Frequently Asked Questions
In 2023, funds can be earned through a variety of steps – Step 1 (completing your annual physical) must be completed before payment for other objectives will be paid; however, you may complete the steps in whatever order works best for you. Employees also have the option of completing additional steps to increase the incentive payment.
- Employee only coverage can earn up to $450 in incentive dollars by completing both steps
- Employee + Spouse coverage can earn up to $900 in incentive dollars if both employee and spouse complete both steps
- Employee + Family coverage can earn up to $900 in incentive dollars if both employee and spouse complete both steps
- Employee + Children coverage can earn up to $900 if employee completes both steps
HSA/HRA INCENTIVE ACTIVITIES
Program Year: January 1 – December 31, 2022
Note: You must first upload the physical form for your annual physical to the Healthy Boiler portal before you can earn additional rewards.
Medical Opt-outs who complete the incentive will receive the employee only incentive amounts.
|Complete Annual Physical||$150||$150||$300||$150|
|Upload physical form to the Healthy Boiler portal and complete required fields|
|Complete Annual Biometrics||$100||$100||$200||$100|
|Upload biometric form to the Healthy Boiler portal and complete required fields|
|Complete Health Risk Assessment||$100||$100||$200||$100|
|Complete health risk assessment on the Healthy Boiler portal|
|Complete Dental or Vision Exam||$25||$25||$50||$25|
|Complete required fields on the Healthy Boiler portal to show completion|
|Complete Well-being Screenings||$75||$75||$150||$75|
|Complete required fields for ONE well-being screening to show completion for additional incentive dollars. For specific incentive -eligible screenings based on age, see Incentive Screenings web page.|
All benefits-eligible employees as well as spouses covered under one of the Purdue health plans (Premier CDHP, Standard CDHP, Limited CDHP).
No, only benefits eligible employees and spouses covered under one of the Purdue health plans are eligible.
Yes, non-medical participants are eligible to participate.
No, only benefits eligible employees and spouses covered under one of Purdue’s health plans are eligible.
Once retired, you are not eligible to participate in the Healthy Boiler program.
If you have completed activities and are entitled to the incentive money, we will open a HRA account for the remainder of 2022 with the monies earned. The account will close after 2022.
Yes, if the RIF employee is employed and on benefits they are eligible to earn the Healthy Boiler incentive.
The program year runs from January 1 to December 31, 2022. The deadline for completing, uploading and submitting information to the Healthy Boiler Program to earn incentive funds is December 31, 2022.
After the employee has registered on the wellness portal, completion of the objectives will “enroll” the employee into the incentive program.
After the spouse has registered on the wellness portal, completion of the objectives will “enroll” the spouse into the incentive program.
HSA & HRA
Refer to the charts at the top of the page for incentive values.
Payment is made by the end of the month following the month in which you complete the program requirements. If at the time of payout, you are currently receiving contributions to an HSA, the funds will be deposited into your account.
If you are not receiveing contributions to an HSA, at the time of payout, the funds will be deposited into your HRA. If you do not already have an HRA, Purdue will open one for you.
An HRA is a Health Reimbursement Arrangement. HRAs are similar to healthcare flexible spending accounts (FSA). The funds in this account can be used for qualified medical, vision, prescription, OTC, and dental expenses. You may use your HSA Bank debit card to pay for them or you may pay out-of-pocket and request reimbursement.
For those who are not eligible to receive contributions to an HSA and have not aleady enrolled in an HRA, an HRA will be opened automatically by Purdue following the monthly incentive pay schedule if you have completed the program requirements. The HRA will be usable back to Jan. 1 or your benefits-eligibility date (e.g. hire date) - whichever is later.
1/1, or the benefits-eligibility/hire date of an individual, whichever is later.
The month after you complete the requirements, incentive funds will be received by the end of the day (11:59 p.m.) on the business day following your last pay date of the month for HSAs and for HRAs, funds will be received by the end of the month. A report in aggregate will be provided to Human Resources indicating how much each person should receive based on completed items. Human Resources will not receive any personal health information related to your incentive completion.
Ex) A person with an HSA who fulfills the wellness program requirements by the end of April, including submitting their information in the Healthy Boiler Portal, will receive incentive dollars by the end of the day (11:59 p.m.) on the business day following their last pay date in May. A person with an HRA would receive their funds by the end of May.
For those who complete the requirements in December, a payout will be made the following January.
For HSAs, contributions will apply to the same tax year in which they are paid, meaning the payout will apply to the new tax year's contribution limits set by the IRS. The exception to this is if an employee completes the program requirements in December but terminates before the new tax year – their contribution would post in January but would be applied to the prior tax year.
For HRAs, the account will open as of January 1 of the new plan year. The exception to this is if an employee terminates before the new plan year – their HRA would open as of January 1 (or their eligibility date) of the prior plan year, would close as of their date of termination, and they’d have 90 days from the closure to file claims for reimbursement.
If you have an HSA, yes the funds will roll over.
If you have an HRA, no. You will have until the end of the year (or termination/loss of benefits date) to incur eligible expenses and 90 days from December 31 (or termination/loss of benefits date) to submit claims for reimbursement.
HSA: Yes. Contributions will apply to the same tax year in which they are paid and therefore must adhere to that tax year's HSA contribution limits which are set by the IRS. The exception to this is if an employee completes the program requirements in December but terminates before the new tax year – their contribution would post in January but would be applied to the prior tax year.
