OPENOPEN ENROLLMENT 2022 - OCTOBER 26 - NOVEMBER 9, 2021 - Purdue University
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OPEN 2022
ENROLLMENT OCTOBER 26 – NOVEMBER 9, 2021
YOU MUST ENROLL ONLINE
BY TUESDAY, NOV. 9, 2021, FOR FACULTY AND
AT 6 P.M. (ET). NON-GRADUATE STAFF
1
HEALTHY BOILER
YOUR BENEFITS. YOUR CHOICES.
YOUR WELL-BEING.
The Healthy Boiler program offers a full spectrum of benefits and resources
aimed at improving your health and wellness.
And because we believe overall wellness is multi-faceted, the program focuses on your
physical, behavioral, financial, social and work-life health to help you be the best you can be.
BEHAVIORAL HEALTH
Counseling and employee assistance program (EAP) services to
ensure your mental and emotional health.
Learn more about Purdue’s behavioral health resources.
FINANCIAL WELLNESS
Education and guidance to secure your long-term financial well-being
through retirement planning, financial coaching, life insurance and more.
Learn more about Purdue’s financial wellness programs.
PHYSICAL HEALTH
Comprehensive and cost-controlled medical, dental and vision benefits—
plus affordable resources to help you be proactive with your health.
Learn more about Purdue’s physical health benefits.
SOCIAL WELLNESS
Opportunities that bring people together—through wellness, at our workout
facilities, or in one of our cultural, leadership or faculty centers.
Learn more about Purdue’s social wellness programs.
WORK-LIFE INTEGRATION
Family-friendly benefits supported by other resources to help working
families balance the needs of both home and work.
Learn more about Purdue’s family-friendly benefits.
2
HEALTHY
WHAT’S NEW BOILER
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.
WHAT YOU CAN EXPECT FOR 2022
We’re able to hold your share of the premiums to the current level, despite rising
medical costs nationwide. That means, you won’t have an increase in 2022!
MEDICAL You still have a choice of three consumer-driven health plans (CDHPs), which all
No Premium include a Health Savings Account (HSA). Purdue will make base contributions into
Increase HSAs ($200 individual / $400 family), and you have the opportunity to earn even more
if you participate in our Healthy Boiler Incentive Program. MORE: PAGE 5
We've redesigned the Healthy Boiler Incentive Program to encourage more
HEALTHY BOILER comprehensive wellness efforts. Employees and spouses can each earn up to $450 in
incentives on top of the $200 base contribution from Purdue. Those with employee +
New Incentive
children coverage can earn up to $900 in incentives, in addition to Purdue's $400 base
Structure
contribution. MORE: PAGE 17
All of your current benefits will roll forward into 2022, unless you log in to Benefitfocus
and make new selections. The Tobacco Survey and Working Spouse Certification
ENROLLMENT must be completed as your answers may impact your premiums. Also, if you
want an HSA, HRA or FSA, you must log into Benefitfocus and elect them for the
Current Benefits coming year.
Will Roll Forward
Tip: Even if you want the same benefits, it’s always a good idea to log in and review
your covered dependents on each plan to ensure they’re still accurate. MORE: PAGE 27
DENTAL We have a new provider in 2022: Delta Dental. With this change, your premiums are
lower, too! The plans and coverage are the same as the current plans. MORE: PAGE 15
New Provider
Your VSP vision coverage now includes the VSP Primary EyeCare Plan, which
VISION provides supplemental medical eye care services for the detection, treatment and
management of ocular and visual conditions. Additionally, standard progressive
New Feature
lenses and UV coating are now covered 100% at in-network providers. MORE: PAGE 14
Anthem’s Sydney app allows you to manage your healthcare right from your
phone. You can check your claims, see what your benefits cover, and compare costs
ON THE GO and quality for common procedures. You can also:
Sydney App Get your ID card: Share, fax or email your ID card right from your device.
