UPG Open Enrollment

• This is a passive enrollment for your insurance plans. If you do not complete your Open Enrollment event, your current insurance elections and HSA (if applicable) will continue into the new plan year.
  • Note: Your HSA's current annual goal will carry forward.  If you have had a qualifying life event or made changes to your contribution at any time last year, the annual goal could mean a different biweekly contribution from what you have currently, so it is important to review this.
• This is an active enrollment for all Flexible Spending Accounts (FSAs). You must re-enroll to continue coverage. If you do not complete your re-enrollment in Workday, your FSA coverage—including medical, dependent care, and/or limited-purpose FSAs—will end on June 30, 2025.
• Open Enrollment closes at 5:00 p.m. on Friday, May 30.
• Elections take effect July 1, 2025. The plan year deductions will first be reflected on your July 11th paycheck. 

• There are no vendor or plan changes this year for health, dental, and vision.
  • Insurance Rate Sheet
• Premiums have increased for the Healthkeepers Tiered Plan.
• Premiums for Healthkeepers HDHP remain the same.
• There is a slight increase in premium for dental. Rates for vision remain the same.
• The maximum contribution limit for the medical FSA and the allowable rollover amount have both increased. See the “Benefit Savings Account Options” section below for details.
• McGriff Insurance Services will continue to administer all Flexible Spending Account (FSA) options and the Health Savings Account (HSA). 

UPG Premiums Rate Sheet for Plan Year 2025 – 2026: Health, Dental, and Vision

1. Anthem Healthkeepers- Tiered plan
   • There are two in-network tiers, with lower co-pays and co-insurance for utilizing UVA/UPG providers. The deductible does not apply to PCP and Specialist office visits. 
     • This plan is not compatible with a health savings account. 
   • Plan Summaries: 
     • Anthem HealthKeepers Tiered | Summary of Health Benefits
     • Anthem HealthKeepers  Tiered | Summary of Health Coverage
        
2. Anthem High Deductible plan (HDHP).
   • The deductible applies to all services except preventative services. Once the deductible is met, cost sharing is 90/10 with prescription copays. The deductible applies to all pharmacy except for PreventiveRX medications. The premiums for this plan are lower.
     • This plan is compatible with a Health Savings Account (HSA). If elected, UPG will contribute to this account. See the HSA section below on this page to learn more.
   • Plan Summaries:
     • Anthem HDHP | Summary of Health Benefits
     • Anthem HDHP | Summary of Health Coverage

For more detailed information, please review the following comparison resources:

• Comparison Chart 
• Value Comparison Chart

Learn More About Included Vision Benefit

Non-Virginia residents will have one plan available to them:

• Anthem KeyCare plan.
  • This is an open access point of service plan, and no referral is needed for specialist visits. This is not a tiered plan.  Co-pays or co-insurance, depending on service.  
    • This benefit includes a vision benefit of one routine eye exam per plan year per member
  • Plan Summaries:
    • Anthem KeyCare | Summary of Health Benefits (non-VA residents only)
    • Anthem KeyCare | Summary of Health Coverage (non-VA residents only)

Learn More About Included Vision Benefit

• VA Residents Only
  • Anthem HealthKeepers Tiered | Summary of Health Benefits
  • Anthem HealthKeepers  Tiered | Summary of Health Coverage
  • Anthem HDHP | Summary of Health Benefits
  • Anthem HDHP | Summary of Health Coverage
    • Comparison Chart 
    • Value Comparison Chart
• Non-VA Residents Only
  • Anthem KeyCare Summary of Health Benefits (non-VA residents only)
  • Anthem KeyCare | Summary of Health Coverage (non-VA residents only))
• Additional Resources (all three plans)
  • PreventiveRX Enhanced 
  • Included Vision Benefit
  • Diabetes Prevention Outreach

UPG Premiums Rate Sheet for Plan Year 2025 – 2026

• Guardian Enrollment Kit
• Guardian Dental Plan Summary
• Guardian: Find a Dental Provider
• Buy Up Plan Maximum Rollover Summary

