OPEN ENROLLMENT 2021 - OCT. 28 - NOV. 10 - Purdue University
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2021
OPEN
ENROLLMENT
OCT. 28 – NOV. 10
YOU MUST ENROLL ONLINE
BY TUESDAY, NOV. 10, 2020,
AT 6 P.M. (ET).
1
BENEFITS
A SMARTER APPROACH TO HEALTHCARE
Our approach to healthcare keeps the focus on you!
We have created a system of networks, providers and programs dedicated to helping you and your
family be healthy, stay healthy and get the care you need. You’ll have access to top-quality care
(and many free resources) that is affordable, convenient and effective.
It’s a smarter approach to healthcare that simply makes sense.
COST QUALITY
Get the biggest bang Receive top-quality care
for your (healthcare) buck! from local providers.
CHOICE ACCESS
Choose the best
option for your needs
and preferences.
YOU Get care easily and
when and where you
want.
PREVENTION NAVIGATION
Be proactive, prevent diseases Find help getting the
and detect issues early. care you need.
2
OPEN ENROLLMENT
WHAT’S NEW
Every year, we evaluate our benefit offerings to ensure Purdue employees and their families have a
choice of benefits that help you get the care you need, protect your family and balance your life outside
of work. We work hard to provide you with options that are also affordable and convenient. As a result,
we sometimes make changes to update our benefit offerings.
You have a choice of three consumer-driven health plans (CDHPs). A
MEDICAL thorough review of our plans was conducted and, as a result, a new line-up
of plan designs and premiums are being offered for 2021. All three plans
All New
are new so please review them carefully. (Reminder: As announced in 2019,
CDHP Options the Purdue Health Plan PPO will not be an option in 2021.) MORE: PAGE 4
All three CDHPs also include a Health Savings Account (HSA). And, in 2021,
HSA Purdue will deposit our annual contribution ($325 individual / $650 family)
Full Contribution in full in January. Note: Those not eligible for HSAs will be offered a Health
in January Reimbursement Arrangement (HRA). MORE: PAGE 10
Because the medical plan options are brand-new, you will need to enroll
ENROLLMENT in the plan of your choosing. That means, during open enrollment, you will
Active Enrollment need to log in to Benefitfocus and make your selections. MORE: PAGE 18
Purdue continues to offer a financial incentive to those who participate in
HEALTHY BOILER our Healthy Boiler Program. Incentives are deposited into your HSA or HRA to
help you pay for healthcare expenses. In 2021, the incentive can be earned
New Incentive
by completing an annual physical and/or providing a biometric screening.
Structure
In 2021, the program will run from Jan. 1 - Dec. 31. MORE: PAGE 14
In 2021, Purdue’s vision plan is a separate election. It is a free benefit for our
VISION employees and their families. However, you need to elect it during open
Separate Election enrollment as it is no longer automatically included with your medical plan.
This also means that you do not have to be covered by a Purdue medical
from Your
plan in order to elect vision coverage for you and your family members.
Medical Plan
MORE: PAGE 12
DENTAL Premiums for our dental plans increase slightly in 2021, and in an effort to
keep the plans on par with benchmarks, we have increased some coverage
Premium and
levels for the Anthem Dental Plan Option 1. MORE: PAGE 13
Coverage Increases
Critical illness, accident and hospital indemnity insurance will now be
NEW VOLUNTARY provided by Voya. Additionally, during open enrollment, we are offering
PROVIDER a one-time level increase in life insurance coverage amounts without
Lower Premiums Evidence of Insurability for those who qualify. Overall, premiums are lower
& Increased Life and there are no changes to any of the plans.
Insurance Coverage Click here for more information on these benefits.
3
MEDICAL
2021 PLANS & PREMIUMS
You have a choice of three consumer-driven health plans (CDHPs).
All three plans are new so please review them carefully.
All three plans have free preventive care with an in-network provider, free generic preventive medications,
$10-or-less generic prescriptions and Health Savings Accounts (HSAs) where you and Purdue set aside tax-free
dollars to help pay for medical expenses. Additionally, you’ll receive the full Purdue HSA contribution in January
2021 ($325 individual/$650 family). Those who are not eligible for HSAs will be offered contributions (employer-
only) to a Health Reimbursement Arrangement (HRA).