Find a doctor: Look for doctors in your plan or refill your prescriptions online.
3
CHECKLIST
DO I NEED TO ENROLL?
You are encouraged to review all benefits and actively enroll.
The following summary highlights which plans require active elections versus those that will roll forward if
no changes are recorded for 2022.
DOES NOT WILL ROLL
ROLL NOTES
FORWARD
FORWARD
If you’re currently opted out of Purdue medical
Medical/Prescription/Vision
coverage, you will be opted out again for 2022.
Important: If you elect medical coverage, each year
Tobacco Survey you must complete the Tobacco Survey as your
answers may impact your premiums.
Important: If you elect spousal coverage, each year
Working Spouse
you must complete the Working Spouse Certification
Certification
as your answers may impact your premiums.
A new election is required every year in order
to receive contributions from Purdue or to have
Health Savings Account
contributions withdrawn from your paycheck.
(HSA)
Contributions can be changed during the year through
Benefitfocus.
Flexible Spending Accounts A new election is required every year.
If you opted out of Purdue dental coverage for this
Dental
year, your election to opt out will continue in 2022.
Short-Term Disability (STD)
You must make an election during open enrollment
(Administrative &
for coverage to become effective on your first-year
Operational Support staff
service anniversary.
only)
No election required. This coverage is automatic for
Long-Term Disability (LTD)
all faculty and staff.
Life Insurance (Term/AD&D)
Accident Insurance
Critical Illness Insurance
Universal Life Insurance
Supplemental Hospital
Insurance
4
PHYSICAL HEALTH
2022 MEDICAL PLANS
You have a choice of three consumer-driven health plans (CDHPs).
All three plans have:
• Free preventive care with an in-network provider and free generic preventive medications
• $10-or-less generic non-preventive prescriptions after you meet your deductible
• Purdue HSA contributions ($200 individual/$400 family)*
*Those not eligible for HSAs will be offered an HRA.
PREMIER CDHP STANDARD CDHP LIMITED CDHP
• Highest premiums Middle-of-the-road • Lowest premiums
• Lowest deductible premiums, deductible and • Highest deductible
out-of-pocket maximum
• Lowest out-of-pocket • Highest out-of-pocket
maximum maximum
ANNUAL PREMIUMS
Premier CDHP Standard CDHP Limited CDHP
Employees earning under $46,900*
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 Additional tobacco-
user premium of
Employee & Family $1,962.24 $825.00 $212.52 $1,000 for employee
Employee & Family (Working Spouse) $2,712.24 $1,575.00 $962.52 and $1,000 for
covered spouse
Employees earning $46,900 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 $46,900
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
5
PHYSICAL HEALTH
TIER 1 (HEALTHSYNC)
When you need care, you can see providers in one of three networks.
You have a choice of which network option you use. And some level of coverage is provided for each.
However, you’ll always receive the highest level of coverage—that means less out of your pocket—when
you choose Tier 1 (HealthSync). So, if you’re more cost-conscious, you’ll want to consider the advantages
of choosing a provider in the Tier 1 network.
$ $$ $$$
TIER 1 TIER 2 OUT-OF-
(HE ALTHSYNC) (IN-NETWORK) NETWORK
Most affordable Next best option Most expensive
option for care option
TIER 1 (HEALTHSYNC) PROVIDERS THREE REASONS TO
CONSIDER SELECTING A
You can find a specific Tier 1 provider by visiting TIER 1 PROVIDER:
anthem.com. Providers include:
• Franciscan Health
• Ascension St. Vincent
#1 You’ll always find the
greatest cost-savings
when you choose Tier 1.
• Lutheran Health Network
• The Center for Healthy Living (West Lafayette campus)
• Campus Health Clinic (Fort Wayne campus)
#2 Tier 1 deductibles are
hundreds of dollars
lower than Tier 2 and
Learn more about using Tier 1 providers by downloading Out-of-network.