Wellness HRA: No. Employees may not contribute to HRAs; therefore, there is no maximum.
It is your responsibility to ensure any contributions you receive to an HSA do not exceed your maximum limit for the year. Funds contributed in excess of your contribution limit and the earnings on those funds are subject to penalty and tax. We encourage you to speak to a tax advisor should you find yourself over the limit.
Yes. If you were receiving contributions to an HSA from Purdue prior to termination, your earned funds will be deposited into your HSA for the tax year in which you completed the program requirements (including completion in December). If not, an HRA will be opened for you back to Jan. 1 of the year in which you terminated (or your benefits-eligibility/hire date, whichever is later) to incur eligible expenses until your termination and you will have 90 days from your date of termination to file claims for reimbursement.
Contact email@example.com for questions about payment.
Funds will be available within 48 hours of your pay date.
Funds will be deposited into an account based whether or not you can receive contributions to an HSA; however, it is your responsibility to ensure you are eligible to receive the funds. Purdue does not know employees’ spouses’ situation (such as account and health plan participation, which may negatively impact employees’ HSA eligibility). The IRS prohibits spouses from receiving contributions to an HSA and being covered by an HRA at the same time.
No. Spouse’s need to register for their own account on the Healthy Boiler in order to receive credit for completed activities.
HSA: Funds will be posted to your HSA by the end of January and will apply to the new tax year’s contribution limits set by the IRS. The exception to this is if an employee terminates before the new tax year – their contribution would post in January but would be applied to the prior tax year.
HRA: Funds will be posted to your HRA by the end of January for use in the new plan year only. If you don’t have an HRA, one will be opened for you and will be usable back to Jan. 1. The exception to this is if an employee terminates before the new plan year – their HRA would open as of January 1 (or their eligibility date) of the prior plan year, would close as of their date of termination, and they’d have 90 days from the closure to file claims for reimbursement.
Provider, Annual Physical, Biometrics and Preventive Screenings
The annual physical is a comprehensive exam that is prevention focused, not problem focused. Typically the exam is performed by your primary care provider and includes the following:
- Past medical, social and family history
- Complete physical exam and review of body systems
- Review of medications
- Counseling/anticipatory guidance/risk factor reduction interventions
- Review of age/gender appropriate screening tests
To qualify for the incentive, your physical and biometrics will need to have been completed between January 1 and December 31. You are eligible to get a physical even if it hasn’t been a full year since your last physical.
No. The biometrics form needs to be completed by your provider as part of the annual routine physical. If your provider is willing to sign off on the biometric form from the health fair that was not completed by him/her, it would be accepted. All biometrics must be included.
No, a mammogram, colonoscopy, or a Pap smear are typical testing that can be a part of your annual physical but does not count as receiving a complete physical.
Yes, both are considered preventative. Preventatives are no cost to the employee.
Biometric tests required include:
- Blood Draw for Cholesterol (TC), HDL Cholesterol, LDL Cholesterol, Glucose, A1C and Triglycerides
- Blood Pressure
- Height/Weight/Body Mass Index (BMI)
You will need to download the Healthy Boiler Center for Healthy Living Provider Screening form and take it with you to your annual physical. You can find this form on the Healthy Boiler portal, www.healthyboiler.com. Your primary care provider will need to sign it including the values before you upload it to the Healthy Boiler portal as documentation of completing this step.
Typically, a provider will complete the form including values as part of your physical but some may charge a fee. You can inquire about your provider’s policy when scheduling your appointment. The Center for Healthy Living will not charge for the routine physical and completion of the biometrics form.
The information from your physical and the results from your biometric screening will be used by the Center for Healthy Living to provide you with information to help you understand your current health and potential risks, and may also be used to offer you services through the wellness program, such as, but not limited to health coaching, medication therapy or weight management. You also are encouraged to share your results or concerns with your own primary care provider. The only individual(s) who will receive your personally identifiable health information is One to One Health physicians, nurse practitioners, and pharmacist, dietitian or health coaches in order to provide you with services under the wellness program.
Yes, sick leave is most appropriate for a doctor’s appointment during work hours.
A link to the physical form is available on the left side of this web page. In addition, you can access the form once you log into the portal and click on the “Annual Physical” tile.
We are trying to work with community providers, but we cannot control their internal policies. The Center for Healthy Living is able to provide annual physical and biometric exams at any time. HR benefits, regionally or locally, are able to provide a letter from Anthem stating the policy that you can share with your PCP.
Assistance on where employees can receive a preventive screening can be found here: https://www.purdue.edu/hr/CHL/healthyboiler/screenings.php
No, all screenings, including annual physical and biometrics, must be completed between January 1, 2022 - December 31, 2022.
There are multiple preventive screening options to be completed. Please choose a different screening that falls within your age group to submit.
You are able to complete the incentives at any time during the year but you will not be paid out until the annual physical has been completed and submitted within the portal. Once this has been done you will be paid out for all incentives that have been submitted within the portal.
No, not all screening are paid for 100% by the Purdue Medical Plan.
Yes, you would be eligible for the incentive dollars for the Healthy Boiler program. The screening itself is still considered "preventive
To sync your device, log into the Healthy Boiler portal and click on “Device” in the top navigation. Follow the prompts to sync your device or preferred app.
FAQ will continually be updated based on incoming questions.