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The University has the following options for medical, dental, and vision coverage:

Continuing Coverage with COBRA
Former employees have the option to continue their ��ū�컨�� coverage for themselves and/or their dependents through COBRA. COBRA coverage is a continuation of the ��ū�컨�� plan that was in place during employment. This means COBRA coverage can be extended to dependents who were on the plan as of the former employee's last day worked. 

• TaxSaver manages our COBRA plan. They can be reached at (888) 602-6272.
• Former employees have 60 days from their last day worked to enroll in COBRA coverage.
• COBRA applications are required to be sent US Mail and will be sent about 2 weeks after the last day worked. If a quicker turn-around is needed, please email ua-benefits@alaska.edu with a ��ū�컨�� ID and valid email address and we can request TaxSaver email the application. 
• Monthly COBRA Rates (July 1, 2023 - June 30, 2024)

Purchase an Individual Policy from Premera
Former employees may have the option of purchasing an individual policy from Premera Blue Cross within 31 days of their coverage end date.  If interested in an individual policy, contact Premera Blue Cross directly at 1-800-364-2982 or  .

Purchase a Policy from the Marketplace
Separating from the University is considered a Qualifying Life Event and former employees can purchase a policy through the Marketplace. More information about the plans offered and associated costs can be found at  .  Former employees have 60 days from the date University coverage ends to sign up for a policy through the Marketplace. 

Enroll with New Employer (or on Spouse's Employer's Plan)
Former employees who have accepted a position with a new employer may enroll in their new employer's coverage pending eligibility. The University does not have information on other employer benefits. All questions regarding coverage at a new employer must be directed to that employer.

Retiring with PERS or TRS Retirement Plans
Employees who are retiring from PERS or TRS, please contact the Division of Retirement and Benefits (DRB) for health care options at 1-800-821-2251. The ORP does not have a medical benefit.

The University has the following options for FSA coverage:

Health Care FSA

Coverage Ends
Coverage for the Health Care FSA ends at the end of the pay period that contains the employee's last day worked. Reimbursement from the account must be for services that were rendered during employment. Services rendered after employment has ended cannot be reimbursed from the account.

Continuation Options
Former Employees have the option to continue their Health Care FSA on a post-tax basis via COBRA. If eligible, ��ū�컨��'s COBRA TaxSaver TaxSaver - will provide information on the Health Care FSA in their COBRA application packet. 

Limited Purpose FSA

Coverage Ends
Coverage for the Limited Purpose FSA ends at the end of the pay period that contains the employee's last day worked. Reimbursement from the account must be for services that were rendered during employment. Services rendered after employment has ended cannot be reimbursed from the account.

Continuation Options
Former employees have the option to continue their Limited Purpose FSA on a post-tax basis via COBRA. If eligible, ��ū�컨��'s COBRA TaxSaver TaxSaver - will provide information on the Limited Purpose FSA in their COBRA application packet.

Dependent Care FSA

Coverage Ends
Coverage for the Dependent Care FSA ends at the end of the pay period that contains the employee's last day worked. Reimbursement from the account must be for services that were rendered during employment. Services rendered after employment has ended cannot be reimbursed from the account.

Continuation Options
There are no options to continue the Dependent Care FSA. 

The University has an HSA in conjunction with the HDHP medical coverage.

 Continue to utilize HSA for future eligible reimbursements
HSAs are employee-owned. This means when employees leave, they still have access to all funds they contributed while employed. These funds can be used after separation to cover qualified expenses. While contributions to an HSA are only allowed when enrolled in an IRS qualified High Deductible Health Care Plan (HDHP), former employees can use the funds in the HSA at any time while on any plan.

Roll over HSA into another eligible HSA
Former employees may consider rolling over their ��ū�컨�� HSA into another qualified HSA.

Leave the funds in the HSA
Former employees can leave their funds in their ��ū�컨�� HSA. There is a small administrative fee ($2.50) per month to maintain the account with Bank of America. Remaining funds can be invested in the market (if the balance is over $1,000) and the account can be kept clear through to retirement. Review the retirement section of this website to learn more about how the HSA can work in retirement.

The University has the following retirement accounts:

 Public Employees Retirement Plan (PERS) Tiers I, II, III / Teachers Retirement Plan (TRS) Tiers I, II (Defined Benefit Plans with the State of Alaska)
Employees who are not retiring may consider the following actions on their PERS or TRS Defined Benefit accounts.

1. Leave the account untouched until retirement. Any future PERS or TRS employment with another qualified employer will add to the total service credit for these retirement accounts.
2. Request a distribution of employee contributions 60 days after separation (employer contributions are not refunded). Before requesting a distribution, employees must consider any and all implications of withdrawing funds from the plan (tax implications, future PERS/TRS service credit implications, spousal consent, etc). Employees are encouraged to contact the Division of Retirement and Benefits (DRB) at 1-800-821-2251 to discuss. ��ū�컨�� is not qualified to provide financial advice of this nature.

PERS IV / TRS III (Defined Contribution Plans with the State of Alaska)
Employees who are not retiring may consider the following actions on their PERS or TRS Defined Contribution accounts. These accounts are managed by Empower Retirement.

1. Leave the account untouched until retirement. Any future PERS or TRS employment with another qualified employer will add to the total service credit for these retirement accounts.
2. Transfer any vested funds to another qualified account (such as another employer’s plan or an IRA) 60 days after separation.
3. Request a cash distribution of vested funds (both employee and employer contributions, if vested) 60 days after separation. Before requesting a distribution, employees must consider any and all implications of withdrawing funds from the plan (tax implications, future PERS/TRS service, spousal consent, etc). Employees are encouraged to speak to a financial advisor. ��ū�컨�� is not qualified to provide financial advice of this nature.

