Health & Wellness

Vision Plan

The University of Alaska partners with VSP to provide 绿奴天花板 employees with a vision plan.

Vision Plan Enrollment

    • 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 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. 

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 Alaska).

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

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  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. 

  1. Premium health care
  2. Basic health care
  3. HDHP
  4. Premium dental
  5. Basic dental
  6. Vision
  7. Health Care Flexible Spending Account (HC FSA)
  8. Corestream Voluntary Benefits
  9. Supplemental life - employee
  10. Supplemental life - spouse
  11. Supplemental life - child
  12. Accidental Death & Dismemberment - employee
  13. 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%.鈥

This repayment schedule is for:

  1. Health Care Flexible Spending Account (HC FSA)
  2. 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 care
  2. Basic health care
  3. HDHP
  4. Premium dental
  5. Basic dental
  6. Vision
  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.

 

Vision Plan Basics

VSP Vision Plan

Biweekly Premiums

$0.60 employee
$1.27 employee+spouse
$1.09 employee+children
$1.90 employee+family

Exam Copays

In-network: $10
Out-of-network: up to a $50 reimbursement

 

Resources

VSP Vision Summary
FY25 Vision 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

VSP

1-800-877-7195

  • Having issues logging into the VSP portal?
  • Wanting to confirm prior authorization for a certain service?

TouchCare

1-866-486-8242 | assist@touchcare.com

  • Comparing 绿奴天花板 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.

绿奴天花板 Benefits Team


Vision Plan Details鈥

Use 绿奴天花板 ID with Leading Zero (i.e. 030011234)

  • Employees and all covered dependents use the same member ID
  • VSP does not mail cards. Use 绿奴天花板 ID with leading zero at point of service.
  • Do not use your SSN for VSP benefits.

Every 24 Months 

  • Single vision lenses ($25 copay in-network; up to $50 reimbursement out-of-network)
  • Bifocal vision lenses ($25 copay in-network; up to $75 reimbursement out-of-network)
  • Trifocal vision lenses ($25 copay in-network; up to $100 reimbursement out-of-network)
  • Lenticular vision lenses ($25 copay in-network; up to $125 reimbursement out-of-network)

Every 24 Months 

  • In-network
    • $25 copay
    • Standard frame allowance up to $150, or
    • Featured brands frame allowance up to $170 + 20% off the remaining amount

  • Out-of-network
    • Up to $70 reimbursement

Every 24 Months 

  • Fitting and evaluation (no charge in-network or out-of-network)
  • Elective contacts (no charge in-network; up to $105 reimbursement out-of-network)
  • Medically necessary contacts (no charge in-network; up to $210 reimbursement out-of-network)

Every 24 Months

  • Protect eyes against digital eye strain or the sun鈥檚 ultraviolet rays
  • Ready made, non-prescription lenses for glasses and sunglasses
  • Use VSP frames/lenses benefit coverage (see dropdown for frames and lenses)

FORMS 

 


RESOURCES

COBRA

External Resources