PREMIER CDHP STANDARD CDHP LIMITED CDHP
• Highest premiums Middle-of-the-road • Lowest premiums
• Lowest deductible premiums, deductible • Highest deductible
and out-of-pocket
• Lowest out-of-pocket maximum • Highest out-of-pocket
maximum maximum
ANNUAL PREMIUMS Premier CDHP Standard CDHP Limited CDHP
Employees earning under $45,500*
Employee Only $271.56 $121.68 $44.76
Employee & Children $496.92 $219.48 $75.24 These rates do
Employee & Spouse $1,418.88 $609.24 $179.28 not include:
Employee & Working Spouse $2,168.88 $1,359.24 $929.28 Tobacco-user
additional
Employee & Family $1,962.24 $825.00 $212.52 premium of $1,000
Employee & Family (Working Spouse) $2,712.24 $1,575.00 $962.52 for employee and
$1,000 for spouse
Employees earning $45,500 or more*
*Benefit plan
Employee Only $923.28 $457.20 $113.40 premiums adjust
accordingly at the
Employee & Children $1,553.88 $823.44 $307.44
time annual pay
Employee & Spouse $2,389.20 $1,477.56 $928.68 crosses above or
below the $45,500
Employee & Working Spouse $3,889.20 $2,977.56 $2,428.68
annual salary tier.
Employee & Family $3,242.16 $2,004.12 $1,258.20
Employee & Family (Working Spouse) $4,742.16 $3,504.12 $2,758.20
4MEDICAL
2021 PLAN COVERAGE
Premier Standard Limited
CDHP CDHP CDHP
Employee only $325 $325 $325
University’s Contribution to
Employee’s HSA or HRA Employee + one or more
$650 $650 $650
covered family members
Healthy Boiler Wellness Incentive to Employee only $325 $325 $325
Employee’s HSA or HRA Employee + one or more
(see page 14 for new incentive structure) $650 $650 $650
covered family members
$1,450 $2,000 $3,000
(HealthSync) (HealthSync) (HealthSync)
Employee only
$2,000 (in) $2,750 (in) $4,000 (in)
Deductible $3,500 (out) $5,000 (out) $6,500 (out)
Medical & Rx Combined $2,900 $4,000 $6,000
Employee + one or more (HealthSync) (HealthSync) (HealthSync)
covered family members $4,000 (in) $5,500 (in) $8,000 (in)
$7,000 (out) $10,000 (out) $13,000 (out)
90%/10% 90%/10% 90%/10%
(HealthSync) (HealthSync) (HealthSync)
Coinsurance 80%/20% (in) 80%/20% (in) 75%/25% (in)
60%/40% (out) 60%/40% (out) 55%/45% (out)
$2,250 $4,250 $5,500
(HealthSync) (HealthSync) (HealthSync)
Employee only
$3,250 (in) $5,250 (in) $7,000 (in)
Out-of-Pocket Maximum $6,000 (out) $10,000 (out) $13,000 (out)
Medical & Rx Combined
(includes deductible & coinsurance) $4,500 $8,500 $11,000
Employee + one or more (HealthSync) (HealthSync) (HealthSync)
covered family members $6,500 (in) $10,500 (in) $14,000 (in)
$12,000 (out) $20,000 (out) $26,000 (out)
$25 towards ded.; $25 towards ded.; $25 towards ded.;
West Lafayette coins. applies after coins. applies after coins. applies after
Center for Healthy Living ded. ded. ded.
Office Visit
Fort Wayne Ded. & coins. Ded. & coins. Ded. & coins.
Primary Care Office Visit Ded. & coins. Ded. & coins. Ded. & coins.
Specialty Care Office Visit Ded. & coins. Ded. & coins. Ded. & coins.
100% coverage (in) 100% coverage (in) 100% coverage (in)
Preventive Care Ded. & coins. (Out) Ded. & coins. (Out) Ded. & coins. (Out)
Emergency Room Ded. & coins. Ded. & coins. Ded. & coins.
Urgent Care Facility Ded. & coins. Ded. & coins. Ded. & coins.
Employees may contribute to their HSAs if eligible, up to a combined University and employee limit of $3,600/employee and $7,200/employee plus one or more covered
family members. Additional rules apply to employees with spouses who also have HSAs and FSAs.
5PHARMACY
2021 PLAN COVERAGE & LAB
For more details, visit purdue.edu/hr/Benefits/prescription/index.php
Premier, Standard & Limited CDHPs
Prescription Drugs
Retail Mail Order
(30-day supply)* (90-day supply)
Preventive 100% coverage 100% coverage
Generic
Deductible, then actual cost Deductible, then actual cost
Non-preventive
up to max of $10 up to max of $20
No deductible, No deductible,
Preventive
35% to max of $50 35% to max of $100
Preferred Brand Name
Deductible, then Deductible, then
Non-preventive
35% to max of $50 35% to max of $100
No deductible, No deductible,
Preventive
50% up to max of $75 50% up to max of $150
Non-Preferred Brand Name
Deductible, then Deductible, then
Non-preventive
50% up to max of $75 50% up to max of $150
Deductible then Deductible, then
Specialty Rx 55% up to max of $250 55% up to max of $250
90-day supply of prescriptions available at CVS retail pharmacies, based on mail-order pricing.