Optional Retirement Plan (ORP) and/or ��ū�컨�� Pension Plan*

Employees who are not retiring may consider one of the following actions on their ORP and/or ��ū�컨�� Pension Plan accounts.

1. Leave the account untouched until retirement.
2. Transfer any vested funds to another qualified account (such as another employer's plan or IRA) 45 days after separation.
3. Request a cash distribution of vested funds (both employee and employer contributions, if vested) 45 days after separation. Before requesting a distribution, employees must consider any and all implications of withdrawing funds from the plan (tax implications, spousal consent, early withdrawal penalties, etc). Employees are encouraged to speak to a financial advisor. ��ū�컨�� is not qualified to provide financial advice of this nature. 

Voluntary 403(b)

Employees have the option of participating in a Voluntary 403(b) and can contribute on either a tax-deferred basis or a post-tax Roth basis. Employees who are not retiring may consider one of the following action son their voluntary 403(b). 

1. Leave the account untouched until retirement.
2. Transfer any vested funds to another qualified account (such as another employer's plan or IRA).
3. Request a cash distribution. Before requesting a distribution, employees must consider any and all implications of withdrawing funds from the plan (tax implications, spousal consent, early withdrawal penalties, etc). Employees are encouraged to speak to a financial advisor. ��ū�컨�� is not qualified to provide financial advice of this nature.

Voluntary 457(b) - executives only

Executives have the option of participating in a Voluntary 457(b) with TIAA. Employees who are not retiring may consider one of the following action son their voluntary 457(b). 

1. Leave the account untouched until retirement.
2. Transfer any vested funds to another qualified account (such as another employer's plan or IRA).
3. Request a cash distribution. Before requesting a distribution, employees must consider any and all implications of withdrawing funds from the plan (tax implications, spousal consent, early withdrawal penalties, etc). Employees are encouraged to speak to a financial advisor. ��ū�컨�� is not qualified to provide financial advice of this nature.

* If a non-vested employee who participates in the ORP and/or the ��ū�컨�� Pension Plan leaves the University and returns to a benefit-eligible position with one year of separation, vesting will continue where the employee left off. If a non-vested employee leaves the University and does not return within one year of separation, the three year vesting schedule will start over.

The University has the following options for Voluntary Insurances:

Life Insurance

Coverage Ends
Both Basic and Supplemental Life Insurance for employees and/or their family members will end on the employee's last day of work in an eligible position.

Continuation Options
Former employees have the option to continue Basic term life policy and/or Supplemental Life Insurance by porting or converting the policy to an individual one. Premiums are paid directly to Securian Financial and coverage is issued with no medical examination as long as former employees apply for this conversion within 31 days of their last day worked. Premiums for a personal policy may be higher than those paid by active employees. to review options, calculate rates, and obtain forms. To login, please use the policy number and key access below.  

Policy Number: 70229
Access Key: uofak

Accidental Death & Dismemberment (AD&D)

Coverage Ends
AD&D coverage ends on the employee's last day of work in an eligible position.

Continuation Options
There are no options to continue AD&D.

Corestream Benefits

Coverage Ends
If separating between the 1st and the 15th of the month, coverage will end at the end of the month in which the employee separates. If separating between the 16th and the last day of the month, Corestream coverage(s) will end at the of the following month in which an employee separates. 

Continuation Options
Employees will receive a notice from their vendor to continue coverage through direct-bill. The process varies between vendors. If there are questions, please reach out directly to the vendor that manages the elected coverage(s).

MASA Air and Ground Ambulance Benefits

Coverage Ends
MASA coverage will end at the end of the month in which an employee separates. 

Continuation Options
There are no options to continue the employee plans provided by MASA; however, a personal policy may be purchased. Please reach out to MASA at 1-800-450-6730 directly to discuss.

The University has the following leave options:

Staff

Annual Leave
Annual leave is paid out on an employees final paycheck up to a maximum of 240 hours.

Personal Holiday Leave
Personal Holiday Leave is not paid out.

Sick Leave
Sick leave is not paid out and is only transferable to another employee in certain cases (see donating sick leave to the right).

Parental Leave
Parental leave is not paid out and is not transferable to another employee.

Faculty

Faculty Time Off (FTO)
FTO is not paid out.

Sick Leave
Sick leave is not paid out and is only transferable to another employee in certain cases (see donating sick leave to the right).

Parental Leave
Parental leave is not paid out and is not transferable to another employee.

The University has the following Short- and Long-term Disability options:

Short-term Disability

Coverage Ends
Short-term Disability coverage ends on an employee's last day worked.

Continuation Options
There are no continuation options for Short-term Disability.

Long-term Disability

Coverage Ends
Long-term Disability coverage ends on an employee's last day worked.

Continuation Options
Former employees may be eligible to convert their Long-term Disability insurance coverage to an individual policy with Unum, pending Long-term Disability benefits are not being received at the time of separation. The advantage to converting the  University policy is that there is no requirement to complete a medical examination to qualify for coverage. Former employees must apply for conversion within 31 days from  separation. Contact ��ū�컨�� Benefits at (907) 450-8242 or ua-benefits@alaska.edu to request a conversion application. When converting the plan, please be aware that premiums for the individual policy are paid directly to Unum and coverage may differ from the group policy offered by the University.

The University has an Employee Assistance Program (EAP) through ComPsych.

This is automatically available to all employees.

Continue to Use the EAP after Separation
Former employees and their family members may continue to use the Employee Assistance Program (EAP) after the last day worked. Contact ComPsych at 1-888-969-0155 or log into their to log in. If employees or former employees have not logged in in the past on Guidance Resources,  click on register and use the Web ID: UofAK. More information on the EAP can be found .