#3
our Tier 1 (HealthSync) Guide.
Once you meet your
Tier 1 deductible, your
coinsurance is 90/10—
that means, Purdue pays
90% of the bill, and you
pay 10% when you visit a
Tier 1 provider.
6
PHYSICAL HEALTH
DIRECT AGREEMENT PARTNERSHIPS
Purdue has carefully chosen partnerships with providers who have proven to be top quality with
the best outcomes. This allows Purdue employees and dependents to have access to specialized
care at affordable rates.
JOINT REPLACEMENT IMAGING
purdue.edu/hr/Benefits/medical/ purdue.edu/hr/Benefits/medical/
joint_care.php imaging.php
Purdue has partnered with Franciscan Health to Purdue has partnered with Franciscan Health for
provide top-quality care at an affordable price for lower-cost, non-emergency imaging services.
total knee and hip replacement procedures. You can benefit from lower costs at one of their 13
• #1 hospital in Indiana for patient care convenient imaging locations in Central, Western
and Northwest Indiana.
• Substantial reduction in costs
• University-funded travel and overnight
accommodations for you and a guest
• $500 cash payment after surgery complete LABS
HOW TO PARTICIPATE purdue.edu/hr/Benefits/medical/
Once it is determined by Franciscan that you will labs.php
need joint replacement and surgery is scheduled,
contact HR Benefits at 765-494-2222. The next time you need a lab test, talk with your
doctor about choosing a Tier 1 lab to help save
money.
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
PHYSICAL THERAPY office, even if the hospital or doctor participates
in-network. Tier 1 labs include:
purdue.edu/hr/Benefits/medical/ • LabCorp
physical-therapy.php
• Center for Healthy Living
Purdue’s partnership with ATI Physical Therapy offers • Purdue University Student Health Center (PUSH)
personalized rehabilitation treatment with in-person • Alverno Labs
and online physical therapy for a variety of concerns
• Mid America
and conditions.
• Quest
• Hands-on physical therapy at ATI locations
around the state
• Onsite care with a certified early intervention
specialist from ATI Worksite Solutions
7
PHYSICAL HEALTH
2022 MEDICAL PLANS
Premier Standard Limited
CDHP CDHP CDHP
Employee only $200 $200 $200
University’s Contribution to
Employee’s HSA or HRA Employee + one or more
$400 $400 $400
covered family members
Healthy Boiler Incentive to Employee only $450 $450 $450
Employee’s HSA or HRA Employee + one or more
(see page 16 for new incentive structure) $900 $900 $900
covered family members
$1,450 $2,000 $3,000
(Tier 1/HealthSync) (Tier 1/HealthSync) (Tier 1/HealthSync)
Employee only
$2,000 (Tier 2/in) $2,750 (Tier 2/in) $4,000 (Tier 2/in)
Deductible $3,500 (Tier 3/out) $5,000 (Tier 3/out) $6,500 (Tier 3/out)
Medical & Rx Combined $2,900 $4,000 $6,000
Employee + one or more (Tier 1/HealthSync) (Tier 1/HealthSync) (Tier 1/HealthSync)
covered family members $4,000 (Tier 2/in) $5,500 (Tier 2/in) $8,000 (Tier 2/in)
$7,000 (Tier 3/out) $10,000 (Tier 3/out) $13,000 (Tier 3/out)
90%/10% 90%/10% 90%/10%
(Tier 1/HealthSync) (Tier 1/HealthSync) (Tier 1/HealthSync)
Coinsurance 80%/20% (Tier 2/in) 80%/20% (Tier 2/in) 75%/25% (Tier 2/in)
60%/40% (Tier 3/out) 60%/40% (Tier 3/out) 55%/45% (Tier 3/out)
$2,250 $4,250 $5,500
(Tier 1/HealthSync) (Tier 1/HealthSync) (Tier 1/HealthSync)
Employee only
$3,250 (Tier 2/in) $5,250 (Tier 2/in) $7,000 (Tier 2/in)
Out-of-Pocket Maximum $6,000 (Tier 3/out) $10,000 (Tier 3/out) $13,000 (Tier 3/out)
Medical & Rx Combined
(includes deductible & coinsurance) $4,500 $8,500 $11,000
Employee + one or more (Tier 1/HealthSync) (Tier 1/HealthSync) (Tier 1/HealthSync)
covered family members $6,500 (Tier 2/in) $10,500 (Tier 2/in) $14,000 (Tier 2/in)
$12,000 (Tier 3/out) $20,000 (Tier 3/out) $26,000 (Tier 3/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 $3,650/employee and $7,300/employee plus one or more covered
family members. Additional rules apply to employees with spouses who also have HSAs, HRAs and FSAs.