Premier, Standard & Limited CDHPs
Labs
(Tier 1 labs are part of HealthSync)
Tier 1 Labs, including Preventive 100% coverage
Center for Healthy Living
and PUSH Labs Non-preventive Deductible and coinsurance
Preventive 100% coverage
Tier 2 Labs (In-network)
Non-preventive Deductible and coinsurance
Tier 3 Labs (Out-of-network) Deductible and coinsurance
6MEDICAL
2021 J1 VISA PLAN & PREMIUMS
ANNUAL EMPLOYEE (J-1) PREMIUMS
J-1 Visa J-1 Visa
Employees earning under $45,500* Employees earning $45,500 or more*
Employee Only $121.68 Employee Only $457.20
Employee & Children $219.48 Employee & Children $823.44
Employee & Spouse $609.24 Employee & Spouse $1,477.56
Employee & Working Spouse $1,359.24 Employee & Working Spouse $2,977.56
Employee & Family $825.00 Employee & Family $2,004.12
Employee & Family Employee & Family
$1,575.00 $3,504.12
(Working Spouse) (Working Spouse)
These rates do not include:
Tobacco-user additional premium of $1,000 for employee and $1,000 for spouse
*Benefit plan premiums adjust accordingly at the time annual pay crosses above or below the $45,500 annual salary tier.
PLAN COVERAGE J-1 Visa
$250 (HealthSync)
Employee only $500 (in)
Deductible $1,000 (out)
No deductible on in-network primary care provider office visits
and mental health/behavioral/substance abuse outpatient & $750 (HealthSync)
professional visits. Employee + one or more
$1,000 (in)
covered family members
$2,000 (out)
90/10% (HealthSync)
Coinsurance 75/25% (in)
50/50% (out)
$5,350 (HealthSync)
Employee only $6,350 (in)
$12,700 (out)
Out-of-Pocket Maximum
(Includes deductible) $10,700 (HealthSync)
Employee + one or more
$12,700 (in)
covered family members
$25,400 (out)
West Lafayette $10 towards ded.;
Center for Healthy Living coins. applies
Fort Wayne after ded.
Coverage includes:
• Repatriation of remains in the amount of $25,000
• Expenses for medical evacuation of the visitor to his or her home country in the amount of $50,000
7PHARMACY & LAB
2021 J1 VISA – PLAN COVERAGE
J-1 Visa
Prescription Drugs: Retail* (30-day supply)
Preventive 100% coverage
Generic
Non-preventive Actual cost; $10 max
No deductible,
Preferred Brand Name 30% to max of $100
No deductible,
Non-Preferred Brand Name 40% to max of $150
No deductible,
Specialty Rx 50% to max of $250
Prescription Drugs: Mail Order (90-day supply)
Preventive 100% coverage
Generic
Non-preventive Actual cost; $25 max
No deductible,
Preferred Brand Name 30% to max of $250
No deductible,
Non-Preferred Brand Name 40% to max of $350
No deductible,
Specialty Rx (30-day maximum) 50% to max of $250
Labs
Tier 1 Labs, including
Center for Healthy Living Lab 100% coverage
(In-network, best pricing option)
Tier 2 Labs (In-network) Deductible and coinsurance
Tier 3 Labs (Out-of-network) Deductible and coinsurance
*90-day supply of prescriptions available at CVS retail pharmacies based on mail-order pricing.
For vision and dental plans and rates, see pages 12-13.
8MEDICAL
IT’S DECISION TIME
As you select benefit plans for 2021, one of the most important
decisions you’ll make is choosing the medical plan that makes
the most sense for you and your family.
PLAN COMPARISON TOOL BY BENEFITFOCUS
Trying to figure that out over an entire year can be challenging. To help you,
Benefitfocus has a medical plan comparison tool that estimates your expenses based
on your claims over the past 12 months. You can even customize the data to estimate
your expenses between the plans.
Your data is in the system and only you can see it, so you don’t have to figure out
the claim costs yourself. The plan comparison tool also allows you the option to
estimate tax savings when you contribute to an HSA. We think this tool will help you
understand your options and give you confidence in your medical plan choice.
The plan comparison tool is available
during open enrollment. Log in to
BenefitFocus and click on Enroll Now.
View Usage
1 You can review using your Actual Usage
over the last 12 months, or you can
choose the Customize usage option,
which allows you to personalize your
data.
