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Open enrollment is an important time for all eligible partners to review and select their benefits for the upcoming calendar year.

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Open Enrollment 2026

Whether you’re looking to update your health insurance, dental coverage, or other benefits, this page will provide you with all the information you need to make informed decisions. We are here to help you through the process and ensure you understand your options.

Enrollment Reminders

  • All eligible partners are expected to complete the enrollment process.
  • Open Enrollment opens on Friday, October 24th and closes Monday, November 3rd.
  • Last day to submit dependent verification documents for newly added dependents is Friday, November 7th.
  • Review all beneficiary elections prior to submitting.
  • Open Enrollment will be completed in Workday. Click here to get started!

Enrollment Support

Budgie Decision Support is here to help! With changes to premiums, deductibles, OOP, and copays, Budgie can guide you in choosing a medical plan, exploring benefit options, and finding cost-saving opportunities. (New to Budgie? Click Log In then Activate without Email to get started!)

Medical/Rx

For 2026, partners can choose from three medical plans: Surest, UMR HDHP1, and UMR HDHP2. Each plan includes prescription coverage, a wellness incentive, and utilizes the UHC Choice Plus network.

  • Surest offers copay-based coverage with no deductible, just an out-of-pocket maximum. This plan is not eligible for a Health Savings Account (HSA) as it is not a qualified high-deductible health plan. For additional details on Surest and 2026 copay amounts, view the Surest pre-member site here (Access Code: schreiber2026).
  • UMR HDHP1 & HDHP2 are high-deductible plans with HSA eligibility and 80% in-network coinsurance after deductible is met.
  • ID Cards: All partners who enroll in medical coverage will receive new ID cards in 2026.
  • Out-of-Network Reminder: If you go outside the UMR Choice Plus network, expect higher costs, and possibly some surprise bills. View the 2026 Summary of Benefits (SBC) below for out-of-network coverage details.
  • Note: Carrum Centers of Excellence will be discontinued after 12/31/2025.

2026 Bi-Weekly Medical Premiums

Coverage Tier Surest HDHP1 HDHP2
Partner Only $71.86 $72.55 $48.38
Partner + Spouse $182.77 $184.19 $125.68
Partner + Child(ren) $126.24 $127.31 $86.38
Partner + Family $253.90 $256.11 $174.76

2025 vs 2026 Premium comparison here.

2026 Deductibles and Copays

Understanding Deductibles vs. Copays

  • Your deductible is the amount you pay out of your own pocket for covered medical services before your insurance begins paying a portion of the cost of services. The amount you pay out of pocket counts toward your annual out-of-pocket maximum.
  • Example: If you’re enrolled in HDHP1 Partner-only coverage, here’s how your costs are structured:
    • To start, you’d pay for the first $2,000 for covered in-network medical/Rx costs.
    • After you reach that amount, Schreiber begins paying 80% of your eligible in-network medical costs. You’ll pay the remaining 20%.
    • Once your total in-network out-of-pocket spending reaches $4,000 for the year, Schreiber pays 100% of your eligible medical/Rx expenses for the rest of the calendar year.
In-Network HDHP Deductibles HDHP1 HDHP2
Partner Only $2,000 $3,000
Partner + Spouse, Children, Family $4,000 $6,000
Coinsurance 80% In-network 80% In-network

A copay is a fixed amount you pay for certain services, like doctor visits or prescriptions. You pay this amount at the time of service, and it counts towards your annual out-of-pocket maximum.

  • Example: If you’re enrolled in Surest Partner-only coverage, here’s how your costs are structured:
    • When you need care, you can check the Surest app ahead of time to see exactly what your copay will be for in-network services. For example, you might pay $20 for a regular doctor visit or $40 for urgent care. You’ll know your costs up front, so there are no surprises. 
    • Once your total out-of-pocket copay costs reach $4,000 for the year, Schreiber covers 100% of eligible medical/Rx expenses for the rest of the calendar year. 
    • To see the cost of all 2026 copays, view the Surest pre-member site here (Available 10/1 – Access Code: schreiber2026).
In-Network Surest Copays Copay Ranges
PCP/Specialist $20 to $105
Emergency Room $400 (Waived if admitted)
Urgent Care $40
Complex Imaging $75 to $950
Procedures
  • Surgery Center
  • Inpatient
  • Outpatient
 Up to $2,500
Maternity $625 to $1,600