UPG Premiums Rate Sheet for Plan Year 2025 – 2026

• Guardian Enrollment Kit
• Guardian Vision Plan Summary
• Guardian: Find a Vision Provider
• Buy Up Plan Maximum Rollover Summary
• VSP Vision Care: Find a Vision Provider

UPG Premiums Rate Sheet for Plan Year 2025 – 2026

Anthem Tiered Plan

• Full Medical FSA (must re-enroll)
• Dependent Care FSA (must re-enroll)

Anthem KeyCare (Out-of-State Only)

• Full Medical FSA (must re-enroll)
• Dependent Care FSA (must re-enroll)

Anthem HDHP

• Health Savings Account (passive enrollment)
  • Annual Goal will cary over, important to review.
• Limited Medical FSA (must re-enroll)
• Dependent Care FSA (must re-enroll)

Not Enrolled in UPG Health Insurance

• Full Medical FSA (must re-enroll)
• Dependent Care FSA (must re-enroll)

This section outlines the Health Savings Account available to High Deductible Health Plan (HDHP) participants only. This account allows you to put aside pre-tax dollars that can grow over time. If the HSA is elected, employer contributions will be made as well.

This account can help offset the higher deductible and also serves as a savings and investment tool, since unlike an FSA, the funds do not follow a “use-it-or-lose-it” rule.

This account is managed by McGriff Employee Benefit Services.

HSA Eligibility

Only HDHP participants can elect to an HSA. This can be used for any dependents, regardless of whether the dependents are enrolled in the health plan. This can be used in conjunction with a Limited FSA (see "Flexible Spending Accounts (FSA)" section below).

There are additional IRS restrictions on who can participate in an HSA.

You are eligible for an HSA if:

• You are enrolled in a qualified high deductible health plan.
• You are not enrolled in Medicare, Part A, or Part B, Medicaid or any other plan.
• You or your spouse do not have a balance in a Full Healthcare FSA.  
  • For those employees currently participating in our FSA, please see the section below on transition.
• If you cannot be claimed as a dependent on another person’s tax return.
• If you have not received healthcare benefits from the Veterans Administration (Tricare) within the last three months
• If your household has not already reached the annual contribution limit for an HSA

Receiving employer seed funds is considered participation, even if you do not choose to contribute yourself.  Be sure to review the HSA Educational Materials linked below to review all eligibility guidelines.  Reach out to the Benefits team if you have any questions about your specific situation.  

HSA Highlights

• Can be used for eligible health care, dental, and vision expenses
• Balances roll over each year and accrue interest, allowing you to save pre-tax dollars over time for medical expenses
• You get to keep the balance even if you leave UPG or move to a non-HSA eligible health plan
•  Both employees and employers can make pre-tax contributions up to the IRS annual limit. For those 55 and older, an additional catch-up amount is allowed.
• Seed funds from UPG can help offset higher deductible: $750 employee only | $1,500 all other coverage levels. You do not need to contribute to the HSA yourself to receive the employer seed funds.  
• Can be used with a dental/vision-only Limited FSA 
• You may invest your HSA assets in a variety of investment options for potential growth of your account over time. Any growth made from the investment is tax-free as long as it is used on eligible medical expenses (see "Resources" below).
• You can change your employee contribution at any time in Workday.
• Contributions can be used to pay eligible expenses incurred on or after the HSA account is open. When you first enroll, McGriff Employee Benefit Services may require additional information to open your HSA. Please respond to emails in a timely manner to avoid forfeiture of the UPG employer contribution to your HSA.

HSA 2025 Annual IRS Contribution Limits

These limits include employer contribution and contributions made outside of UPG.