8PHYSICAL HEALTH
PHARMACY & 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
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
9PHYSICAL HEALTH
J-1 VISA MEDICAL PLANS
ANNUAL EMPLOYEE (J-1) PREMIUMS
J-1 Visa J-1 Visa
Employees earning under $46,900* Employees earning $46,900 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:
Additional tobacco-user 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 $46,900 annual salary tier.
PLAN COVERAGE
J-1 Visa
$250 (Tier 1/HealthSync)
Employee only $500 (Tier 2/in)
Deductible $1,000 (Tier 3/out)
No deductible on in-network primary care provider office visits
and mental health/behavioral/substance abuse outpatient & $750 (Tier 1/HealthSync)
professional visits. Employee + one or more
$1,000 (Tier 2/in)
covered family members
$2,000 (Tier 3/out)
90/10%(Tier 1/HealthSync)
Coinsurance 75/25% (Tier 2/in)
50/50% (Tier 3/out)
$5,350 (Tier 1/HealthSync)
Employee only $6,350 (Tier 2/in)
$12,700 (Tier 3/out)
Out-of-Pocket Maximum
(Includes deductible) $10,700 (Tier 1/HealthSync)
Employee + one or more Coverage includes:
$12,700 (Tier 2/in)
covered family members • Repatriation of remains in
$25,400 (Tier 3/out)
the amount of $25,000
West Lafayette • Expenses for medical
evacuation of the visitor to
Center for Healthy Living $10 copay
Fort Wayne his or her home country in
the amount of $50,000
10PHYSICAL HEALTH
J-1 VISA PHARMACY & LAB
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
For vision and dental plans and rates, see pages 14-15.
H E A LT H C A R E S P E N D I N G A C C O U N T S
J-1 Visa employees are not eligible for a Health Savings Account
(HSA), but can recieve a Health Reimbursement Arrangement (HRA)
for any Healthy Boiler Incentive Program contributions.
Note: J-1 Visa employees are not eligible for Purdue's annual
contribution amount.
11PHYSICAL HEALTH
CENTER FOR HEALTHY LIVING
One of the key ways we help employees achieve health
is through the Center for Healthy Living on the CENTER FOR
West Lafayette campus.
HEALTHY LIVING
This on-site health center offers high-quality, low-cost (or no-cost) To schedule, visit
healthcare options for benefits-eligible faculty and staff and for purdue.edu/healthyliving
dependents covered on a Purdue medical plan. or call 765-494-0111 to find
a time that works for you.
Appointment Hours
PRIMARY CARE Monday – Thursday:
7 a.m. to 6:30 p.m.,
Annual physicals for men and women Friday: 7 a.m. to 5 p.m.
Flu shots, allergy shots, vaccinations (including travel) Lab Hours
Blood pressure checks, cancer screenings, cholesterol Monday – Friday:
screenings, diabetes screenings 7 a.m. to 4 p.m.
