Dental Plan
The University of èƵ partners with Premera to provide UA employees with two dental
plans including the Premium and Basic plans.
Dental Plan Enrollment
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- 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.
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- The University of èƵ 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 èƵ).
Health care deductions for FIPs are post-tax.
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- View to see how covering a FIP affects income tax.
Child(ren)
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- 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
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- 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
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- 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
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- Review the qualifying life events page
- 30 day deadline from live event (60 days for birth or adoption)
- Late forms not accepted
Temporary Employees
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- 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
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- 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
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- 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
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Coverage End Dates
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- 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
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- 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
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Viewing the Arrears Balance
Employees can view arrears balance at any time on by clicking on "Employee Service" > "Benefits & Deductions" > "Arrears Balance."
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.
- 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
- 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.)
There are two repayment schedules for arrears: 100% and 40%.
This repayment schedule is for:
- Health Care Flexible Spending Account (HC FSA)
- 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:
- 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
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.
Dental Plan Basics
Premera Premium Dental Plan
Use the same member ID card for both medical and dental visits.
Biweekly Premiums
$7.97 employee
$16.21 employee+spouse
$15.44 employee+children
$25.94 employee+family
Deductible & Annual Maximum
Individual : $50
Family : $150
Annual Maximum: $3,500 per person
Premera Basic Dental Plan
Use the same member ID card for both medical and dental visits.
Biweekly Premiums
$3.16 employee
$6.59 employee+spouse
$5.20 employee+children
$9.55 employee+family
Deductibles & Annual Maximum
Individual: $50
Family: $150
Annual Maximum: $2,000 per person
- 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
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
Dental Plan Details
Covered at No Cost on All Plans
Some services are limited to a certain number per year to be covered at no cost.
- Oral exams and cleanings
- X-rays for diagnosis
- Fluoride treatment and sealants for dependents ages 15 and younger
Covered at 80% after Deductible Met
- Full Mouth X-rays
- Fillings
- Oral Surgery
- Simple Extractions
Covered at 50% after Deductible Met
- Oral Surgery
- Complex Extractions
- Denture Adjustments and Repairs
- Root Canal Therapy
- Periodontics
- Crowns
Dentures - Bridges
Covered at 50% after Deductible Met
- Premium Dental Plan: $3,500 lifetime maximum
- Basic Dental Plan: $1,500 lifetime maximum