Oregon Coast Community College
2024-25 Insurance Information
OEBB is our insurance provider, with MODA, VSP and The Standard Company being the insurance companies contracted by OEBB
Enrollment choices will be made here OEBB Benefit Manager
Enrollment details for all OEBB Plans (OCCC offers only the plans listed below) 2024-25 OEBB Enrollment Guide
MODA is our medical provider, most dental and some vision
Health/Rx, (Plan 5) Vision and Dental provider, learn more about them and your current benefits here: MODA handbooks
Willamette Dental and VSP vision insurance details can be found on the OEBB Enrollment Guide.
Diversified Benefits Services is our HRA and FSA provider
HRA enrollment is automatic.
FSA enrollment requires log in action. See FSA Information for details
2024-25 HRA (Health Reimbursement Arrangement)- ASAP/DBS log in page
2024-25 Insurance Options
Medical, Vision, Dental
(Employee participation is optional*, OCCC contributes to monthly premium)
1. Medical & Pharmacy
Medical Plan 5 PCP w/HRA
• Deductible: $300 per person (max of 3 people for $900)
• Out of Pocket Limit: $2,900 per person (max of 3 people for $8,700)
Medical Plan 5 without PCP w/HRA
• Deductible: $400 per person (max of 3 people for $1200)
• Out of Pocket Limit: $3,000 per person (max of 3 people for $9,000)
2. Vision
• Moda Opal Plan
• Moda Pearl Plan
• Moda Quartz Plan
• VSP Choice Plus Plan
• VSP Choice Plan
3. Dental & Orthodontia
• Premier Plan 1- Incentive Plan/Ortho—Delta Dental Premier Network
• Premier Plan 5—- Incentive Plan/Ortho—Delta Dental Premier Network
• Premier Plan 6—Delta Dental Premier Network (no Ortho)
• Exclusive PPO Plan— Incentive Plan Delta Dental PP Network
• Exclusive PPO Plan—Delta Dental PP Network
• Willamette Dental Plan Exclusive PPO Plan- Incentive Plan/Ortho—Delta Dental Premier Network
*Employees that opt out of medical, vision & dental will receive up to $100 per month into a 403b account, based upon appointment percentage.
Employees are responsible for setting up a 403b account.
Employer Provided
(OCCC pays monthly premium, employee participation is required)
4. Accidental Death & Dismemberment Basic (Standard)
• Plan 2-Benefit Level $10,000
5. Long Term Disability (Standard)
• Plan 21-Waiting period 90 days, monthly max $4,000
6. Basic Life (Standard)
• Plan 3-Benefit Level $10,000
Self-Pay Optional
(Employee pays monthly premium, participation is optional, opportunity to insure SP/DP/and/or child(ren) when EE participates.)
7. Accidental Death & Dismemberment (Standard)
Benefit Level
• $10,000-$500,000 (EE/SP/DP)
• $2,000-$10,000 (DEP)
8. Optional Life Insurance Plan
(Standard) Benefit Level
• $10,000-$500,000 (EE/SP/DP)
• $2,000-$10,000 (DEP)
9. Short Term Disability
• (Standard) Plan 12 -Waiting period 7 day elimination, weekly max 70% max of $1,500, duration 90 days.
OCCC’s Premium Support
The premium support provided is based upon the medical coverage taken or the total of the premiums for dental and/or vision, if not medical is taken.
The premium support amount has no cash value. Pretax deductions will be for the amount of premium due after the OCCC support is applied.
2024-2025 Premium Support
• Employee (EE) only $650.00
• EE & Child(ren) $1,144.26
• EE/Spouse (SP)/DP $1,324.91
• EE/SP/DP & Child(ren) $1,866.96
There will be imputed income for any Domestic Partner and/or dependents of Domestic Partner coverage.
