1. Why are health insurance premiums going up so much? Health care costs are rising across the country, and employer-sponsored health plans are being affected by the same pressures. National reports point to several major drivers: higher hospital and provider costs, increased use of medical services, and rising prescription drug spending — especially for specialty medications and GLP-1 drugs used to treat diabetes and obesity. We understand that any increase is significant, and we encourage employees to review all available plan options carefully during open enrollment to choose the coverage that best fits their needs and budget.
2. What happens if I do not make any changes during open enrollment? If you do not want to add, remove, or change coverage, you typically do not need to take action during open enrollment. However, Flexible Spending Accounts (FSAs) must be elected each year, so employees who want an FSA for the new plan year will need to re-enroll. Employees may also want to fill out the transfer form to move their HSA/FSA from Health Equity to Benefit Extras.
3. Who can I cover under my benefits? If you enroll yourself in coverage, you may also enroll your legal spouse and eligible child(ren). Dependent children are eligible up to age 26, regardless of student or marital status.
4. Which medical plan do I have access to? Medical plan availability depends on your employee group. The district’s PEIP health insurance applies to employees in the Osseo Administrative Professionals (OAP), Educational Support Professionals (ESP), Kidstop Instructors, RN/LPN, and Teacher contract groups. The district’s UMR health insurance applies to employees in groups such as Confidential Support Specialists, Custodians, Directors and Confidential Managers, Hourly Technical, Licensed Coordinators, Management Personnel I-M, Principals, Salaried Professionals, School Executives, and School Nutrition.
5. How do I decide whether an HSA plan is right for me? An HSA is paired with a qualified High Deductible Health Plan (HDHP) and lets you save pre-tax money for eligible health care expenses. The district also contributes to the HSA when you elect the HSA medical plan and meet IRS eligibility requirements. District HSA contribution amounts may vary depending on the employee group. HSA dollars can be used for eligible medical, prescription, dental, and vision expenses, and the money is always yours to keep even if you change jobs or health plans.
To be eligible to contribute to an HSA, you must be enrolled in a qualified HDHP and cannot be covered by other disqualifying non-HDHP coverage, such as a full health care FSA through a spouse.
6. What is the difference between an HSA and an FSA? An HSA is owned by you, can be used for qualified health care expenses, and your balance rolls over from year to year. An FSA also lets you use pre-tax money for eligible expenses, but unused funds are generally forfeited at the end of the plan year (June 30th) under IRS rules. If you are enrolled in an HSA-qualified medical plan and are eligible to contribute to an HSA, you are not eligible for a full health care FSA, but you may be able to enroll in a limited purpose FSA for dental and vision expenses instead.
7. What types of FSAs are available, and what can I use them for? The district offers multiple FSA options, including a health care FSA, a limited purpose FSA, and a dependent care FSA.
- A health care FSA can be used for eligible medical, prescription, dental, and vision expenses.
- A limited purpose FSA can be used for eligible dental and vision expenses, which is especially important for employees contributing to an HSA.
- A dependent care FSA can be used for eligible child care or disabled adult care expenses while you work or attend school.
8. What does a dental plan cover? Dental coverage is provided through Delta Dental. In-network preventive services such as cleanings, X-rays, and exams are covered at 100%. Basic services, major services, and prosthetics are covered after the deductible, and the employee pays 20% for covered services. The dental plan includes a $25 single / $75 family deductible and a $1,200 annual plan year maximum benefit. Orthodontia is covered for dependent children ages 8–19 at 50% up to a $750 lifetime maximum.
9. What life insurance benefits are available? The district offers employer-paid basic life and AD&D insurance. Employees may also have the option to purchase voluntary life and AD&D coverage for themselves, their spouse, and eligible children. Employees are encouraged to review their beneficiary designation(s) annually so benefits are paid according to their wishes.
10. Where can I go if I need help or want to check my current coverage? Employees with questions can contact Human Resources at 763-391-7007 or Benefits@district279.org.
