Few Changes for Open Enrollment in 2021
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Special Section: SPEEA/Boeing open enrollment Nov. 3-24 Prof and Tech contracts Take health assessment by Nov. 24 to avoid monthly fee PEEA members and their covered spouses who do not complete the online health assessment by Nov. 24 will be Sassessed a non-compliance fee of $20 per month per person. This does not apply to dependents. The assessment is available through the Step by Step link on Boeing’s Worklife. Once Few changes for open you’ve located the health assessment link, you will be directed to a Vida portal. enrollment in 2021 Reasons for assessment By Jason Collete $3,600/$7,200. The percentage Boeing Boeing encourages participation for SPEEA Contract Administrator and Benefits contributes to your HSA remains the same. individuals to become more aware of their Coordinator • Anyone may be covered by the health-risk factors. Addressing risk factors Advantage+ plan. But not everyone is early is a way to potentially lower the health- pen enrollment, the time period each eligible to establish and fund a tax-free care costs for the employee and the company. year when employees can change their HSA account. Ensure you understand In addition to raising awareness of potential medical plans, is Nov. 3-24 at The the rules at OBoeing Company. illnesses, the lowered health-care costs www.healthequity.com/boeing. directly affect the company’s bottom line, When reviewing the annual open enrollment • Because the Advantage+ plan uses the because the majority of medical plans are information from Boeing, keep the following exact same network as the Traditional self-funded by Boeing. in mind: Medical Plan, the plans are very similar • Routine changes – This is the only time after the annual deductible is met. One Biometric screening of the year you can make routine changes notable exception is for families. All is not required to your health care coverage. If you opt covered members share a deductible and The SPEEA-Boeing contracts also reference for a different plan, changes take effect OOP maximum for the Advantage+ health screenings, but SPEEA members are Jan. 1, 2021. The good news is any change plan. again not required to submit biometric data you make for this year is only locked in this year. for a single year. If you’re unhappy with a Traditional Medical Plan – change you made for 2021, you can make a 5% premium contribution Due to the COVID pandemic, there will be change for the following year during open • Just over 40% of SPEEA-represented no onsite screenings offered this year. enrollment for 2022. Professional and Technical workers are Privacy • Deadline for correcting mistakes – Even enrolled in the Traditional Medical Plan (TMP). Those who are eligible for HSA As noted in the SPEEA contracts, the if you don’t change your benefits package, health-assessment data is collected by a you will receive a confirmation letter in the accounts should weigh the TMP against the Advantage+ plan. third party. This data is always subject mail. You have a limited amount of time to to the Health Insurance Portability and request a correction. Make sure your home • This plan carries a $300 per person Accountability Act (HIPAA). Additionally, address is correct in Worklife. deductible and 10% medical individual employee assessment results shall coinsurance. After your deductible not be disclosed to Boeing employees. Compare and choose is satisfied, the more expensive your a medical plan service, the more expensive your 10% Advantage+ – 0% premium share becomes until you reach your contribution $2,000 OOP maximum. Employees covering themselves on the TMP • Around half of SPEEA members are are required to pay 5% of the cost of the plan. currently enrolled in this plan. For Premiums went down slightly this year to 2021, the annual deductibles and Out- $31.62. This equals $379 a year. Those covering Of-Pocket (OOP) maximums remain themselves and a spouse or a child (or more unchanged. Contribution limits to the than one child) will pay $759 per year. Anyone Health Savings Account (HSA) increased by $50/$100 from last year for a total of continued on page 6 5 SPEEA SPOTLITENOVEMBER 2020 Special Section: SPEEA/Boeing open enrollment Nov. 3-24 continued from page 5 Dental Plans Frequently asked covering themselves, plus a spouse and a child The SPEEA/Boeing Professional and Technical (or more than one child) will pay $1,138 per contracts provide three dental plan options for questions year. represented employees in the Puget Sound Did the new contract result in any Select Network Plan – region. All three are free from premium changes to the medical plans? 