WELLNESS INITIATIVES & CONDITION MANAGEMENT CAMPUS
Health coaching, dietitian services and behavioral health counseling
HEALTH CLINIC
Telephonic and on-site wellness programs, available to all employees
(FORT WAYNE)
regardless of location To schedule, visit
pfw.edu/affiliates/
Condition management for diabetes, high blood pressure health-clinic/ or call
(hypertension), tobacco cessation 260-481-5748 to find a
Medication therapy management time that works for you.
Appointment Hours
$0
Well patients:
CENTER FOR Monday, Wednesday, and
HEALTHY LIVING PREVENTIVE CARE Friday: 8:30 a.m.–noon
Tuesday and Thursday:
8:30 a.m.–2:30 p.m.
Sick patients:
CAMPUS HEALTH CLINIC (FORT WAYNE CAMPUS) Monday, Wednesday, and
Friday: 12:30–4:30 p.m.
Annual physicals for men and women Tuesday and Thursday:
2:30–4:30 p.m.
Flu shots, allergy shots, vaccinations (including travel)
Blood pressure checks, cancer screenings, cholesterol
screenings, diabetes screenings
Health coach for wellness and condition management
12PHYSICAL HEALTH
IT’S DECISION TIME
As you select benefit plans for 2022, 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.
1. VIEW USAGE
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.
2. E S T I M AT E Y O U R T A X B E N E F I T
Enter the amount you (and/or Purdue)
will contribute to an HSA or HRA
3. C O M PA R E P L A N S
With a simple click, the plan
comparison tool provides your
(if applicable) to see your tax benefit. estimated costs for each plan!
13PHYSICAL
VISION
HEALTH
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
*
Purdue’s vision plan will be a separate
the glasses or contacts you need. election from the medical plan.
• You can use VSP or non-VSP doctors— • Free benefit for employees and families
but you’ll receive greater coverage and • Must be elected during open enrollment
lower costs with VSP doctors.
• Available even if not covered by a
• Your coverage also includes lower Purdue medical plan
costs on LASIK and PRK procedures.
• Must elect vision coverage for yourself
*per calendar year in order to elect it for your dependents
VISION COVERAGE
Description Cost RESOURCES
Well Vision Learn more about your vision
• Eligible each calendar year $5
Exam coverage on the benefits
website or at vsp.com.
• Eligible every other calendar year
$10, included
• $150 allowance for a wide selection of frames, Ways to Find a VSP Doctor
Frames in prescription
$200 for featured frame brands
glasses Call VSP at 800-877-7195.
• 20% savings on the amount over your allowance
• Eligible each calendar year Visit vsp.com and
$10, included
• Single, lined bifocal, lined trifocal lenses in prescription click on the Members tab.
• Polycarbonate lenses for dependent children glasses New Users: Click on Create
Lenses An Account and enter
New for 2022! Covered in full the last four digits of your
• Standard progressive lenses at in-network SSN. Enter other required
• UV coating providers information and follow the
on-screen instructions.
Contacts • Eligible each calendar year
(instead of • $130 allowance for contacts; copay does not apply Up to $60
glasses) • Contact lens exam (fitting and evaluation)
New for 2022!
Primary
• Supplemental medical eye care services (i.e.,
EyeCare $20 copay
detection/treatment of ocular/visual condition)
Plan
• 40% off additional pairs of glasses
14PHYSICAL
DENTAL
HEALTH
You have three choices for dental coverage. All use the Delta Dental Premier Network
and allow you to visit any PPO or Premier dentist.
DELTA DENTAL DELTA DENTAL DELTA DENTAL
PREMIER/PPO PLAN PREMIER/PPO PLAN PREMIER/PPO PLAN
PREVENTIVE ONLY OPTION 1 OPTION 2
This option covers This plan provides the This plan provides the
preventive services only. broadest choice of most cost-effective
Requires election in dental providers. benefits for preventive,
Benefitfocus even though While you will receive diagnostic and basic
no premium is charged. the greatest benefits for treatments, but ONLY
preventive, diagnostic when a Delta Dental
Preventive services in-network dentist
provided by out-of and restorative work with
in-network providers, this provides the care.
network dentists are
covered at the in-network plan also allows you to Very little coverage is
rate and may be subject use non-network dentists provided when using
to balance billing. at a reduced level of non-network dentists.
coverage.
