Medical Plans
Premera Premium Plan
Biweekly Premiums
$137.85 employee
$297.82 employee+spouse
$213.05 employee+children
$385.01 employee+family
Deductible
Individual: $800
Family: $2,400
Out-of-Pocket Maximum
Individual: $4,250
Family: $9,250
Premera Basic Plan
Biweekly Premiums
$81.24 employee
$173.32 employee+spouse
$120.01 employee+children
$218.51 employee+family
Deductible
Individual: $1,325
Family: $3,200
Out-of-Pocket Maximum
Individual: $5,000
Family: $11,000
Premera HDHP
Biweekly Premiums
$64.39 employee
$135.82 employee+spouse
$91.93 employee+children
$166.43 employee+family
Deductible
Individual: $1,600
Family: $3,200
The individual and family deductibles work differently with the HDHP. If more than one person is covered on the HDHP, the family deductible applies.
Out-of-Pocket Maximum
Individual: $5,000
Family: $6,850
- University covers 82% of the net cost
- Employees cover the remaining 18% of the cost (this is the biweekly premium)
- The biweekly premiums are in effect from July 1 to the following June 30 each year
Premera
1-800-722-1471 | Sign into and send a secure email
- Issues logging into Premera Portal
- Confirm prior authorizations
- Medical travel
TouchCare
1-866-486-8242 | assist@touchcare.com
- Comparing UA medical plans for the best option medically/financially
- Price comparisons for services (like an x-ray)
- Assistance with medical billing - general questions on bills, advocacy with Premera on incorrect bills, etc.
UA Benefits Team
- ua-benefits@alaska.edu
- (907) 450-8242
- Meet with Us
Medical Details鈥
Preventive Care - Covered at No Cost on All Plans
Primary Care - Covered at a Set Percent on All Plans After Deductible is Met
- In-network: 80% covered
- Out-of-network: 60% covered
Specialist Care - Covered at a Set Percent on All Plans After Deductible is Met
- In-network: 80% covered
- Out-of-network: 60% covered
Diagnostic Care - Covered at a Set Percent on All Plans After Deductible is Met
- In-network: 80% covered
- Out-of-network: 60% covered
Telemedicine - Covered at a Set Percent on All Plans After Deductible is Met
- In-network: 80% covered
- Out-of-network: 60% covered
Available on All Plans
- Doctor On Demand - Video chat with a doctor for urgent care when sick, or for preventive health and chronic condition care. Get started with Doctor on Demand by visiting the .
- Local Telehealth - Speak to an in-network provider via the telehealth services offered through the specific provider's office
- 24-Hour NurseLine - Speak to a registered nurse for non-emergent situations via the number on the back of the Premera member ID card
- myCare 秀色短视频 - Securely chat with a dedicated doctor. Download the app on or visit the
Urgent Care - Covered at a Set Percent on All Plans After Deductible is Met
- In-network: 80% covered
- Out-of-network (hospital): 80% covered
- Out-of-network (free-standing): 60% covered
Emergency Care - Covered at a Set Percent on All Plans After Deductible is Met
- In-network: 80% covered
- Out-of-network (hospital): 80% covered
TalkSpace
- Available to employees and covered dependents on a UA Choice Health Plan
- Connect to therapists and psychiatrists by video, phone call, and text
- Cost is about the same for about the same cost as an in-person visit
To access TalkSpace:
- Sign up for Talkspace at
- Get matched with a therapist
- Start messaging right away
Brightline
- Available to employees and covered dependents on a UA Choice Health Plan
- For children experiencing stress, depression, anxiety, or navigating tough transitions
- For parents interested in resources a parent or caregiver
- Access to confidential video visits with licensed clinicians, coaching programs, resources, and access to a coach
To access Brightline:
- Sign up at
- Create an account and access premium Connect+ membership
- Answer a few questions to get the right care
- Schedule first appointment
- Reach out directly to the Brightline team with questions at 1-888-224-7332
Boulder Care for Opioid Use Disorder
- An estimated 2.1 million people in the U.S. have an opioid use disorder (OUD)
- Only 17.5% of people who need substance abuse treatment receive it
- The most cited reasons for not seeking treatment are
- Time off work
- Affordability
- Finding a provider
- Stigma
- Boulder Care is delivered through video visits and messaging
- Patients work with a team of specialists over an easy-to-access, secure and robust telemedicine platform, to receive individualized private care
To access BoulderCare:
- Get connected with a professional today by visiting
Omada
- Physical therapy for joint and muscle health
- Log in to Premera's MyCare app to connect with in-network providers with Omada
Livongo - Powered by Teladoc
- Offered at no cost to University employees and covered dependents who are enrolled in a UA Choice Health Plan and meet the criteria for the program(s).