• $4,300 for employee only
• $8,550 for employee + dependents or family
• Up to $1,000 in additional contributions for age 55 and over
• Combined $8,550 if both spouses are eligible and contributing to an HSA, regardless of their employer (current maximum set by IRS)

HSA Contributions

• You must elect the HSA to receive the employer seed funds. But You DO NOT need to contribute to the HSA to receive the employer seed funds.
• Because the employer funds are considered active participation in the HSA, please be sure you are eligible before electing.
• Employer seed funds will be based off your coverage tier on the date of enrollment.  If you add or remove a dependent during the plan year, the employer seed funds will not adjust until the following plan year.
  • Employee-only coverage on 7/1/2025: $750
  • Employee Plus on 7/1/2025: $1,500
• Changes to your HSA contributions can be made at any-time.

• When you make your election, Workday will calculate your annual goal. As payroll is processed throughout the year, Workday will ensure your UPG contributions and employer seed funds do not exceed the annual contribution limit. Workday cannot factor in any other contributions your household makes into an HSA. 

• Because payroll processes are based on the annual goal, per-paycheck contributions may adjust. For example, if your HSA employee deductions aren’t taken from your paychecks because you don’t have enough earnings, the missing deductions will be taken from future paychecks when you again have enough earnings to withhold HSA deductions.

HSA Over-Contributions

• Each employee utilizing IRS tax shelters such as FSAs and HSAs is responsible for assuring their IRS compliance.
• Be sure your spouse does not open a Full FSA during the same calendar year in which you are enrolled in the UPG HSA Program. If this, or any other coordination issue between you and your spouse or other family members occurs, you will be able to cancel future elections, but not make retroactive changes to your contributions or deductions to remedy any tax problems that might result.

HSAs and Medicare

• IRS regulations state that contributions cannot be made to HSA accounts from those who are enrolled in Medicare. If you are enrolled in any part of Medicare, including Medicare Part A, you cannot be enrolled in the UPG HSA Program. You can enroll in the HDHP, as you are able to use funds from preexisting HSA accounts.
• If you anticipate enrolling in Medicare during the plan year, please reach out to us.
• If your spouse is on Medicare, this does not disqualify you from continuing contributions to the HSA up to the family limit, even if they are also covered by the HDHP. Your funds can be used to also pay for their medical expenses and reimbursement for their Medicare premiums. 

Resources

HSA Education Materials<----- Start Here
HSA Planner (to be uploaded)
HSA Welcome Guide
HSA Brokerage Account FAQ
HSA Investments Guide 2024
HSA Mutual Funds
Eligible/Ineligible Expenses

• Per IRS regulations, you cannot participate in both a Full FSA and an HSA. If you are currently enrolled in UPG’s FSA, then enroll in the HDHP/HSA for this upcoming plan year, then we need to close your current Full FSA. Otherwise, your HSA cannot be opened, and you will not be able to make employee contributions or accept the UPG seed funds. 
• You have until June 30 to use the funds in your account, otherwise you will forfeit any funds over the $660 rollover maximum. Since you do not have a full medical and an HSA, any applicable rollover maximum will be moved to a Limited FSA as of July 1, 2025, and you will be able to use those funds on dental or vision expenses only going forward. You will be able to submit for reimbursement for expenses occurring before June 30, 2025, for up to 90 days to reduce your rollover or forfeited amount.
  • The FSA store is a great way to help spend unused dollars prior to June 30th. 

FSA Store

This section outlines the Flexible Spending Account (FSA) and Dependent Daycare Reimbursement Account options that enable you to put pre-taxed money aside through payroll deduction for eligible expenses, thus making your dollars go further. These accounts are managed by McGriff Employee Benefit Services.

Full Flexible Spending Account (FSA or Full FSA)

• You are not required to be enrolled in a UPG health plan to enroll in a UPG FSA plan
• Helps offset out-of-pocket health care expenses including dental and vision copays, deductibles, and coinsurance, and certain over-the-counter medications and medical supplies.
• Full amount of annual contribution election is available after your first paycheck of the plan year
• IRS contribution limit for 2025-2026 plan year is $3,300
• USE or LOSE account. For the 2025-2026 plan year, $660 unused dollars can be rolled into next year’s plan.