Estimate Your Tax Benefit Compare Plans
2 Enter the amount you (and/or
3 With a simple click, the plan
Purdue) will contribute to an HSA or comparison tool provides your
HRA to see your tax benefit. estimated costs for each plan!
9HEALTHCARE
FUNDING ACCOUNTS
Purdue deposits money in your Health Savings Account (HSA)
or Health Reimbursement Arrangement (HRA) to help with the
cost of your eligible medical expenses.
DO YOU QUALIFY FOR AN HSA? 2021 MAXIMUM HSA
CONTRIBUTION
$3,600
Participating in one of Purdue’s CDHPs qualifies you for an HSA, but IRS
rules may make you ineligible or affect the tax status of your account.
Answer these questions EMPLOYEE
to determine your eligibility.
• Are you on any form of Medicare or collecting
Social Security? See page 20 for eligiblity
guidelines.
$7,200
EMPLOYEE PLUS
• Do you have non high-deductible medical insurance COVERED FAMILY
coverage outside of Purdue? MEMBERS
• Do you use Veterans Administration benefits or
TRICARE benefits?
• Does your spouse have a Flexible Spending REMEMBER!
Account (FSA)?
The maximum contribution
limits are for employer and
If you answered NO to If you answered YES to
all these questions, you any of these questions, employee contributions
qualify for an HSA. you will receive an HRA. combined.
The amounts you receive
Purdue Annual $325 - Individual $325 - Individual from Purdue and the
Contribution $650 - Family $650 - Family
Amount Healthy Boiler incentive
Deposited in January Deposited in January
should be included
when you calculate the
Yes. Funds available after
Employee Can
payroll deductions each
No, but you can max amount you can
Contribute contribute to an FSA contribute for the year.
pay period
Catch-up contributions:
Who Owns Account You Purdue If you are an employee
age 55 or older, you may
Carries over year to year contribute an additional
and always belongs to you; Unused funds revert $1,000 in 2021.
Carry-over Limits
passes to beneficiaries in back to Purdue
event of death
FSA Type Limited Purpose FSA Traditional FSA
10HEALTHCARE
FUNDING ACCOUNTS
You may contribute to Flexible Spending Accounts (FSA) to help
with the cost of your eligible medical expenses.
WHICH TYPE OF FSA CAN YOU HAVE?
The type of FSA you can have depends on whether you have contributions going into an HSA or an
HRA. If you have an HSA, you may also elect a Limited Purpose FSA; if you will have an HRA, you may
elect a traditional FSA.
Limited Purpose FSA Traditional FSA 2020 MAXIMUM FSA
CONTRIBUTION*
$2,750
Funding Account
HSA HRA
Used With
Medical, Dental, Vision,
Eligible Expenses Dental, Vision
Prescription HEALTHCARE OR
LIMITED PURPOSE
FSA
Funds Available Full amount available Jan. 1 or upon effective date
2021 Claims Incurred between Jan. 1 - Dec. 31, 2021
2020 Claims: March 31, 2021
$5,000
DEPENDENT CARE
Deadlines 2021 Claims: March 31, 2022 FSA
(All claims must be incurred by Dec. 31 of previous year.)
Did you know you can use
pre-tax dollars to pay for
Forfeited Funds Remaining 2021 funds forfeited after March 31, 2022 dependent child care (under
age 13) and adult care while you
and your spouse work?
Keep your receipts in case the IRS ever asks you to
Receipts Examples: Day care facilities,
confirm use of funds
day camps, after-school care,
senior centers, private sitter
(not immediate family), elder
care
*2021 contributions limits were not
ALL PRE-TAX ACCOUNTS ARE TO BE USED
released by the IRS at the time of
publication.
SOLELY FOR ELIGIBLE EXPENSES THAT ARE
NOT COVERED BY YOUR MEDICAL PLAN.
11VISION
VSP PLAN COVERAGE
Purdue provides vision coverage through Vision Service Plan (VSP).
Here’s what you need to know about your vision coverage:
VSP WHO’S ELIGIBLE?
Benefits cover a yearly * exam as well as In 2021, Purdue’s vision plan will be a
the glasses or contacts you need. separate election from the medical plan.
• You can use VSP or non-VSP doctors— It is a free benefit for our employees and
but you’ll receive greater coverage and their families, however, you will need to
lower costs with VSP doctors. elect it during open enrollment (no longer
• Your coverage also includes lower automatically included).
costs on LASIK and PRK procedures. You do not have to be covered by a Purdue
*per calendar year medical plan in order to elect vision
coverage. However, you must be covered
in order to elect vision coverage for your
dependents.