- Provides support and medical supplies for diabetes, diabetes prevention, hypertension, and weight loss.
- Visit the to join now!
Prenatal Care
- Pregnancy, childbirth, and related conditions are covered on the same basis as any
other condition for all female members.
- Screening and diagnostic procedures during pregnancy
- Related genetic counseling when medically necessary
- Medically necessary services and supplies related to home births
- Inpatient hospital services for up to 48 hours after a vaginal birth and 96 hours after a cesarean birth
- Preventative services include:
- Breastfeeding counseling, including hospital-grade breast pump rental if medically necessary
- Maternity diagnostic screening
- Screening for gestational diabetes
- Purchase of a standard electric breast pump
To access Prenatal Care:
- Call the 24-Hour NurseLine at 1-800-841-8343
BestBeginnings
- Free app that engages expecting parents from pregnancy through newborn care with personalized tools and support
- Offers resources to support emotional and mental health before and after the baby is born
- Review maternity information with personalized milestones
- Create a custom birthing plan
- Set reminders for appointments, medications, exercise, and more
- Get alerts on pregnancy-related issues and talk to Premera鈥檚 maternity specialists
- One-touch access to Premera鈥檚 24-hour NurseLine, Find a Doctor, and other health plan resources
- Continue to use BestBeginnings after the baby is born. Track baby鈥檚 growth, feedings, and diaper changes.
To access Best Beginnings:
- Text BABY to 29094 and download BestBeginnings
- Register using Premera member ID number
- Enter baby鈥檚 due date to start exploring
Medical Access Travel (Air-to-Surface; Inside or Outside 秀色短视频)
- Available to employees and covered dependents on a UA Choice Medical Plan
- Travel within or outside 秀色短视频 (to nearest in-network provider) when care or diagnosis needed and there are no local providers
- Up to three (3) round trips via air
- Airfare is paid for by member and reimbursed via medical claim form
- Only cost of airfare reimbursed (no meals, hotels, etc)
-
Benefit is limited to the patient only unless the patient is a minor under the age of 18. A minor can be accompanied by a parent or guardian.
To access Medical Access Travel:
- Call Premera's customer service at 1-800-364-2994
Elective Procedure Travel (Outside 秀色短视频)
- Available to employees and covered dependents on a UA Choice Medical Plan
- Travel outside of 秀色短视频 for certain elective procedures as a cost savings measure
- Available for wide variety of elective procedures but does not include office visits, routine care, or dental care
- Travel and accommodation concierge services through dedicated phone line and service unit
- Care coordination and problem solving between case managers and customer support
- Steerage to high-value, lower-cost providers
To access Elective Procedure Travel:
- Call Premera's customer service at 1-800-364-2994
Centers of Excellence (COE) Travel (Outside 秀色短视频)
- Available to employees and covered dependents on a UA Choice Medical Plan
- Travel outside of 秀色短视频 for certain specialty procedures as a cost savings measure
- Air travel for employees and a companion, black car services from the airport to hotel, and lodging at a select Virginia Mason hotel (up to IRS limits).