12% premium contribution contributions. • Delta Dental of Washington (DDWA) SPEEA’s medical and benefit plans are • Very few active SPEEA members Preferred Dental – This is recom- locked in through 2026. The current are enrolled in this plan. The Select mended for most SPEEA-represented pricing will not change until 2023. Network Plan has no network outside of employees. For the highest benefit, plan the United States and provides no out-of- to use an in-network Delta Dental of I heard that our pharmacy benefit network benefits. The only non-network changed, what happened? Washington (DDWA) Preferred Provider claims covered are for emergency room Organization (PPO) dentist. Nationwide There was no change to the benefit, however, visits. in-network coverage is available, using Boeing switched from Express Scripts to • When comparing the Select Network the National Delta Dental PPO Prime Therapeutics, which is owned by Blue medical plan to the Advantage+ and networks. Cross Blue Shield (BCBS). The cost structure Traditional plans, don’t forget the annual of the medical plans did not change. • Note: PPO Network and Premier premiums required for Select Network. Network dentists are prohibited from With a new company, there is a new For example, the annual premiums for billing you the difference between the formulary, and some prescriptions may cost a family ($2,880) plus Boeing’s portion charged and the maximum allowable more or less than Express Scripts. The retail of family HSA contribution ($1,400) is rate, known as “balance billing.” more than the entire Advantage+ family pharmacy network is 99% the same so you • DDWA Scheduled Dental Plan – will likely see no change. deductible ($2,800) and 10% of the next $14,500 of in-network medical expenses. The Boeing Scheduled Dental Plan is administered by DDWA. There is Can I fill my prescription at • Because of the high premiums, the lack Walgreens now? no network of providers – covered of non-network coverage and the service employees can use any licensed dentist Walgreens is still not in the retail network, area being limited to the United States, in the United States, but the reimbursable though the mail order and specialty pharmacy the Select Network Plan does not make fee schedule has not changed for is done through Walgreens. sense for most active employees. approximately 20 years. How do the deductible, coinsurance Kaiser Permanente – • DDWA Prepaid Dental – The Prepaid and OOP maximum work together? 12% premium contribution Dental Plan is an HMO. This is a • Kaiser is a Health Maintenance ‘buyer-beware’ plan, because SPEEA Below is an example of a $25,000 in-net- Organization (HMO) with a very receives more complaints on this plan work hospitalization. This illustrates how the limited network. Similar to the Select than the other two plans combined. deductible, coinsurance and OOP maximum Network, Kaiser has no out-of-network work together for an individual on the 2021 benefits. The only non-network claims Traditional Medical Plan. covered by Kaiser are for emergency 1 Charged $25,000 room visits. 2 Negotiated Discount $10,000 Flexible Spending Account (FSA) 3 Allowed Amount (#1 - #2) $15,000 Once you choose a medical and dental 4 Deductible $300 plan for 2021, estimate the amount of out- 5 Remaining Allowable (#3 - #4) $14,700 of-pocket expenses you had this year and 6 In-Network Coinsurance (#5 x 10%) $1,470 consider enrolling in a Flexible Spending Plan Paid Provider (#5 - #6) $13,230 Account (FSA). Your entire election is generally Member Paid Provider (#4 + #6) $1,770 available the first day of the year, and if you leave mid-year, you do not have to repay the amount In this example, the member’s $300 you spent in excess of the sum of your election. deductible is satisfied. It also satisfied $1,770 of the in-network $2,000 OOP maximum. Up to $550 of your unused FSA can roll over, so making at least a $550 election in the FSA How much do I pay out of my could be a good idea, depending on your paycheck for health care? circumstances. The Advantage+ medical plan is free from If you sign up for the Advantage+ plan and are premium contributions. If you enroll in eligible to make an HSA contribution, it may the Traditional Medical Plan, employees be beneficial to contribute the maximum to will contribute 5% of the cost. For those your HSA before considering putting money employees whose coverage is with another in the FSA. plan, they will contribute 12% of the cost of Additionally, if you are enrolled in the the plan the employee chooses. Advantage+ plan, the HSA and FSA work differently. Before satisfying your annual The paycheck contributions are taken pre-tax Advantage+ deductible, the FSA cannot be used from the first two paychecks of the month. for anything the medical plan covers. continued on page 8 6 SPEEA SPOTLITENOVEMBER 2020 Special Section: SPEEA/Boeing open enrollment Nov. 3-24 Health Savings Accounts (HSA) Blue Cross Blue Shield HSA: A good way to reduce New pharmacy costs if you are eligible benefit manager Health Savings Account (HSA) is a permitted (such as dental and vision).