With a Medical Flex Spending (Medical Reimbursement Account) an employee is able to set aside up to $2,550 per plan year on a pre-tax basis to pay for health care expenses not covered by other insurance plans.
With a Dependent Care Flex Spending (Dependent Care Reimbursement Account) an employee is able to set aside up to $5,000 per plan year on a pre-tax basis to pay for dependent care expenses.
Eligible dependents can include:
- Children to the age of 26 (including natural child, stepchild, legally adopted child, or child placed for adoption)
- Children will be taken off coverage Dec 31st of the year in which they turn 26.
This is the amount you pay in covered expenses each plan year before any benefit will be paid for additional covered expenses.
This is the amount you pay to providers for services, and for prescription drugs.
This is the maximum limit you would have to pay in a Plan Year if you have large medical bills. Certain expenses may not count toward this limit.
In order to change any of your benefit choices other than during open enrollment, one of the following must occur:
- Marriage or divorce
- Death, birth or adoption of a dependent
- Spouse begins or ends employment
- Change in employment from full-time to part-time or vice-versa for you or your spouse.
To change your coverage outside of open enrollment, you will need to notify the Human Resources Department within 30 days after the qualifying event.
Bring a copy of your marriage license to HR within 30 days of your marriage, and you will need to fill out forms when you come to HR.
For MESSA, open enrollment is held annually during the last two weeks of April.
For Priority Health Group, open enrollment is held annually during the last two weeks of May.
As this process requires specific paperwork, please schedule a meeting with either the Benefits Specialist, Laurie Noell, or with the Manager of Benefits, Holly Williams,
Contact information to set up an appointment:
Laurie Noell, Benefits Specialist
Holly Williams, Manager of Benefits
Health insurance continues based on your job classification or union contract. You are still responsible for your portion of the premiums.