2026 Out-of-Pocket Maximums

Your out-of-pocket maximum is the most you’ll pay in a calendar year for covered in-network medical and prescription services. Once you reach this amount, Schreiber pays 100% of eligible in-network costs for the rest of the year. If you’re enrolled in Surest or HDHP2 Partner+CH,SP, or Family coverage, your plan includes an embedded out-of-pocket maximum. This means that no one person enrolled in coverage will pay more than $4,000 if enrolled in Surest, or $8,700 in enrolled in HDHP2 out-of-pocket in a calendar year for covered medical services.

  • Once one person reaches $4,000 (Surest) or $8,700 (HDHP2) out-of-pocket, Schreiber begins covering 100% of that individual’s eligible medical/Rx expenses for the rest of the year.
  • The other covered family members will continue to pay copays or 20% coinsurance until the family’s total out-of-pocket maximum is met.
  • After the full out-of-pocket family maximum is met, Schreiber covers 100% of eligible medical expenses for everyone on the plan for the rest of the calendar year.
In-Network Out-of-Pocket Maximum Surest HDHP1 HDHP2
Partner Only $4,000 $4,000 $6,000
Partner + Spouse, Children, Family $8,000 $8,000 $12,000
Embedded Maximum $4,000 None $8,700

2026 Prescription Coverage - Important: 2026 Formulary List Will Be Available 1/1

UMR HDHP

If you’re enrolled in HDHP1 or HDHP2, your prescription costs will vary based on the type of medication and where it’s filled. Because prescriptions count toward your annual deductible and out-of-pocket maximum, here’s how it works:

  • For most medications, you’ll pay the full cost of the prescription at the pharmacy until you meet your annual deductible.
  • After your deductible is met, you’ll pay 20% of the cost (coinsurance) until you reach your out-of-pocket maximum for the year.

Some medications are considered preventive and may be covered at a reduced cost—or even free.  Partners enrolled in a HDHP will have access to an expanded preventive drug list. To see which medications qualify, visit the SmithRx Formulary page.

  • Medications marked with the Preventive or ACA circle, are covered at 100%, meaning you pay $0 at the pharmacy, the full cost of the medication is paid for by Schreiber.
  • If the medication is a brand-name preventive, marked with Non-Essential Brand, you’ll pay 20% coinsurance—that’s 20% of the cost of the prescription at the time of pickup, with the remaining portion being paid by Schreiber.

To be covered under the plan, eligible specialty prescriptions must be filled through the SmithRx Connect 360 program. This program helps lower costs for both partners and Schreiber, and some specialty medications may even be available at no cost. Medications marked with a red “C” are eligible for the 360 program. In 2026, the Connect Access Traditional Program and the Mandatory Mark Cuban Cost Plus Drug Program will be mandatory. Letters will be mailed to impacted member homes in late 2025.

Generic Brand
Preventive Drugs 100% Coinsurance (no cost to partner) Preferred/non-preferred brands: 80% coinsurance, no deductible
All Other Drugs 80% Coinsurance after deductible (lower cost option) 80% Coinsurance after deductible

Surest

With Surest, you’ll know your prescription costs ahead of time—there’s no deductible, so you pay a set copay based on the medication and how it’s filled. To check your copay amount and see if a medication is covered under the ACA preventive drug list, visit the SmithRx Formulary page. When searching for a prescription, look for the tier number listed next to the drug. That number will match the copay amount depending on whether it’s filled as a 30-day, 90-day, mail order, or specialty prescription. If a drug is marked with a black ACA circle, it’s covered at 100%, paid for by Schreiber —no copay required.

To be covered under the plan, eligible specialty prescriptions must be filled through the SmithRx Connect 360 program. This program helps lower costs for both partners and Schreiber, and some specialty medications may even be available at no cost. Medications marked with a red “C” are eligible for the 360 program. In 2026, the Connect Access Traditional Program and the Mandatory Mark Cuban Cost Plus Drug Program will be mandatory. Letters will be mailed to impacted member homes in late 2025.