VISION COVERAGE
Description Cost
RESOURCES
Well Vision
Exam
• Eligible each calendar year $5 Learn more about your
vision coverage on the
• Eligible every other calendar year benefits website or at
• $150 allowance for a wide selection of $10, included vsp.com.
Frames frames, $200 for featured frame brands in prescription
glasses Ways to Find a VSP Doctor
• 20% savings on the amount over your
allowance Call VSP at 800-877-7195.
• Eligible each calendar year Visit vsp.com and
click on the Members tab.
• Single vision, lined bifocal and lined $10, included
Lenses trifocal lenses in prescription New Users: Click on
glasses Register Now and enter
• Polycarbonate lenses for dependent your Member ID, which is
children the first 10 digits of your
Purdue ID number, without
• Eligible each calendar year
dashes or spaces. Enter
Contacts • $130 allowance for contacts; other required information
(instead of copay does not apply Up to $60 and follow the on-screen
glasses) • Contact lens exam (fitting and instructions.
evaluation)
12DENTAL
PLAN CHOICES
You have three choices for dental coverage:
PREVENTIVE ONLY ANTHEM DENTAL ANTHEM DENTAL
PLAN OPTION 1 PLAN OPTION 2
(POINT-OF-SERVICE) (STANDARD)
This option covers
preventive services
only.
This plan provides the This plan provides the
Requires election in broadest choice of most cost-effective
Benefitfocus even though dental providers. benefits for preventive,
no premium is charged. diagnostic and basic
While you will receive
the greatest benefits for treatments, but ONLY
preventive, diagnostic when an Anthem Dental
and restorative work with Complete dentist
in-network providers, this provides the care.
plan also allows you to Very little coverage is
use non-network dentists provided when using
at a reduced level of non-network dentists.
coverage.
ANNUAL DENTAL PREMIUMS
Coverage levels for Anthem Dental Plan Option 1 have been enhanced—including an increased plan limit and
orthodontia coverage for dependents age 18 and younger—and the annual premiums have increased for 2021.
Anthem
Anthem Anthem
Dental PPO
Dental PPO
Preventive
(Point-of-
Dental PPO
(Standard)
RESOURCES
Service)
Only Plan Plan Option 2 For plan details:
Plan Option 1
Visit the Benefits website at
2021 Annual Dental Premiums purdue.edu/hr/Benefits/
dental/index.php
Employee Only $0 $309.48 $104.28 or visit Anthem Dental at
anthem.com.
Employee & Children $0 $776.28 $245.04
Call Anthem Dental at
Employee & Spouse $0 $629.16 $213.48 877-604-2142.
Employee & Family $0 $1,180.56 $384.00
13HEALTHY BOILER
WELLNESS PROGRAM INCENTIVES
Healthy Boiler is back again! Taking care of your health
is important and can lead to better quality of life.
For 2021, Purdue will offer incentives for eligible employees and covered spouses who
complete an annual physical and/or biometrics screening. We also encourage you to
explore the many resources available through the Healthy Boiler portal.
Healthy Boiler runs from Jan. 1 – Dec. 31, 2021.
HERE’S HOW IT WORKS: Employee Employee + Employee + Employee +
Only Spouse Child* Family*
$200 – $200– Employee $400 – $200 – Employee
Complete annual physical
Employee $200 – Spouse Employee $200 – Spouse
$125 – $125 – Employee $250 – $125 – Employee
Complete biometrics screening
Employee $125 – Spouse Employee $125 – Spouse
TOTAL INCENTIVE: $325 $650 $650 $650
* Child(ren) are not eligible for incentives
WHEN WILL YOU RECEIVE HOW DO I REGISTER FOR THE
WELLNESS INCENTIVES? HEALTHY BOILER PROGRAM?
Incentive payments are made monthly through Employees must register and set up their
the employee’s Health Savings Account (HSA) Healthy Boiler account before their spouses
or Health Reimbursement Arrangement (HRA). may register.
• If you have an HSA: Payments for both • Go to healthyboiler.com and click Register.
the employee and spouse will be deposited • Complete the required registration
directly to the employee’s HSA. information.
• If you don’t have an HSA: Employees • If you are the Purdue employee,
without an HSA will receive payments to select Employee for Member Type.
their HRA. If no HRA exists, Purdue will • If you are the spouse of a Purdue employee,
establish an HRA at the time the incentive select Spouses for Member Type.
is payable. HRA accounts are similar to • Under Eligibility Information, Purdue employees
flexible spending accounts (FSA). HRA enter your 10-digit PUID number and first and
funds can be used for the same types of last name as it appears on pay stub. Spouses
health expenses as an FSA. should enter their legal first and last name.
