COEUR D’ALENE PUBLIC SCHOOLS

2026-2027 Employee Benefits and Compensation Update

Coeur d'Alene Public Schools and the Coeur d'Alene Education Association (CEA) have reached a tentative agreement on employee compensation and benefits for the 2026-27 school year. The tentative agreement remains subject to ratification by CEA members and approval by the Board of Trustees.

The agreement includes employee salary increases and changes to health benefits. These changes are driven by rising healthcare costs and limited revenue growth.

For the 2026-27 plan year:

Medical insurance renewal costs increased by 19.5%.
Dental insurance renewal costs increased by 6%.
No changes to vision benefits.
The medical renewal alone would increase district healthcare costs by approximately $2.6 million.
Employee salary increases included in the tentative agreement represent an additional investment of approximately $2.45 million.
State revenue growth next year is projected at approximately $1.99 million.

Because available revenue does not fully cover both increased healthcare costs and employee salary increases, adjustments to employee health benefits were necessary to help manage costs while continuing to invest in employee compensation.

The resources below provide additional information about the proposed benefit plans, open enrollment, a cost calculator, covered preventive care services, and tools to help employees evaluate plan options for the 2026-27 school year.

Health Plan Options

Feature	$400 Deductible	$3,000 Deductible + HRA	$5,000 Deductible + HSA
Deductible	$400 Individual $800 Family	$3,000 Individual $6,000 Family	$5,000 Individual $10,000 Family
Coinsurance	80%	70%	100% after deductible
Out-of-Pocket Maximum	$2,900 Individual $4,300 Family	$5,500 Individual $11,000 Family	$5,000 Individual $10,000 Family
District Contribution toward the Deductible	None	Reimburses up to $1,500 after the first $1,500 in eligible expenses are incurred	$500 initial contribution plus $100/month after (up to $1,700 annually)
Health Account Type	FSA Eligible	Health Reimbursement Account (HRA), FSA Eligible	Health Savings Account (HSA)

Medical Monthly Premiums


Coverage Tier	Plan 1 Employee Cost	Plan 2 Employee Cost	Plan 3 Employee Cost
Employee Only	$163.31	$0	$0
Employee + Spouse	$651.50	$291.53	$117.30
Employee + 1 Child	$237.85	$0	$0
Employee + 2+ Children	$315.05	$13.56	$0
Family	$1,074.60	$641.09	$431.26

Prescription Benefits

Prescription Benefit	Plan 1 ($400 Deductible)	Plan 2 HRA ($3,000 Deductible)	Plan 3 HSA ($5,000 Deductible)
Prescription Deductible	$250 Brand Name Deductible	$250 Brand Name Deductible	Subject to Medical Deductible
Generic Drugs	$10	$10	Deductible + Coinsurance
Non-Preferred Generic	$20	$20	Deductible + Coinsurance
Preferred Brand	$30 after Rx Deductible	$30 after Rx Deductible	Deductible + Coinsurance
Non-Preferred Brand	$50 after Rx Deductible	$50 after Rx Deductible	Deductible + Coinsurance
Preferred Specialty	20% after Rx Deductible	20% after Rx Deductible	Deductible + Coinsurance
Non-Preferred Specialty	30% after Rx Deductible	30% after Rx Deductible	Deductible + Coinsurance
Prescription Out-of-Pocket Maximum	$3,000 Individual / $6,000 Family	$3,000 Individual / $6,000 Family	Subject to Medical Out-of-Pocket Maximum ($5,000 Individual / $10,000 Family)

Dental Benefits

District Contribution: $44.29/month

Important Notes

Blue Cross PPO Dental and Willamette Dental coverage may appear on your Blue Cross medical ID card.
Northwest Dental Benefits does not issue a dental ID card.

Plan	Provider Information
Blue Cross Incentive PPO	Use any in-network Blue Cross of Idaho provider. Coverage begins at 70% and increases by 10% each year (up to 100%) when you remain enrolled and receive preventive dental care. Visit bcidaho.com to find a provider.
Willamette Dental	Must use a Willamette Dental Clinic. Coeur d'Alene Office: 943 W. Ironwood Dr. • (855) 433-6825 • willamettedental.com
Northwest Dental Benefits	Must use a Northwest Dental Benefits network provider (14 in Northern Idaho). Call (208) 618-6932 or visit northwestdentalbenefits.com.