Tier Retail 30 Day Retail 90 Day Mail Order 90 Day Specialty Drug
Tier 1 $10 $30 $25
Tier 2 $25 $75 $65
Tier 3 $45 $135 $115
Tier 4 $140
Tier 5 $160

2026 Programs Included with Medical Enrollment

When you enroll in a medical plan for 2026, you’ll have access to a range of supportive health programs designed to meet your needs at every stage of life.

Health & Wellness Support

Life Stage & Specialty Support

  • Parenting & Pediatric Support: Resources and guidance for growing families, from infancy through adolescence.
  • Menopause Support: Tools and care designed to support partners navigating menopause.
  • Fertility Benefit: Inclusive fertility support, including expanded provider access and financial assistance.

Additional Resources

Dental coverage will continue to be provided by Delta Dental of Wisconsin in 2026. 

2026 Bi-Weekly Dental Premiums

Coverage Tier Bi-Weekly Premium
Partner Only $2.38
Partner + Spouse $4.82
Partner + Child(ren) $5.11
Partner + Family $9.15

2026 Dental Coverage

Dental insurance helps cover the cost of routine and major dental care. The chart shows how much you’ll pay depending on the type of care and whether your dentist is in-network or out-of-network (non-contracted).

  • Individual Deductible: This is the amount you pay out of pocket before your dental insurance starts helping with costs.
    • Example: If your deductible is $50, you’ll pay the first $50 of covered dental services yourself.
  • Family Deductible: If you’re covering more than one person, this is the total amount your family pays before coverage kicks in.
  • Annual Maximum: This is the most your dental plan will pay for covered services in a year.
    • New for 2026: The individual annual maximum has increased to $1,500—up from $1,000 currently. This means more coverage for your dental care needs throughout the year!
  • Orthodontic Lifetime Maximum: This is the most your plan will pay for braces or other orthodontic care over each covered person’s lifetime.
  • Check-Up Plus Program: Routine preventive care—such as dental exams, cleanings, and periodontal maintenance—do not count toward your annual maximum. This means you can preserve your full benefit for more costly procedures like fillings or crowns.
    • Example: If your plan has a $1,500 annual maximum and you receive two routine cleanings covered at 100%, your remaining maximum stays at $1,500 instead of being reduced by the cost of the routine cleanings.
Dental Coverage Delta PPO/Premier Non-Contracted
Individual Deductible $50 $75
Family Deductible $150 $225
Individual Annual Maximum $1,500 $1,500
Orthodontic Individual Lifetime Maximum $1,500 $1,500

Vision coverage will continue to be offered through VSP in 2026.

2026 Bi-Weekly Vision Premiums

Coverage Tier Basic Vision Vision Plus
Partner Only $0 $4.22
Partner + Spouse $0 $6.88
Partner + Child(ren) $0 $7.03
Partner +Family $0 $11.34

2026 Vision Coverage

Vision insurance helps you pay for things like eye exams, glasses, and contact lenses. Choose between two plans: Basic Vision and Vision Plus.

Basic Vision (Company Paid)

  • Cost: $0 per paycheck
  • Highlights:
    • One eye exam every other year (with a $20 copay)
    • Money toward lenses and frames every other year
  • Best for: People who don’t need new glasses or contacts every year

Vision Plus (Company + Partner Paid)

  • Cost: Cost per paycheck based on tier of coverage above
  • Highlights:
    • One eye exam every year (with a $20 copay)
    • Money toward lenses every year
    • Money toward frames every other year
    • Lasik benefit
    • Bonus: You can get a second pair of glasses or contacts in the same year for just a $35 copay
  • Best for: People who wear glasses or contacts regularly and want more flexibility and coverage
Basic Vision Vision Plus
Exams Every other calendar year $20 copay Every calendar year $20 copay
Frames $120 allowance every other calendar year $180 allowance every other calendar year
Contacts $70 allowance every other calendar year in lieu of glasses $160 allowance every year in lieu of glasses
Additional Details

$35 copay for second pair benefit

LASIK benefit available

If you enroll in a High Deductible Health Plan (HDHP) for 2026, you can take advantage of a Health Savings Account (HSA)—a tax-advantaged way to pay for qualified medical, dental, vision, and prescription expenses.