• Continue as prompted to finish registration.
14VOLUNTARY
BENEFIT CHOICES
These benefits are designed to help you and your family through
difficulties, such as an accident, critical illness or death.
Our voluntary benefits give you the convenience and ease of paying for most of them via payroll
deduction. Plus, you benefit from our group buying power and discounted arrangements.
Coverage Eligible Provider
Accident-related expenses, medical
Accident
treatment, hospitalization, diagnostic testing,
Insurance
follow-up care, transportation/lodging
You, your
Payable when diagnosed with covered
Critical Illness spouse or Voya
critical illness (i.e. heart attack, stroke,
Insurance children
cancer, coronary artery bypass graft)
Supplemental
Hospital stays due to accident or illness
Hospital Insurance
You, your
Universal Life Broader life insurance that builds cash value
spouse or Transamerica
Insurance and has withdrawal/loan options
children
Automotive, homeowners coverage and a
Auto/Home
wide range of other property and casualty You Liberty Mutual
Insurance*
insurance products
Free basic services in-network/set fees out-of-network
Legal Services Types of legal assistance: Family/personal law, financial, Hyatt Legal
home and real estate civil lawsuits, future/estate planning,
identity management, vehicle and driving, elder care issues
Financial protection for pet expenses; no pre-approval for
Pet Insurance* Nationwide
providers; covers treatments, surgeries, lab fees, X-rays
* Not deducted via payroll.
15OPEN ENROLLMENT
IMPORTANT REMINDERS
Benefit decisions are important for you and your family.
That’s why we encourage you to spend a little time each fall reviewing your benefit options for
the next year and ensuring that you’ve recorded the correct information for all of your benefit
selections. A few important reminders:
WORKING SPOUSE PREMIUM: DOES IT APPLY TO YOU?
We continue to give employees the option of covering spouses under our medical plans. However,
rising medical costs have made covering spouses more challenging for us in recent years. For that
reason, spouses who have access to medical coverage through their employer but choose not to enroll
in it will be charged an additional premium. This premium will help offset some of the additional costs
while still allowing your spouse to receive primary coverage through Purdue.
The additional premiums for employees who wish to cover
a working spouse in 2021 are:
• $750 annually for employees who earn less than
$45,500 and elect the employee/spouse or family plan.
• $1,500 annually for those who earn $45,500 or higher The Working Spouse Premium
and elect the employee/spouse or family plan. will be waived if you’re
covering a spouse who is:
With this process, we know there will be questions on
whether or not the premium applies to you. You will have • Employed or self-employed
the Working Spouse Premium added only if all of these outside of Purdue with no
conditions are met: access to coverage that
meets criteria
• Your spouse is employed or self-employed with access
to a group plan at their place of employment • Employed or self-
employed and takes
• Your spouse’s employer pays at least 50% of an
outside coverage
employee-only premium
(therefore secondary
• Your spouse opts not to enroll in their employer’s plan coverage through Purdue)
• Your spouse has primary coverage through Purdue To have the premium waived,
complete the Working
Spouse Premium Waiver
Form and upload it into
Still not sure if the Working Spouse Premium Benefitfocus.
applies to you? Download our Working The deadline is Dec. 1,
Spouse Guide. 2020 or the working spouse
premium will be applied.
16OPEN ENROLLMENT
IMPORTANT REMINDERS
TOBACCO CERTIFICATION STATUS
• Certified tobacco users: Status does not roll forward
with charge of additional tobacco-user premium.
• Certified non-tobacco users: Status does not roll
forward without additional premium.
• Certified tobacco user with approved waiver for
2020: Status will need to be re-certified in Benefitfocus
for 2021.
NEW DEPENDENTS?
Each year you will need to re-certify your tobacco status in
If you’re enrolling
Benefitfocus.
dependents for the
If you do not re-certify, you will default to tobacco-user first time, remember
status and the additional tobacco-user premium will apply to upload the required
to both you and your spouse, if applicable. documentation to the
Tobacco users will have the option of completing an Benefitfocus system.
approved tobacco cessation program to avoid the $1,000 per Enrollment is not complete
person additional tobacco-user annual premium charge. without this documentation.
Completed program certificates submitted between Jan. 1 and
March 31, 2021, will result in lower premiums for all of 2021.
Completed certifications submitted after March 31, 2021, will
reduce premiums for the remainder of the plan year only.
More information on
For details, visit required dependent
purdue.edu/hr/Benefits/medical/ documentation:
tobaccoCessation.php purdue.edu/hr/Benefits/
employeebenefits/chg_
fam_status.php
GENERALLY, BENEFIT CHANGES
ARE LIMITED TO OPEN ENROLLMENT.
