Changes for Open Enrollment 2025
Open Enrollment will run from Aug. 25th – Sept. 5th
Open Enrollment Video
Medical Plan – Offering a Second Option
Two Plans to choose from:
RBR Medical Plan
The RBR Medical Plan will remain unchanged. Preventive care is still covered at 100%, with no copay or out-of-pocket cost. Copays are:
- $25 for primary care visits
- $50 for specialist visits
- $250 for the first ER visit
The annual deductible is $500 per person, and the out-of-pocket maximum is $2,500 per person. That means after you pay the first $500 in covered expenses, you’ll pay 20% of the remaining costs until you hit the $2,500 cap. For families, two members must each meet the $500 deductible and $2,500 out-of-pocket max, totaling $1,000 deductible and $5,000 out-of-pocket max for the family.
The NEW CIGNA Network Medical Plan
The new plan, offered through HPI and using the CIGNA Network, gives you access to a broader range of providers and covers 98% of our geographic footprint but comes with higher costs due to fewer network discounts. Preventive care is still fully covered, but the rest of the costs are a bit different.
- $35 for primary care visits
- $75 for specialist visits
- $500 for the first ER visit
The annual deductible is $1,500 per person and $3,000 per family, with an out-of-pocket maximum of $5,000 per person and $10,000 per family. Just like the RBR plan, once you meet your deductible, you’ll pay 20% of covered expenses until you hit that out-of-pocket max.
Plan Design Comparison Chart
| Feature | RBR Plan | Cigna Network Plan |
|---|---|---|
| Primary Care Copay | $25 | $35 |
| Specialist Copay | $50 | $75 |
| Emergency Room Copay (First Visit) | $250 | $500 |
| Annual Deductible (Individual) | $500 | $1,500 |
| Annual Deductible (Family) | $1,000 | $3,000 (2 x $1,500) |
| Out-of-Pocket Maximum (Individual) | $2,500 | $5,000 |
| Out-of-Pocket Maximum (Family) | $5,000 | $10,000 (2 x $5,000) |
| Coinsurance (After Deductible) | 20% of covered charges | 20% of covered charges |
| Preventive Care | Covered at 100%, no copay |
Covered at 100%, no copay |
Medical Flexible Spending Account (FSA)
We are pleased to announce that, in addition to a second medical plan option, a Healthcare Flexible Spending Account (FSA) will be available for the upcoming plan year. This benefit enables employees to set aside pre-tax funds for eligible medical, dental, and vision expenses.
During open enrollment, employees may elect an annual FSA contribution amount up to $3,300. The selected amount will be distributed evenly across pay periods throughout the year. For example, if you choose to contribute the maximum of $3,300 and receive weekly pay, $63.46 will be deducted each week for your FSA.
Which expenses are covered by your FSA?
- Copays, deductibles, and both doctor or specialist visits
- Prescription drugs and approved over-the-counter medicines
- Dental and vision care (exams, glasses, contacts)
- Medical equipment and supplies (e.g. crutches, bandages)
- Certain mental health services
For a full list of eligible items, click HERE or check the IRS website.
How do you use your FSA?
The Healthcare FSA will be administered by Flores. You will get a debit card so you can easily use your FSA funds—just swipe it for eligible expenses, and the amount comes right out of your balance. If you’d rather pay up front, you can always submit for reimbursement later. Be sure to hang on to your receipts in case you need them for documentation or if the IRS wants to take a look.
One thing to remember: FSAs have a “use-it-or-lose-it” rule. You need to spend your FSA money by November 30, 2026. The good news is that Atlantic lets you carry over up to $660 into the next plan year, but anything more than that won’t roll over.
An FSA can be a great way to save if you’re expecting medical, dental, or vision costs. Since your contributions are pre-tax, you could save anywhere from 20% to 40% on every dollar you put in.
Dependent Care Flexible Spending Account (FSA)
We will also be offering a Dependent Care Flexible Spending Account. This benefit allows employees to set aside pre-tax dollars for qualifying dependent care needs.
During Open Enrollment, employees can allocate up to $5,000 per household in pre-tax dollars for eligible childcare expenses—such as daycare, summer camps, after school or extended day programs, au pairs, babysitters (in specific cases), and certain custodial or elder care.
The $5,000 annual limit applies per household, so combined contributions with a spouse cannot exceed this amount; exceeding it may result in tax penalties.
The Dependent Care FSA will be administered by Flores. For a full list of qualified expenses, click HERE (https://www.flores247.com/docs/re_fd_dc_body.pdf) or contact Eryn Johnson at erynt@atlanticpkg.com.
Switching STD and LTD from VOYA to Lincoln Financial
Lincoln Financial will now be our carrier for our Short- and Long-Term Disability offerings. There are no big changes to these plans except that the maximums will increase. On the STD plan from $1200 to $2000 and on the LTD plan from $5000 to $10,000.
We will also be moving our Life and Supplemental coverages to Lincoln Financial. There will be no changes in coverage or rates for these policies.