2024-2025 Plan Information
Insurance Plan Design Detail
Medical/RX ,Dental, Vision Plan Design 2024-25 Design Detail- Plan 5 is offered by OCCC
Plan Comparison English and Spanish
(Kaiser is not an option for OCCC, Moda Plan 5 is OCCC Medical)
EAP Services (NEW PROVIDER) – Canopy 2024-25 Plan Details (English)
Life and AD&D Insurance 2024-25 Plan Details
Insurance Premium Rates (before OCCC contribution)
Medical/RX, Dental and Vision Rates 2024-25 Insurance Premiums – before OCCC contribution
*Medical Plan 5 is OCCC Medical option
Optional Insurance Premiums (employee pay, post tax)
Life Insurance 2024-25 Premium detail
Short Term Disability Insurance (STDI) (plan 12) 2024-25 Premium detail
AD&D- Accidental Death & Dismemberment 2024-25 Premium detail
HRA (Health Reimbursement Account)
The HRA (Health Reimbursement Arrangement) is an IRS sanctioned employer (OCCC) health benefit plan that reimburse employees for out of pocket medical expenses. How the HRA works at OCCC
- An Employee will never put money into the HRA.
- With the HRA, OCCC is able to offer a $300 deductible and an out of pocket maximum of $2,900 per person (up to 3 people).
- Without the HRA, Medical Plan 5 has a $2,000 or $2,100 deductible and a $6,850 or $7,200 maximum out of pocket per person.
Medical Insurance coverage Deductible Maximum Combined Medical Maximum out of pocket* How the HRA works at OCCC
Employee (EE) only $300 /$2900 – NON PCP360 $400/$3000
EE/Spouse (SP)/DP $600 ($300 each) $5800 – NON PCP360 $400/$6000
EE & Child(ren) $600 min- $900 max $5800 min-$8700 max – NON PCP360 $800-$1100/$6000-$9000
EE/SP/DP & Child(ren) $900 ($300 each) $8700 –NON PCP360 $1200/$9000
*Deductible, co-insurance and copayments
Enrollment with the HRA is done by HR, there is no employee action required. Domestic Partner, or dependents of a Domestic Partner are not eligible to participate in HRA or FSA. HRA account detail
- Contact Joy Gutknecht, HR Director at 541.867.8515 or joy.gutknecht@oregoncoast.edu with questions.
Flexible Spending Account (FSA)
What is a Health Care Flexible Spending Account?
A Health Care FSA (HCFSA) is a program that saves you money by allowing you to pay for eligible medical, dental and vision expenses for you, your spouse and your dependents (including children to age 26), using pre-tax dollars. That means the money you set aside for your HCFSA is not subject to federal income tax, Social Security, Medicare and, in most cases, state and local taxes. Using a HCFSA can save you approximately 20-30% in taxes on your expenses! Health Care FSA 2024-25
What is a Dependent Care Flexible Spending Account?
A Dependent Care FSA (DCFSA) is a program that saves you money by allowing you to pay for qualified dependent care expenses using pre-tax dollars. That means the money you set aside for your DCFSA is not subject to federal income tax, Social Security, Medicare and, in most cases, state and local taxes. Using a DCFSA can save you approximately 20-30% in taxes on your expenses! Dependent Care FSA
For example: To cover the $300 deductible, an employee paid monthly for 12 months could have a pretax deduction taken each month in the amount of $25. Then if there is a need for medical services, you would have the deductible already to go with out having to reach into your monthly budget or savings.
What if I don’t use my entire election amount by the end of the plan year?
It is uncommon for participants to have money remaining in their account at the end of the plan year but it is important to plan carefully. If you do have remaining funds, the unused funds may be forfeited and become the property of your employer, depending on the provisions of the plan. This is known as the use-or-lose provision.
At OCCC you can carry over up to $610 of unused funds into the new plan year (2024-2025).
Resources
Over the Counter Product Guide
Still not sure about an FSA? Check out the FSA Expense Worksheet
Looking to enroll in FSA?
FSA enrollment requires action by you.
Log into DBS and follow the steps. Not been into DBS yet? OCCC FSA Enrollment
Paper enrollments and direct deposit applications are available at OCCC FSA Paper enrollment and Direct Deposit Application – FSA Only (PDF Fillable)
Have questions on your FSA debit card carryover?