There are few exceptions to this rule. Change in family status
rules allow you to make some related benefit changes during
the plan year due to a qualifying life event, such as marriage,
birth, etc. For more information, see page 21 or visit the
Benefits website.
17OPEN ENROLLMENT
HOW TO ENROLL
It’s time to review your benefit options and soon you will enroll
in plans that best meet the needs of you and your family.
HOW TO ENROLL
Open enrollment is Oct. 28 to Nov. 10 at 6 p.m. (ET). Sign
1 in to Benefitfocus at one.purdue.edu.
Click the Faculty & Staff Benefits Open Enrollment banner
2 at the top of the page.
Log in with your Purdue career account username and
3 BoilerKey. Don’t know your username or BoilerKey? Call:
West Lafayette: 765-494-4000
Fort Wayne: 260-481-6030
Northwest: 219-989-2888
Click To Enroll, Make a Change and View Your Benefits
4 CLICK HERE located at the top right of your screen.
You can enroll for
5 Click the gold Get Started button to begin enrolling. 2020 benefits, make
updates during
Follow the prompts to review your profile information, make open enrollment or
6 changes to dependents and answer survey questions. qualifying life events,
and stay connected
with benefit education
7 Select your plan choices and review/record beneficiaries. and support tools–all
Once you’ve reviewed the benefit plans, scroll to the bottom from the palm of your
hand!
8 of the page and choose Complete Enrollment when you are
ready to submit your enrollment. Review your confirmation Download the
and choose Continue to Next Page. Benefitsplace app
Once you’ve completed your enrollment, print the Employee from Google Play for
9 Summary Report, located on the “Manage Your Benefits” Android devices or the
page. This serves as your confirmation of benefits and App Store for Apple
provides proof of your enrollment. devices.
Confirm benefits and dependents listed are accurate.
10 You may log in and submit any changes until Nov. 10 at
6 p.m. (ET). No changes will be accepted after that time.
18OPEN ENROLLMENT
BENEFITS CHECKLIST
YOUR 2021 BENEFITS CHECKLIST
Your current benefits, including your medical plan, will NOT roll over, so you must log into
Benefitfocus and make elections in order to have benefits in 2021.
Familiarize yourself with your Elect Health Savings Account (HSA) or
benefit options. Health Reimbursement Arrangement (HRA)
Review this guide and visit purdue. Enrollment in a CDHP makes you eligible
edu/hr/benewell for more detailed for an HSA or HRA. Purdue will make
explanations and helpful educational an annual employer contribution ($325
tools. individual / $650 family) into whichever
account you are eligible for in January.
Select your medical coverage Remember, for HSAs, your annual
contribution and Purdue’s cannot exceed
For 2021, you have a choice of three
the IRS limit.
consumer-driven health plans (CDHPs).
These plans are new so be sure to review Decide if you want a healthcare Flexible
them carefully. Note: There is only one Spending Account (FSA)
option for individuals with a J-1 Visa.
If you have an HSA, you may also elect a
Select your dental coverage. Limited Purpose FSA; if you will have an
HRA, you may elect a traditional FSA.
You can choose one of Purdue’s three
dental plans. Remember: FSAs are use-it-or-lose-it, so
carefully consider the amount you want to
Select your vision coverage. contribute.
Vision coverage is separate from our
Determine if a dependent care FSA
medical plans in 2021. Purdue provides
is right for you.
this benefit at no cost to you and
your dependents. You can elect vision If you want a dependent care FSA to
coverage even if you are not enrolled in a help you pay for eligible dependent care
Purdue medical plan. expenses, child or eldercare costs, choose
the amount you wish to contribute (up to
Understand your options if you will $5,000 annually).
retire in 2021 and/or will turn 65 and
draw Social Security benefits in 2021. Make other benefit choices to protect you
and your eligible dependents.
Attend a session specifically designed
to answer your questions about these Review options for disability, voluntary life
important topics. If you still need help, insurance, AD&D, supplemental hospital,
schedule a one-on-one session. accident insurance, critical illness, legal and
universal life insurance.
Review your beneficiaries on plans to make
sure they are accurate.
19RESOURCES
HELP IS AVAILABLE!
RESOURCES
PURDUE.EDU/BENEFITSENROLLMENT
We understand that making benefit choices may require some
big decisions. There are a lot of things to consider. We want to
NEED ASSISTANCE?
make sure you have the tools and resources you need to answer • E-mail hr@purdue.edu
questions, understand terms and evaluate the benefit plans or send a secure
thoroughly. email through
purdue.edu/hrhelp.