- Partnered with Virginia Mason Medical Center in Seattle to deliver better patient outcomes at affordable prices
- Enhanced support services for certain specialty procedures
- Total joint replacements (knee & hip)
- Spine surgeries
- Gynecological procedures
- Bundled payment arrangements for eligible specialty medical procedures which include:
- Pre-surgical consultations and related services
- Hospitalization, surgery, and related inpatient care
- Post-surgical checkups
-
Employee cost shares (deductible and coinsurance) waived (except the HDHP which can鈥檛 be waived)
To access COE Travel:
- Call Premera's dedicated COE customer service line at 1-800-995-2420
Enrollment & Arrears Information
- Benefit-eligible employees working a minimum of 20 hours per week
- Temporary employees who meet the hours worked requirement (check with or visit the temporary employee webpage)
- Dependents (spouse/Financially Interdependent Partner (FIP) and child(ren)). Dependents can only be enrolled in the same plan as the employee.
- The University of 秀色短视频 requires evidence of eligibility for all enrolled dependents
- Supporting documents include birth certificate, marriage license, final adoption paperwork, tax returns showing claimed dependents, qualified medical child support orders, legal guardianship papers, etc.
鈥婭f an employee enrolls in a medical plan, the following dependents are eligible for coverage, as well.
Spouse
The lawful spouse of an employee unless legally separated.
Financially Interdependent Partner (FIP)
Wherever 鈥渟pouse鈥 is stated in the health care plan, a FIP would also be included
(provided all requirements are met as specified by the University of 秀色短视频).
Health care deductions for FIPs are post-tax.
- View to see how covering a FIP affects income tax.
Child(ren)
- Under 26 years of age
- Natural offspring of either/both employee or employee's spouse
- Legally adopted of either/both employee or employee's spouse
- Granted court-appointed legal guardianship
- Signed court order granting guardianship to employee or employee's spouse of the employee as of a specific date.
- When the court order terminates or expires, the child is no longer an eligible child.
- Domestic relations order to provide medical benefits as directed by a divorce decree, a medical child support order, or other court-ordered dependent coverage
- Foster child living with the employee
- Signed court order (or other order) signed by judge or state agency which grants guardianship to the employee or employee's spouse as of a specific date.
- When the court order terminates or expires, the child is no longer an eligible child.
- Placed for the purpose of legal adoption in accordance with state law
- Placed for adoption means assumption and retention by the employee of a legal obligation for total or partial support of a child in anticipation of adoption of such child.
Life Event Webpage
Review the Life Event Webpage to understand how this life event affects benefits.
Due Dates
If an employee is welcoming a new family member and would like to enroll their newborn
in coverage, the form must be submitted within 60 days of birth.
SSN and Birth Certificate
Do not wait for the social security number or official birth certificate before submitting
the life event form.
Submitting the Form
When completing the life event form, submit
- the temporary birth certificate from the hospital, and
- use 0's for placeholders for the SSN.
Once the SSN is received, please reach out to us at ua-benefits@alaska.edu for instructions on how to add the SSN. Do not send any SSNs through email.
New Benefit-eligible Employees
- Review the new employee webpage
- 30 day deadline from hire date to enroll or opt out
- If no form submitted, defaulted into Basic medical, Basic dental, and vision for employee-only coverage
Current Benefit-eligible Employees - Life Event
- Review the qualifying life events page
- 30 day deadline from live event (60 days for birth or adoption)
- Late forms not accepted
Temporary Employees
- Check with
- Visit the temporary employee webpage.
The pharmacy plan is included with the corresponding medical plan. There is no additional enrollment or biweekly premium.
Coverage Begin Dates
- Submit form by 5:00pm on the Thursday prior to the end of their first pay period
- If submitted later but within the 30 day requirement, coverage begins on the first day of the pay period the form is submitted
- Submit form on or before the day of the event
- If submitted after the day of the event but within the 30 day requirement (60 for birth/adoption), coverage begins on the day the forms is submitted
Coverage End Dates
- Coverage will end at the end of the pay period in which an employee (1) separates from the University or (2) ends coverage due to a life event
- Every employee is on a 26 pay period (12 month) deduction schedule for their benefits
- Employees who work less than 26 pay periods in a fiscal year (9, 10, and 11-month employees) will accrue arrears on missed deductions during the time they are off-contract or otherwise experiencing leave without pay
- Review the FAQ below to understand what arrears are and how they apply
Viewing the Arrears Balance
Employees can view arrears balance at any time on by clicking on "Employee Service" > "Benefits & Deductions" > "Arrears Balance."