Important HSA Reminders

  • You must actively opt into the HSA during OE to stay enrolled in 2026. If no action is taken, a monthly admin fee will begin in January.
  • HSA elections can be changed anytime during the year.
  • Electing the IRS maximum in Workday plus earning the wellness incentive may cause you to exceed the IRS limit—resulting in a tax penalty. Be sure to adjust your election accordingly.
  • Eligible individuals who are 55 or older by the end of the tax year can increase their contribution limit up to $1,000 a year. This extra amount is the catch-up contribution allowed for HSAs.
Coverage2026 IRS MaxIncentiveAnnual Max
Partner Only$4,400$600$3,800
Partner + Spouse, Child, Family$8,750$1,200$7,550

We’re excited to share several updates designed to enhance your benefits experience in 2026.

  • Wellness Incentive Update: We’ve simplified the process to earn the Wellness Incentive. To qualify, you must be enrolled in a Schreiber medical plan and submit proof of your annual wellness exam in Workday by November 30, 2026. Wellness exams completed in December 2025 are now eligible for the incentive and can be submitted beginning January 2026.
    • Key Changes:
      • Incentive will be earned by the Partner completing and submitting proof of an annual wellness exam between 12/1/2025-11/30/2026.
      • Asset Health will be discontinued December 1, 2025.
      • Starting January 1, 2026, you’ll upload proof of your annual wellness exam directly in Workday.
      • Wellness exam completions now earn:
        • Surest Participants: $300 (taxed as supplemental income on payslip) for all tiers of coverage.
        • UMR HDHP Participants: $600 HSA Contribution for Partner only coverage or $1,200 HSA contribution for Partner + CH,SP, Family coverage. You must be enrolled in the HSA to receive the incentive if enrolled in a HDHP.
  • Expanded Dental Coverage: The individual annual maximum has increased to $1,500, giving you more flexibility for routine and major dental care.
  • New Caregiving Support: Now available, benefit-eligible partners can access Cariloop, a caregiving platform offering personalized coaching, provider search tools, and digital care planning for any loved one with no relationship restrictions.
  • Carrot Program Transition: Beginning January 1st, our Parenting & Pediatrics, Menopause, and Fertility programs will transition to Carrot, replacing Maven and UHC Fertility Solutions. This change brings broader access, streamlined support, and a reset of lifetime maximums.
    • Parenting & Pediatrics
      • Support from prenatal through postpartum
      • Doula access, maternal health resources, and return-to-work guidance
      • Inclusive of all family structure
    • Menopause Support
      • Virtual visits with hormone health specialists
      • Hormone Replacement Therapy (HRT)
      • Clinically backed education and group sessions
    • Fertility Benefit
      • Lifetime max reset to $0 for all participants
      • Combined $20K Medical/Rx lifetime maximum
      • Expanded provider network with shorter wait times and clinic discounts
      • Portal to track lifetime max usage
      • 55% of participants achieve pregnancy without IUI or IVF
  • Lifestyle Spending Account Eligible Items: Starting in January, the list of eligible items will expand to include headphones, binoculars, rangefinders, and jon boats—offering more flexibility in how you use your benefit. Please note: Starting in the new year, holistic medicine will no longer be eligible for LSA reimbursement due to its classification under HSA-eligible treatments.
  • Expanded Supplemental Life Insurance Options: Partner and Spouse supplemental insurance amounts increased.

Open Enrollment Election Options

Benefits available to elect, drop, or change for 2026 during the Open Enrollment period

  • Medical
  • Dental
  • Vision
  • Critical Illness (Eligible for $100 Be Well Benefit)
  • Voluntary Accident (Eligible for $100 Be Well Benefit)
  • Hospital Indemnity (Eligible for $100 Be Well Benefit)
  • TOOTRiS Childcare Reimbursement (Available to non-union partners earning less than $100k/year or $48/hour)
  • Health Savings Account (HSA) (Monthly admin fee begins January 1 if not elected during OE.)
  • Accidental Death & Dismemberment (AD&D)
    • New for 2026: Partners can now choose coverage for a spouse or child separately. To cover a dependent, the partner must also choose a coverage level for themselves.
  • Supplemental Life Insurance
    • New for 2026: Life Insurance Updates
      • To carry spouse or child supplemental life insurance, partners must also elect coverage for themselves during Open Enrollment. If no coverage is selected for the partner, dependent coverage will be removed.
      • Coverage amounts available: Up to $400,000 for both partners and spouses.
      • One-time opportunity: During this Open Enrollment, partners can elect any amount of supplemental life insurance—no Evidence of Insurability (EOI) required. Spouses can elect up to $50,000 without needing EOI.
      • All currently approved EOI amounts will carry over into 2026. (Reminder: Coverage will be dropped for spouses or children if partners do not have some supplemental coverage on themselves.)
  • Long-Term Disability Buy-Up (Available to eligible hourly partners who wish to increase coverage)

