and will continue until the arrears balance is paid off. When the balance is paid, the deduction will return to the regular biweekly deduction (100%). 

  1. Flexible Spending Account (FSA) - health care
  2. FSA - limited purpose
  3. Voluntary benefits elected through Corestream

Deductions with No Arrears
Arrears will never generate for the following:

  1. FSA - dependent care
  2. Health Savings Accounts (HSAs)
  3. Pet insurance through Corestream
  4. MASA benefits (self-billed through Paylogix)

A dependent is anyone other than the employee that is covered on your plan. This can include a spouse, Financially Interdependent Partner (FIP), or dependent child under the age of 26. 

If you are enrolling a dependent who is not currently enrolled, you are required to provide the backup documentation to prove the relationship. If the dependent is already enrolled, you do not need to provide backup documentation again. 

You will need to reach out to Benefits at ua-benefits@alaska.edu or call us at (907) 450-8242. Open enrollment forms can only be submitted once. The benefits team can review and work with you on re-submitting.  

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