Health & Wellness

 

Medical Plan

The University of Alaska partners with Premera to provide UA employees with three medical plans including the Premium, High Deductible Health Plan (HDHP), and Copay plan. The Copay plan is available beginning July 1, 2025.


Medical Plan Enrollment

    • Benefit-eligible employees working a minimum of 20 hours per week
    • Temporary employees who meet the hours worked requirement (check with HR Coordinator 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 Alaska 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. 

​If 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 “spouse” is stated in the health care plan, a FIP would also be included (provided all requirements are met as specified by the University of Alaska).

Health care deductions for FIPs are post-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 Copay medical, Basic dental, and vision for employee-only coverage

Current Benefit-eligible Employees - Life Event

Temporary Employees


The pharmacy plan is included with the corresponding medical plan. There is no additional enrollment or biweekly premium. 

Coverage Begin Dates

New Employees - First Day Coverage
      • 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
Current Employee - Day of Life Event
      • 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

End of the Pay Period
      • 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 UAOnline > "Employee Dashboard" > "Arrears Balance" (located on the right side under the blue timesheet button).

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. 

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. 

  1. Premium health plan
  2. HDHP
  3. Copay health plan
  4. Premium dental plan
  5. Basic dental plan
  6. Vision plan
  7. Health Care Flexible Spending Account (HC FSA)
  8. Limited Purpose FSA (LP FSA)
  9. Corestream Voluntary Benefits
  10. Supplemental life - employee
  11. Supplemental life - spouse
  12. Supplemental life - child
  13. Accidental Death & Dismemberment - employee
  14. Accidental Death & Dismemberment - family
  1. HSAs
  2. FSA dependent care accounts
  3. Pet insurance (Pet insurance payments are made directly with ASPCA and are not included in payroll deduction. Employees are responsible for these premiums.)

There are two repayment schedules for arrears: 100% and 40%.​

This repayment schedule is for:

  1. Health Care Flexible Spending Account (HC FSA)
  2. Limited Purpose FSA (LP FSA)
  3. Corestream Voluntary Benefits

100% Schedule
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.

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.

This repayment schedule is for:

  1. Premium health plan
  2. HDHP
  3. Copay health plan
  4. Premium dental plan
  5. Basic dental plan
  6. Vision plan
  7. Supplemental life - employee
  8. Supplemental life - spouse
  9. Supplemental life - child
  10. Accidental Death & Dismemberment - employee
  11. Accidental Death & Dismemberment - family

40% schedule
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.

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.

 

Medical Plan Basics

Premera Premium Plan

Biweekly Premiums

  • $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

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

Resources

Summary of Benefits and Coverage - Premium Medical Plan

 

Premera Copay Plan

Biweekly Premiums

  • $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

Resources

Summary of Benefits and Coverage - Copay Medical Plan

Premera HDHP

Biweekly Premiums

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

Deductible

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

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

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

Resources

Summary of Benefits and Coverage - HDHP Medical Plan
FY26 Medical Rates
  • 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 Premera portal 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

 

Medical Plan Details​

Covered at No Cost on All Plans

Premium and HDHP
Covered at a set percent after deductible is met.

  • In-network: 80% covered
  • Out-of-network: 60% covered

Copay Plan
Copay does not count toward deductible. 

  • In-network: $40
  • Out-of-network: 40% after deductible is met

Premium and HDHP 
Covered at a set percent after deductible is met.

  • In-network: 80% covered
  • Out-of-network: 60% covered

Copay Plan
Copay does not count toward deductible. 

  • In-network: $60
  • Out-of-network: 40% after deductible is met

Covered at a Set Percent on All Plans After Deductible is Met

  • In-network: 80% covered
  • Out-of-network: 60% covered

Premium and HDHP 
Covered at a set percent after deductible is met.

  • In-network: 80% covered
  • Out-of-network: 60% covered

Copay Plan
Copay does not count toward deductible. 

