Regence Medical Coverage
Blue Plan & HDHP Plan
2025 Monthly Benefit Plan Costs, Full Time Non Union
Employees are eligible the first of the month following date of full-time hire.
​​​​​Our commitment to providing exceptional benefits while maintaining fiscal responsibility reflects our grounding in our core values of Genuine Care and Good Stewards.
Both of the medical plans we offer are rated at the Gold level among PPO Insurance Plans. These dental plans are available to all full-time non-union employees.
Our health plan rates include a monthly $120 Spousal/Domestic Partner Surcharge on coverage for spouses and domestic partners who do not choose to enroll in coverage available through their own employer. This surcharge is in addition to the monthly premium the employee pays.
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Click here to learn more about the Spousal Surcharge
Please see the chart below for employee pre-tax contributions effective 1/1/2025–12/31/2025.
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*2023 Mercer Benchmarking Data
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There are two plan choices, both with the same monthly premium:
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TILLAMOOK BLUE PLAN: Traditional $400 Deductible Medical plan with Copayments for Office Visits, and Prescription Drugs
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HDHP (High Deductible Health Plan): which is Health Savings Account eligible
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​Health Savings Accounts will continue to be administrated by HealthEquity
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TILLAMOOK BLUE PLAN
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​​​​​​​​​​​​​​​​​​​​​​Tillamook Blue Plan: Regence Pharmacy
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The Regence Formulary, or list of preferred medications is available at https://regence.com/go/2025/OR/4tier
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Mail order and Specialty Prescriptions need to be filled directly with the Regence Mail Order and specialty Pharmacies, www.regence.com
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HDHP (High Deductible Health Plan)
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​Is the HDHP Plan right for you? Consider these facts:
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Consumer Driven: High Deductible Health Plan benefits require all services to be covered after the deductible has been met. Employees on this type of plan are comfortable with the idea of paying for services up front, in order to gain access to the Health Savings Account.
Health Savings Account: Eligibility for this type of account has a few requirements:
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Employee covered by an HDHP plan ONLY (cannot have any other medical coverage)
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Covered Spouses also cannot have any other medical coverage
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Cannot be eligible for Medicare or Social Security
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Cannot be claimed as a dependent child on parents’ tax return
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Account grows over time:
Unlike an FSA, with an HSA all funds are not available on 1/1. The funds are available as the contributions are made. Employee contributions are in bi-weekly intervals and employer contributions are monthly. Also unlike an FSA, the balance will stay with the employee, as the account belongs to the employee. It is not a lose it or lose it account.
​​​​​​​​​​​​​​​​​​​​​​HDHP Regence Pharmacy:
The Regence Formulary, or list of preferred medications is available at https://regence.com/go/2025/OR/4tier
Mail order and Specialty Prescriptions need to be filled directly with the Regence Mail Order and Specialty Pharmacies, www.regence.com
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If you enroll in the HDHP Plan option, and are eligible to open an HSA, Tillamook will automatically make monthly contributions to your account based on your medical plan enrollment as follows:
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Employee Only: $62.50 per month ($750 annual)
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Employee/Spouse: $125.00 per month ($1,500 annual)
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Employee/Child(ren): $125.00 per month ($1,500 annual)
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Employee/Family: $125.00 per month ($1,500 annual)
​​​You can also choose to contribute your own pre-tax dollars to the following annual limits:
​In addition to the monthly contribution from Tillamook, you may also make pre-tax payroll contributions to your account up to IRS maximums. The total calendar year contributions for 2025 cannot exceed $4,300 if enrolled in the HDHP as Employee Only or $8,550 if enrolled as Employee with one or more dependents including any HSA contributions from
Tillamook, as those count towards your annual max.
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​​​*Amounts include any Employer contributions. If you are age 55 and over you may contribute an additional $1,000 per year.
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If you think the High Deductible Health Plan and HSA is right for you, more information is available in the 2025 Benefit Guide.