Important Reminders

  • Please review and update beneficiaries for Life and AD&D coverage.
  • You must submit your Open Enrollment event for elections to be finalized.
  • Any newly added dependents must be verified in Workday by Friday, November 7th, or will be removed from coverage for 1/1.

No Election Needed

Offerings available to benefit-eligible partners without requiring Open Enrollment action

To ensure your dependents are covered for 2026 benefits, you must submit verification documents in Workday by Friday, November 7, 2025. 

Dependent Verificaiton Options

Adding a Spouse

  • First page copy of most current tax year filed 1040 tax return – federal or state. Most current year is the latest year defined by the IRS filing deadline.
  • Marriage certificate AND proof of joint ownership (e.g., mortgage statement, bank account, utility bill).

Adding a Child

  • Birth certificate showing you and/or your verified spouse as the child’s parent.
  • Signed hospital record showing you and/or your verified spouse as the child’s parent.

Uploading Documents 

  • Instructions to upload documents can be found here.

If you experience a qualifying life event in 2025—such as marriage, birth/adoption, divorce, or loss of coverage—you’ll need to re-do your 2026 Open Enrollment after your life event is processed.

What You Need to Do

You have 30 days from the date of your life event to:

  • Enter the event in Workday
  • Upload required documentation
    • This includes dependent verification if you’re adding a spouse or child
  • Enter changes and submit the event
  • Note: The event date counts as Day 1 of your 30-day window

After Your Event Is Approved

Once your life event is approved in Workday:

  • You’ll receive a Workday inbox notification prompting you to complete Open Enrollment for 2026
  • You must re-elect and re-submit your 2026 benefit elections
  • Note:  If you do not re-elect for 2026, your previous Open Enrollment elections will be replaced with your newly elected 2025 benefits (with the exception of some benefits that will not roll over, i.e HSA)

7-Day Window to Complete Open Enrollment Event

From the date your life event is approved, you’ll have 7 days to:

  • Upload any dependent verification documents
  • Re-submit your Open Enrollment elections for 2026
  • Reminder: Day 1 of your 7-day window is the date your life event is approved

What is Open Enrollment?

Open Enrollment is the time each year when partners can sign up for or make changes to their benefits, like medical, dental, vision, and life insurance. Usually, this is the only time you can make changes unless you have a major life event, like getting married or having a baby.

What Happens if my Spouses OE is at a Different Time?

To make changes based on your spouse’s Open Enrollment (OE), you must provide documentation confirming that their OE period is currently active. Acceptable documentation includes an OE newsletter, a notification from their employer, or similar official materials.

 

Important: Changes can only be made while your spouse’s Open Enrollment is open. If their OE period has already closed, the opportunity to make changes will no longer be available.

How do I Enroll?

When Open Enrollment starts, you will get a notification in your Workday inbox. You can complete the Open Enrollment process on your computer or through the Workday App.

Can I Change my Open Enrollment Elections?

Yes, you can change your choices as many times as you would like while the Open Enrollment period is open. The last submitted elections as of Open Enrollment closing will be your benefits that will take effect on January 1st of the following year.

Note: If you add a new dependent to your coverage, you must provide verification by the required deadline for them to be eligible for coverage in the new year.

My Child is Turning 26 Next Year, Do I Need to do Something Different When Completing Open Enrollment?

If your child is turning 26 next year, you do not need to take any action during Open Enrollment to remove them from your benefits. Coverage will automatically end at the end of the month in which your child turns 26.

Legal Notices and Plan Documents

In compliance with federal regulations, the following documents are available for review.

Questions During Open Enrollment? Contact us here.