Dental Plan Comparison

Benefit	Blue Cross Incentive PPO (BCI PPO Network)	Dental Blue Connect (Willamette Clinics Only)	Northwest Dental Benefits (NWDB Clinics Only)
Annual Deductible	None	None	None
Calendar Year Maximum	$1,250	No Annual Maximum	$2,500
Preventive Care (Exams, Cleanings, X-rays)	70%–100%*	Covered 100%	Covered 100%
Basic Procedures (Fillings)	70%–100%*	$15 Copay	$25–$40 Copay
Simple Extractions	70%–100%*	$15 Copay	$35 Copay
Root Canals	70%–100%*	$50 Copay	$250–$400 Copay
Crowns & Bridges	50%	$150 Copay (per service, per tooth)	$350–$400 / $1,150 Copay
Dentures	50%	$200 Copay	$750 Copay
Orthodontic Services	Not Covered	$1,500 Copay	Up to $2,500 Lifetime Benefit
Dental Implants	Not Covered	$1,500 Toward Treatment	$850 Copay (6-month waiting period)
Nitrous Oxide	Not Covered	$20 Copay	Not Covered

Monthly Employee Dental Premiums

Coverage Tier	Blue Cross PPO	Willamette Dental	Northwest Dental Benefits
Employee	$0.00	$32.45	$8.46
Employee + 1	$38.86	$98.01	$69.25
Employee + 2 or More	$78.53	$166.02	$142.68

Healthcare Benefits Calculator

Healthcare Benefits Frequently Asked Questions

Why are changes being made to our health insurance benefits?

Healthcare costs continue to rise at a pace that exceeds general inflation. During negotiations, the District and Coeur d’Alene Education Association (CEA) worked collaboratively to identify a healthcare package that:

Continues to provide quality health insurance options for employees and their families,
Maintains employee choice,
Supports competitive compensation packages, and
Helps ensure the long-term sustainability of the district's benefits program.

The healthcare package described below is included in the tentative agreement reached between the District and CEA.

Is the district still contributing toward employee health insurance?

Yes.

The district will continue making substantial investments in employee medical benefits, at the rate of $1420 a month for employees working more than 30 hours per week. For employees working 20 to 30 hours a week, benefits are prorated. Health insurance remains an important component of the district's overall compensation package.

In addition to premium contributions, the district will provide direct financial support through the HRA and HSA options described above.

Coverage and Cost Questions

How do deductibles and coinsurance work?

Deductible: The amount you pay before the health plan begins sharing costs.

Coinsurance: After meeting the deductible, the health plan shares costs according to the plan design.

For example:

Under the Driver Plan, the plan pays 80% of covered costs after the deductible is met, and the employee pays 20%.
Under the HRA Plan, the plan pays 70% of covered costs after the deductible is met, and the employee pays 30%.
Under the HSA Plan, the plan pays 100% of covered services after the deductible is met.

What is the out-of-pocket maximum?

The out-of-pocket maximum is the most you would pay for covered healthcare services during a plan year.

Once this amount is reached, the health plan pays 100% of covered services for the remainder of the year.

Will deductibles reset when the new plan year begins in September and again in January?

Employees transitioning to a new plan will receive credit for amounts already met under their current plan, helping avoid duplicate deductible expenses during the transition period.

However, all deductibles and out-of-pocket maximums reset on January 1, consistent with the calendar year structure of the health plans.

Will my current doctors and specialists still be covered?

All of the plans are still through the Idaho School Benefit Trust (ISBT), with insurance coverage provided by Blue Cross of Idaho. The network remains the same. Employees should review provider directories during open enrollment to confirm that their physicians, specialists, hospitals, and pharmacies remain in-network.

Employees with ongoing medical needs are encouraged to verify provider participation before selecting a plan.

What if I take expensive medications?

Employees using specialty medications should review prescription formulas carefully.

Resources may include:

Manufacturer assistance programs,
Prescription coupons,
Blue Cross of Idaho outreach programs, and
Provider payment plans for major treatments.

Employees with questions about prescription costs are encouraged to contact the benefits team or Blue Cross of Idaho directly for assistance.

What is AllyHealth?

AllyHealth is an additional benefit available to eligible employees and their covered family members that provides support in navigating healthcare and accessing convenient care options.

Depending on the services included in the district's program, AllyHealth may offer:

24/7 access to board-certified doctors through phone or video visits,
Mental health support resources,
Prescription savings tools,
Healthcare navigation assistance, and
Medical bill advocacy services to help members understand and manage healthcare expenses.

Additional information about how to access AllyHealth services will be provided during open enrollment.

Open Enrollment Support

Will there be opportunities to discuss my specific situation and get help selecting a plan?

