2017 Purdue HSA Medical Plans

NOTE: Please be aware that your voluntary employee Health Savings Account (HSA) contributions were not taken during the month of May and also will not be taken from your pay during the months of June through August, 2017. 

Voluntary employee HSA contributions are deducted over 8 months in accordance with the academic year payroll. Your normal voluntary employee contributions will begin again with your September pay.

 You will continue to receive employer contributions from Purdue during these months as the employer contributions are equally divided over 12 calendar months.

 If you have any questions, please contact HR-Benefits at hr@purdue.edu or by phone at 765-494-2222.

  • Purdue Health Plan Plus HSA 1

  • Purdue Health Plan Plus HSA 2

Understand and manage your medical plan and health savings account (HSA) through these helpful links:

How the plans work

Step 1: You Pay a Portion of the Cost for Coverage

You pay a portion of your coverage through the pre-tax premiums deducted from your payroll, with Purdue paying the majority of the cost. Your cost for coverage is significantly less than for the Purdue Health Plan.

Step 2: Health Savings Account Is Set Up In Your Name

A bank account – called a health savings account, or HSA – is set up in your name.

Step 3: You Contribute to Your Account

You can elect to set aside dollars on a pre-tax basis through payroll deductions. You may make contributions to your account as long as the total combined contributions from both you and Purdue do not exceed the following amounts.

2016: $3,400 for single coverage or $6,650 when you cover one or more family members.

2017: $3,400 for single coverage or $6,750 when you cover one or more family members.

Federal rules also allow what are called “catch-up” contributions to a health savings account — which means you can contribute additional pre-tax dollars if you are age 55 or older, or if you will turn 55 any time during the plan year. In both 2016 and 2017, you can contribute an additional $1,000 per year to your account if you are eligible for the catch-up contribution in the respective year.

You may change your HSA payroll deductions at any time during the plan year. A Life Event (Change in Family Status) is not required. To make a change, log into Benefitfocus with your Purdue career account.

Once logged in, you will see a personalized welcome page. To change your HSA, click the “To Enroll, Make a Change, and View Your Benefits CLICK HERE” gold button located at the top right of your screen.

From the “Manage Your Benefits” page, select “View HSA Contribution” from the menu on the left and follow the steps to complete.

You are responsible for assuring that total contributions to your account -- from all sources combined -- do not exceed the allowed limits.  

Step 4: Purdue Contributes to Your HSA

For 2016 and 2017, Purdue will contribute the following amounts to your account:  

  • $650 for employee only coverage
  • $1,300 for family coverage (employee plus one or more dependents)

These annual contributions will be deposited in equal installments each pay period over the course of the year. New employees receive a prorated amount.

Interest and Investment Opportunities

The funds in your health savings account are invested in an interest bearing savings account. When your account balance reaches $1,000, you have additional investment options, such as a money market fund. Any earnings on those investments are tax-free if you use them to pay for eligible health care expenses.

Step 5: You Use Your HSA Dollars to Pay for Eligible Health Care Expenses

Money you withdraw from your HSA is completely tax-free as long as the money is used to pay for eligible health care expenses as defined by the IRS (known as Section 213 expenses). You can get a list of eligible expenses from the IRS at www.irs.gov. These expenses include:

  • Your medical plan annual deductible and coinsurance,
  • Dental and vision expenses,
  • Prescription drug expenses, and
  • Over-the-counter drugs, with doctor's prescription.

Your HSA comes with the convenience of a debit card with a daily limit of $2,500.

Important!

An employee is not eligible for a health savings account (HSA) if the employee has other health insurance coverage – unless that other coverage is also an HSA-qualified medical plan. Employees who are covered by Medicare or TRICARE are not eligible for an HSA. For more information, use the Interactive HSA Guide.

Employees who are already 65 or who will turn 65 during the plan year should note that special rules apply to anyone who draws Social Security benefits and/or is covered by Medicare. Refer to the Interactive HSA Guide for additional information.

Employees can use the funds in their HSA to pay for the medical expenses of dependents covered by another health plan, even if it is not an HSA-qualified plan, as long as they are eligible dependents as defined by the IRS. If you use health savings account funds for non-eligible expenses, that money is taxable as ordinary income and subject to a 20 percent tax penalty.

Step 6: You Pay 100 Percent of the Cost Up to the Annual Deductible

When you need care, you pay 100 percent for all eligible medical and non-preventive prescription drug expenses up to the plan's annual deductible.

