Open enrollment, the time each year when employees can change medical plans, is typically in November at The Boeing Company. When reviewing the annual open enrollment information from The Boeing Company, keep the following in mind:
- Routine changes – This is the only time of the year you can make routine changes to your health care coverage. If you opt for a different plan, changes take effect Jan. 1, 2020. The good news is any change you make for this year is only locked in for a single year. If you’re unhappy with a change you made for 2020, you can make a change for the following year during open enrollment for 2021.
- Deadline for correcting mistakes – Even if you don’t change your benefits package, you will receive a confirmation letter in the mail. You have a limited amount of time to request a correction. Make sure your home address is correct in Worklife.
Advantage+ – 0% premium contribution
- Around half of SPEEA members are currently enrolled in this plan. For 2020, the annual deductibles increase by $50/$100 and Health Savings Account (HSA) contribution limits have increased by the same amount. The percentage Boeing contributes to your HSA remains the same.
- Anyone may be covered by the Advantage+ plan. But not everyone is eligible to establish and fund the associated Health Savings Account (HSA). Ensure you understand the rules at www.healthequity.com/boeing.
- Because the Advantage+ plan uses the exact same network as the Traditional Medical Plan, the plans are very similar after the annual deductible is met. One notable exception is for families – all covered members share a deductible and Out-of-Pocket (OOP) maximum.
Traditional Medical Plan – 5% premium contribution
- Just over 40% of SPEEA-represented Professional and Technical workers are enrolled in the Traditional Medical Plan (TMP). Most who are eligible for HSA accounts should weigh the TMP against the Advantage+ plan.
- This plan carries a $300 per person deductible and 10% medical coinsurance. After your deductible is satisfied, the more expensive your service, the more expensive your 10% share becomes until that person reaches their $2,000 OOP maximum.
- Employees covering themselves on the TMP are required to pay 5% of the cost of the plan. Premiums went up slightly this year to $31.78. This equals $381 a year. Those covering themselves and a spouse or a child (or more than one child) will pay $763 per year. Anyone covering themselves, plus a spouse and a child (or more than one child) will pay $1,144 per year.
Select Network Plan – 12% premium contribution
- Very few active SPEEA members are enrolled in this plan. The Select Network Plan has no network outside of the United States and provides no out-of-network benefits. The only non-network claims covered are for emergency room visits.
- When comparing the Select Network medical plan to the Advantage+ and Traditional plans, don’t forget the annual premiums required for Select Network. For example, the annual premiums for a family ($2,903) plus Boeing’s portion of family HSA contribution ($1,400) is more than the entire Advantage+ family deductible ($2,800) and 10% of the next $15,000 of in-network medical expenses.
- Because of the high premiums, the lack of non-network coverage and the service area being limited to the United States, the Select Network Plan does not make sense for most active employees.
Kaiser Permanente – 12% premium contribution
- Kaiser is an HMO with a very limited network. Similar to Select Network, Kaiser has no out-of-network benefits. The only non-network claims covered by Kaiser are for emergency room visits.