1. What are arrears?
Arrears are missed deductions. For example: An employee who is off-contract and not
receiving pay will not have deductions collected from their $0.00 paycheck. When an
employee returns to work and begins receiving pay again, the deductions will restart
and the arrears balance will begin to be repaid in the specific amounts listed in
the "how are arrears repaid" drop down menu below.
2. Who do arrears apply to?
Arrears apply to any employee who has active deductions that require arrears and that employee experiences a pay period where they do not receive pay.
Employees who are off contract
Employees who are in an off contract status are not receiving pay. This will generate
arrears for their missed deductions during the pay periods where an employee was off
contract. When an employee returns back to an on contract status, they will begin
paying for their deductions again, including any arrears that need to be paid off.
Leave without pay
Employees who experience leave without pay in excess of 10 days must reach out to ua-benefits@alaska.edu to discuss the potential for Family Medical Leave (FML), Short-term Disability (STD),
and other benefits that might apply to a specific situation. Some cases - such as
an approved Leave of Absence - will be a COBRA event. Specific situations can be reviewed
with individual employees.
3. What deductions require arrears?
- Premium health care
- Basic health care
- HDHP
- Premium dental
- Basic dental
- Vision
- Health Care Flexible Spending Account (HC FSA)
- Corestream Voluntary Benefits
- Supplemental life - employee
- Supplemental life - spouse
- Supplemental life - child
- Accidental Death & Dismemberment - employee
- Accidental Death & Dismemberment - family
4. What deductions do not require arrears?
- HSAs
- FSA dependent care accounts
- Pet insurance (Pet insurance payments are made directly with ASPCA and are not included in payroll deduction. Employees are responsible for these premiums.)
- MASA (MASA is direct bill with the vendor - not through payroll deduction)
5. How are arrears repaid?
100% Schedule for Specific Benefits
Arrears will be paid biweekly when the employee returns to work at a rate of 100% of the current deduction(s) until the arrears balance is paid. This means that the employee will pay 200% of the
biweekly deduction until the arrears balance is paid off. The deductions paid on the
100% schedule are:
- Health Care Flexible Spending Account (HC FSA)
- Corestream Voluntary Benefits
Example
An employee is currently contributing to a HC FSA at $100 per pay period.
This employee goes off contract for 4 pay periods.
This means that the employee has missed $100 x 4 ($400) deductions for their HC FSA.
When the employee returns to work, the employee will pay $100 for their deduction
and $100 toward the arrears balance ($200 deduction in total).
The arrears balance will be paid off in 4 pay periods. At that time, the deduction
will return to $100 per pay period.
40% Schedule fo Specific Benefits
Arrears will be paid biweekly when the employee returns to work at a rate of 40% of the current deduction(s) until the arrears balance is paid. This means that the employee will pay 140% of the
biweekly deduction until the arrears balance is paid off. The deductions paid on the
40% schedule are:
- Premium health care
- Basic health care
- HDHP
- Premium dental
- Basic dental
- Vision
- Supplemental life - employee
- Supplemental life - spouse
- Supplemental life - child
- Accidental Death & Dismemberment - employee
- Accidental Death & Dismemberment - family
Example
An employee is currently enrolled in premium medical, premium dental, and vision for
employee, spouse, and 2 dependent children. The employees current biweekly deduction for
these coverages is:
-
- $361.47 Premium medical family
- $25.94 Premium dental family
- $1.90 Vision family
- $389.31 total per pay period
This employee goes off contract for 4 pay periods.
This means that the employee has missed $389.31 x 4 ($1,557.24) deductions for their
coverages.
When the employee returns to work, the employee will pay $389.31 for their deductions
and 40% of each of their deductions toward the arrears balance:
-
- $144.59 Premium medical family
- $10.38 Premium dental family
- $.76 Vision family
- $155.73 total arrears per pay period
This means the employee would pay:
-
- $389.31 total per pay period for deductions
- $155.73 total arrears per pay period
- $545.04 total
The arrears balance will be paid off in 10 pay periods. At that time, the deduction will return to $389.31 per pay period.
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