In-Network Annual Deductible:
  • Purdue Health Plan Plus HSA 1: $1,750 employee only or $3,500 employee plus one or more covered family members
  • Purdue Health Plan Plus HSA 2: $2,500 employee only or $5,000 employee plus one or more covered family members
Out-of-Network Annual Deductible:
  • Purdue Health Plan Plus HSA 1: $3,500 employee only or $7,000 employee plus one or more covered family members
  • Purdue Health Plan Plus HSA 2: $5,000 employee only or $10,000 employee plus one or more covered family members

If you choose, you can use money from your health savings account to pay for expenses that go toward your deductible. You determine how and when to use your health savings account dollars.

Step 7: You Pay Coinsurance After Meeting the Annual Deductible

Once you have met your annual deductible, you pay the following for in-network care.

  • Purdue Health Plan Plus HSA 1: 20 percent
  • Purdue Health Plan Plus HSA 2: 25 percent

Once you have met your annual deductible, you pay the following for out-of-network care.

  • Purdue Health Plan Plus HSA 1: 40 percent
  • Purdue Health Plan Plus HSA 2: 45 percent

Non-preventive prescription drugs are covered through Express Scripts at the usual prescription drug coinsurance once the deductible has been met.

Step 8: You Are Protected Against Catastrophic Expenses

To protect you from catastrophic out-of-pocket expenses, the plan pays 100 percent of your medical and prescription drug costs once you meet the annual out-of-pocket maximum.

In-Network Annual Out-of-Pocket Maximum:
  • Purdue Health Plan Plus HSA 1: $3,500 employee only or $7,000 employee plus one or more covered family members
  • Purdue Health Plan Plus HSA 2: $5,000 employee only or $10,000 employee plus one or more covered family members
Out-of-Network Annual Out-of-Pocket Maximum:
  • Purdue Health Plan Plus HSA 1: $7,000 employee only or $14,000 employee plus one or more covered family members
  • Purdue Health Plan Plus HSA 2: $10,000 employee only or $20,000 employee plus one or more covered family members

The out-of-pocket maximum is the most you will pay for covered medical and prescription drugs during any year.

For 2017, the Purdue Health Plan Plus HSA 1 and Purdue Health Plan Plus HSA 2 medical plans will have an individual out-of-pocket maximum of $6,850 for in-network expenses and $13,700 for out-of-network expenses.

For example, if you have family level coverage on the HSA 1 plan, the out-of-pocket maximum is $7,000 for in-network. However, if one individual has a surgery costing $8,000, he or she will only have to pay $6,850 instead of the full $7,000. The remaining family members will continue to pay expenses until the $7,000 total out-of-pocket maximum is reached.

Step 9: Preventive Care is Covered 100 Percent

Keep in mind that preventive medical care, according to Anthem's preventive care guidelines, is always covered at 100 percent when using network providers. Preventive care includes services such as annual physicals, cancer screenings, and adult and child immunizations.

In addition, eligible generic preventive prescription drugs are covered at 100 percent without a deductible. After the deductible is met, brand-name preventive prescriptions through a retail pharmacy are covered at 35 percent or 55 percent coinsurance, depending on the drug's tier. Once the deductible is satisfied, brand-name preventive prescriptions through mail order are covered at 25 percent or 45 percent coinsurance, again depending on the drug's tier.

Express Scripts uses Internal Revenue Service (IRS) guidance to determine which kinds of prescription drugs are considered preventive. Generally speaking, preventive drugs are those prescribed to prevent the occurrence of disease in someone who has developed risk factors, or to prevent the reoccurrence of a disease from which a patient has recovered. 

Step 10: HSA Funds Remaining At End of Year Roll Over

Any HSA funds remaining at the end of the year will stay in your account for future use. There is no limit to the amount you can roll over from year to year, and you can even take your account dollars with you if you leave Purdue.

Save money using a Tier 1 lab

The next time you need a lab test, talk with your doctor about choosing a Purdue medical plan Tier 1 lab to help save money. Most doctors are willing to use the lab that best meets your needs.

Generally, the cost for a lab test at a Tier 1 lab will be less than if you had the test done at a hospital or the doctor's office, even if the hospital or doctor participates in Anthem's network. You can compare specific lab costs through Castlight, the health care shopping tool that Purdue provides to all employees covered by a Purdue health plan.

Tier 1 lab locations

Purdue University, 610 Purdue Mall, West Lafayette, IN 47907, (765) 494-4600

2015 Purdue University | An equal access/equal opportunity university | Copyright Complaints | HR Communications

If you have trouble accessing this page because of a disability, please contact HR Communications at hrcomm@purdue.edu.