Yes.

Human Resources and Acrisure representatives will offer both individual appointments and group meetings during open enrollment to help employees understand the available options and select the plan that best meets their individual and family needs.

Employees are encouraged to take advantage of these resources if they have questions about provider networks, prescription coverage, anticipated healthcare expenses, or how different plans may impact their families.

Can I change my benefits if I experience a major life event?

Yes.

You cannot change the plan you elected-that is only changed during Open Enrollment, but life events allow adding or removing dependents you cover and possibly changing FSA or Dependent Care elections.

Retiree Questions

Can retirees participate in the $5,000 Deductible Health Savings Account (HSA) Plan?

Yes.

Retirees under 65 may enroll in the HSA, but they cannot contribute to HSA plans once eligible for Medicare or those with military health benefits (TRICARE)

Why was information about healthcare changes communicated so late in the school year?

We understand that many employees were frustrated by the timing of these discussions and would have preferred more time to review information and consider their options. We heard those concerns clearly through the survey feedback.

The timeline for these discussions was unusually tight and the details of the healthcare package continued to evolve throughout the negotiations process. Because information was changing quickly, we wanted to avoid sharing incomplete or inaccurate information before there was a tentative agreement in place.

Our goal is always to be as responsive and transparent as possible. In this case, we recognize that the compressed timeline made that more challenging than we would have liked.

Moving forward, we are committed to:

Communicating benefit changes as quickly as possible when information becomes available,
Providing clear and timely information to support informed decision-making,
Offering opportunities for employees to ask questions and receive clarification, and
Continuing to improve how we communicate complex benefits information in the future.

We appreciate the feedback employees provided throughout this process. Healthcare decisions are important and deeply personal, and we understand the impact these changes may have on employees and their families.

Were employee concerns and feedback considered?

Yes.

Employee questions and feedback were shared throughout the process and helped identify areas where additional information and support were needed.

The tentative agreement reflects collaborative work between CEA and the District to balance maintaining quality healthcare options, employee choice, affordability, and long-term sustainability while responding to rising healthcare costs.

Choosing the Right Plan

Which plan is best for me?

There is no one-size-fits-all answer.

Employees are encouraged to consider:

Their anticipated healthcare needs,
Prescription medication usage,
Preferred providers,
Financial circumstances, and
Comfort with potential out-of-pocket expenses.

Healthcare decisions are highly personal, and the "best" plan will vary from family to family.

Can the district provide examples showing how the plans work in real-life situations?

Many employees requested examples illustrating how the plans may work in situations such as:

Pregnancy and childbirth
Major surgery early in the plan year
Cancer treatment
Diabetes management
Specialty medications
Chronic conditions requiring ongoing care

The district recognizes that comparing annual maximum costs alone does not fully address questions about cash flow and the employee experience. Additional examples and educational resources will be provided during open enrollment.

Understanding the Plans

What is the difference between an HRA and an HSA?

Health Reimbursement Account (HRA)

Funded by the district
Used to reimburse eligible medical expenses
The district reimburses up to $1,500 toward the deductible after the employee has met the first $1,500 of their deductible.
The account belongs to the employer, not the employee

Health Savings Account (HSA)

Funded by district contributions and optional employee contributions
The account belongs to the employee
Unused funds roll over from year to year
Employees keep the account even if they leave the district
Funds can be used for qualified medical expenses now or in retirement

Do I have to contribute my own money to an HSA?

No. Employees enrolled in the HSA plan will receive the district contribution regardless of whether they contribute additional funds themselves. Employees may also choose to contribute additional money up to annual IRS limits.

What happens to HSA money if I don't use it?

HSA funds:

Roll over from year to year,
Never expire,
Remain yours if you leave employment with the district, and
Can continue to be used for qualified healthcare expenses in retirement.

Can I keep my Flexible Spending Account (FSA)?

Employees enrolled in the $400 Plan or HRA Plan may participate in a healthcare FSA.
Employees enrolled in the HSA Plan cannot participate in a general-purpose healthcare FSA but may be eligible for a Limited Purpose FSA for dental and vision expenses.

If my spouse has an HSA through their employer, and I am not enrolled in that plan, can I still enroll in the district's HSA plan?

In many cases, yes. However, HSA eligibility rules can be complex. Employees should consult Human Resources, Acrisure, or a tax professional regarding their individual circumstances.

Can I have more than one HSA?

Yes. However, combined contributions to all HSAs cannot exceed annual IRS limits.

Covered Preventive Care Services

Learn more