The dedicated benefits website is user-friendly and easy to
navigate. It is your go-to resource for all things open enrollment. • Contact your campus
Benefits team
The benefits guide will be in an electronic-only format this West Lafayette:
year. It will be sent via email to every benefits-eligible employee. Call 765-494-2222 or
toll-free at 877-725-0222
PRESENTATIONS & LABS Fort Wayne:
Email hr@pfw.edu or
We will not be holding general presentation sessions call 260-481-6840
in person this year. However, HR Benefits is partnering
with our HR business partners to offer virtual Northwest:
presentations for each department or academic unit. Email hr@pnw.edu or
call 219-989-2251
A recorded, interactive version of the presentation is
Please allow us time to
available online.
respond to your message
Schedules for each campus are available on the or email as our call
Resources section of the enrollment website. volume increases as we
prepare for and during
The Purdue Northwest (PNW) and Purdue Fort open enrollment.
Wayne (PFW) campuses also has resources available
on the dedicated enrollment website.
ONE-ON-ONE ASSISTANCE
We’ll offer virtual one-on-one meetings (via Microsoft
Teams or phone) with a Benefits team member
between Sept. 14 and Oct. 23. You can discuss topics
like the new CDHP medical offerings, transitioning
from a PPO to a CDHP, how prescriptions are covered,
voluntary plan options and more.
20• Review your elected benefits.
SPECIAL RULES REGARDING
MEDICARE AND YOUR HSA • Change how you’re contributing to your HSA.
HSA contribution changes can be made at any
There are special rules about Medicare coverage time.
and HSA contributions. If you’re age 65 or older,
you’ll want to consider the following: • Check and update your beneficiary
information for term life insurance and
• Neither an employer nor the employee can accidental death and dismemberment coverage.
make pre-tax contributions to an HSA if the (Retirement beneficiaries can be updated on
employee has Medicare Part A or B. Fidelity’s website).
• If you receive Social Security benefits, you are
automatically enrolled in Medicare Part A, so BENEFIT CHANGES
you are not eligible to make or receive pre-tax
HSA contributions. Generally, benefit changes are limited to open
enrollment.
• If you begin Social Security benefits during 2021,
Social Security will automatically award you There are few exceptions to this rule. Change in
Medicare benefits retroactively. Your Medicare family status rules allow you to make some related
start date will be the month of your 65th benefit changes during the plan year due to a
birthday, or six months prior to when your Social qualifying life event, such as marriage, birth, etc.
Security benefits begin, whichever is latest. • No medical plan change: You may not choose
• If you do not draw Social Security benefits, a different medical plan because of a change
you are not required to start Medicare Part A or in family status, but you may be able to add or
B at age 65. drop dependents.
• If you are not receiving Social Security and have • No FSA/LPFSA change: You’re not allowed to
declined Medicare, but your spouse is covered make any change to your FSA/LPFSA during
under Medicare, you can still use your HSA the plan year.
funds to pay for your spouse’s expenses. As the • HSA contribution changes: You can modify the
account owner, your participation in Medicare amount you are contributing at any time.
is what determines eligibility, not your spouse’s
• 31 days to make changes: You must make
participation.
changes within 31 days of the qualifying life
• If you have Medicare, you can still elect a event, or you’ll have to wait until the next open
consumer-driven health plan, but you are not enrollment period or another qualifying life
eligible to make or receive pre-tax contributions event to make changes.
to an HSA. You are eligible to receive funds in a
Find more information about life event changes on
Health Reimbursement Arrangement (HRA).
the Benefits website.
Turning 65 in 2021? Know the facts about
Medicare and Your HSA
• If you or your spouse will turn 65 in the coming
LEGAL NOTICES
year, attend a presentation aimed to help answer Purdue University complies with several laws
many common questions about decisions you regarding benefit offerings. You can now view these
need to make now. Watch this video to learn notices online. As you enroll in your benefits, you
more about Medicare and Social Security. will be asked if you would like to receive these
notices by mail or view online. These include:
For more about Medicare and HSA rules:
• Healthy Boiler Wellness Program
Call HR Service Center at 765-494-2222 or email
• Notice of Privacy Practices
hr@purdue.edu.
• Notice of Special Enrollment Rights
• Women’s Health and Cancer Right Act of 1998
YEAR-ROUND SERVICE • Mental Health Parity Act
You can access your benefits year-round through • Health Care Reform Notifications
Benefitfocus.
• Premium Assistance under Medicare
• Submit new elections and supporting • Children’s Health Insurance Program (CHIP)
documentation when you have a qualifying
• Certificate of Creditable Coverage for
life event.
Medicare Part D
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