Limited Flexible Spending Account (Limited FSA)

• Helps offset out-of-pocket dental and vision care expenses; may be used in combination with a health savings account (HSA)
• Full amount of annual contributions is available after your first paycheck of the plan year
• IRS contribution limit for 2025 – 2026 plan year is $3,300
• USE or LOSE account. For the 2025 – 2026 plan year, $660 unused dollars can be rolled into next year’s plan.

Dependent Daycare Reimbursement Account

• Helps offset qualified day care expenses.
• IRS Contribution Limit for 2025 – 2026 plan year is $5,000
• USE or LOSE account without any rollover
• When choosing how much to contribute, anticipate dependent eligibility changes. For example, if your child will be turning 13 mid-year, you will have a reduction in eligible expenses mid-year as well.

FSA Eligibility

In general, to be eligible for an FSA of any type you must be a full- or part-time benefited UPG employee, and regularly scheduled to work at least 20 hours/week. Your UPG Health Plan option determines which type(s) of accounts you are eligible for.

• All benefit-eligible employees may enroll in the Full FSA, even if they have waived health insurance coverage, unless they are enrolled in the HDHP. These pre-tax dollars can be used for eligible medical, dental, and vision expenses. This can be used for any dependents, regardless of whether they enrolled in the health plan.
• HDHP participants may enroll in the Limited FSA, which can be used for eligible dental and vision expenses. This can be used in conjunction with the Health Savings Account (HSA).
• Any benefit-eligible employee with qualifying dependents may enroll in the Dependent Daycare Reimbursement Account. Qualifying expenses are for dependents under the age of 13 at the time of the daycare service and claimed as dependents on your tax return OR care for your spouse or a relative who is physically or mentally incapable of self-care and lives in your home more than half the year. 

FSA Contributions are Use or Lose!

• FSA funds must be used by the end of the plan year, so make sure you put aside an amount that will be reasonable for you to spend within the allotted time. UPG has a run-out period of 90 days for submitting expenses incurred during the plan year. After the run-out period ends, your unused dollars are forfeited, with the exception of the allowed roll over. 
• Changes to your FSA contributions can only be made during the annual Open Enrollment period or after a qualified life event like a loss of dependent eligibility or a birth or adoption.

FSA Over-Contributions

• Each employee utilizing IRS tax shelters such as FSAs and HSAs is responsible for assuring their IRS compliance. Failing to coordinate your FSA contribution amount with that of your spouse is not a qualified life event. You will not be able to change your election if you discover that your combined contributions exceed the IRS maximum. The resulting over-contribution can be addressed when filing your tax return.

FSA Contributions Availability

• FSA (Full or Limited): the full contribution amount you choose for the year is available as soon as the account is open and after your first paycheck of the plan year. For example, your child is getting braces in July and you selected to contribute $1000 into an FSA for the plan year. You are able to use the full contribution amount beginning after the first paycheck of the plan year to help pay for the braces, although pro-rated payroll deductions will continue through the remainder of the year.
• Dependent Daycare Reimbursement Account: funds are available after the payroll deductions post to your account – typically the Monday following payday. The deadline for submitting reimbursements for a Wednesday deposit is Monday. If a reimbursement request exceeds what is in your account, McGriff Insurance Services will hold the request until you have the funds to cover posted to your account.

Resources

FSA Education Guide
FSA Quick Start Guide
AccessCard Substantiation
Mobile App 
Eligible/Ineligible Expenses Flyer
Dependent Daycare Reimbursement Account Flyer
Limited FSA Flyer
FSA Store

• If you already carry supplemental coverage for yourself, you may increase your coverage $10,000 or $20,000 for yourself without submitting certification of good health.
• If you already carry supplemental for a spouse, you may increase spousal coverage $5,000 or $10,000 without submitting certification of good health. Coverage purchased for spouse cannot exceed amount purchased for employee.

Guardian Life Insurance Benefit Information

If you are a new enrollee, are enrolling a dependent, or are increasing coverage beyond the increments above, you will be required to submit Evidence of Insurability to the carrier.

• Guardian will mail this form to you. In that case, the coverage will not go into effect until Guardian has approved your application. 

Guardian Life Insurance Benefit Information