  • In-network: $40 PCP / $60 Specialist
  • Out-of-network: 40% after deductible is met

Virtual General Medicine Providers

  • 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 Doctor on Demand website. 
  • 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

*Doctor On Demand will be replaced with 98point6 beginning January 1, 2026. More information is in our November 19 benefits news article.

Virtual Mental Health Support (see "Mental & Behavioral Care (Virtual)" drop down below for more details)

  • TalkSpace - Get virtual mental and behavioral health support
  • Spring Health - Get virtual mental and behavioral health support beginning January 1, 2026

Virtual Opioid Addiction Support (see "Opioid Use Disorder (Virtual)" drop down below for more details)

  • BoulderCare - Virtual support for opioid addiction recovery

Virtual Physical Therapy Support (see "Physical Therapy and Rehabilitation" drop down below for more details)

  • Omada - Connect with a physical therapist online

Virtual Support for Pre-diabetes, Diabetes, Hypertension and Weight Management (see "Diabetes, Hypertension, and Weight Management" drop down below for more details)

  • Livongo - Powered by Teladoc - Receive virtual support and the tools needed to manage your chronic condition (this program is free to all eligible UA employees and their dependents enrolled in a UA Choice Health Plan)

Premium and HDHP 
Covered at a set percent after deductible is met.

  • In-network: 80% covered
  • Out-of-network (hospital): 80% covered
  • Out-of-network (free-standing): 60% covered

Copay Plan
Copay does not count toward deductible. 

  • In-network: $75
  • Out-of-network (hospital): 80% covered
  • Out-of-network (free-standing): 60% covered

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:

Spring Health (available beginning January 1, 2026)

  • Available to employees and covered dependents (over the age of 6) on a UA Choice Health Plan
  • Support for mental health therapy via phone or video chat
  • Psychiatric medication management also available for those over the age of 18

To access Spring Health:

  • Download Premera's app from the app store
  • Locate Spring Health in the "Find Care" section of the app

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:

Omada (Virtual)*

  • Physical therapy for joint and muscle health 
  • Log in to Premera's app to connect with in-network providers with Omada 

*Omada will no longer be available on a UA Choice Plan after June 30, 2026. More information will be provided as we move closer to that date.

eviCore

  • Outpatient Rehabilitation Management Program
  • Available on all UA Choice Medical Plans
  • Helps members get the right care for their condition to avoid unnecessary treatments and costs
  • Work with your doctor to have them submit your case through eviCore for review

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 whole person support and medical supplies for diabetes, diabetes prevention, hypertension, and advanced weight management.
  • Visit the Teladoc website to check your eligibility and join one (or more) of these programs now at no cost to you!
    • Go to UA's dedicated Teladoc website
    • Click on "Check my Eligibility"
    • Complete the information as requested
    • Check the box labeled "(Optional) I received a Teladoc Health code" and use the registration code UOFAK

Phone: (800) - 835-2362 | Registration code: UOFAK 

Additional Resources/Information:

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’s maternity specialists
  • One-touch access to Premera’s 24-hour NurseLine, Find a Doctor, and other health plan resources
  • Continue to use BestBeginnings after the baby is born. Track baby’s growth, feedings, and diaper changes.

To access Best Beginnings:

  • Text BABY to 29094 and download BestBeginnings
  • Register using Premera member ID number
  • Enter baby’s due date to start exploring

*BestBeginnings will no longer be available on a UA Choice medical plan beginning January 1, 2026. There is currently no replacement from Premera for BestBeginnings. 

Medical Access Travel (Air-to-Surface; Inside or Outside Alaska)

  • Available to employees and covered dependents on a UA Choice Medical Plan
  • Travel within or outside Alaska (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 Alaska)

  • Available to employees and covered dependents on a UA Choice Medical Plan
  • Travel outside of Alaska 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 Alaska)

  • Available to employees and covered dependents on a UA Choice Medical Plan
  • Travel outside of Alaska 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’t be waived)

To access COE Travel:

  • Call Premera's dedicated COE customer service line at 1-800-995-2420


FORMS 

Premera Forms

 


RESOURCES

COBRA

External Resources