ANNUAL DENTAL PREMIUMS
Dental coverage will be offered by Delta Dental in 2022. Dental premiums
are lower, though the plans and coverage are the same.
RESOURCES
For plan details:
Delta Dental has two dental networks: PPO and Premier. Our plan has the
same coverage for both networks. Visit the Benefits website at
purdue.edu/hr/Benefits/
Delta Dental Delta Dental Delta Dental dental/index.php
Preventive Only Option 1 Option 2 or visit Delta Dental at
deltadentalin.com.
2022 Annual Dental Premiums
Call Delta Dental at
Employee Only $0 $289.08 $97.44 800-524-0149.
Employee & Children $0 $725.04 $228.84
Employee & Spouse $0 $587.64 $199.44
Employee & Family $0 $1,102.56 $358.68
15PHYSICAL HEALTH
VOLUNTARY BENEFITS
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,
Accident medical treatment, hospitalization,
Insurance diagnostic testing, follow-up care,
transportation/lodging
Payable when diagnosed with
Critical Illness covered critical illness (i.e. heart Voya
Insurance attack, stroke, cancer, coronary
artery bypass graft)
You, your spouse or
Hospital stays due to accident children up to age 26
Supplemental
or illness (includes maternity
Hospital Insurance
hospitalization)
Additional coverage (in addition
to Purdue-provided basic $15,000
Supplemental
for benefits-eligible employees);
Accidental Death & Securian
available in varying amounts;
Dismemberment
Evidence of Insurability (EOI) never
required
16FINANCIAL
WELLNESS INCENTIVES
The Healthy Boiler Incentive Program is back again!
For 2022, we've enhanced the incentive program to reward more comprehensive wellness efforts.
Benefit-eligible employees have several opportunities to earn incentives, which are deposited into your
HSA or HRA to help pay for healthcare expenses.
The Healthy Boiler Incentive Program runs from Jan. 1 – Dec. 31, 2022.
purdue.edu/hr/CHL/healthyboiler/index.php
HSA/HRA INCENTIVE ACTIVITIES Employee Employee Employee Employee
Only & Spouse + Children & Family
Purdue Base
$200 $400 $400 $400
Contribution
Note: You must first upload the
provider form for your annual Employee Employee
physical to the Healthy Boiler Incentive $450* $450*
$450* $900*
portal BEFORE you can earn Maximum Spouse Spouse
additional rewards. $450*" $450*
Complete Annual Physical $150 $150 $300 $150
STEP 1 Upload provider 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
STEP 2
(OPTIONAL) 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 on the Healthy Boiler portal to show completion
Visit the portal for specific screenings based on age and sex
*Amount awarded is based on coverage level elected within a Purdue medical plan. EE+Spouse and Family levels - both employee and
spouse may earn independent of the other. EE+children - only the employee needs to complete the activity to earn amounts. Employees
who opt out of the medical plan may earn employee-only amounts.
17FINANCIAL
HEALTHCARE SPENDING ACCOUNTS
Purdue deposits money in your Health Savings Account (HSA) or Health
Reimbursement Arrangement (HRA) each paycheck to help with the cost of
your eligible medical expenses.
DO YOU QUALIFY FOR AN HSA? MAXIMUM
HSA CONTRI BUTI O N
Participating in one
of Purdue’s CDHPs
qualifies you for an
HSA, but IRS rules
Answer these questions
to determine your eligibility. $3,650 EMPLOYEE
may make you
ineligible or affect
the tax status of
• Are you on any form of Medicare or collecting
Social Security? See page 29 for eligiblity
guidelines.
$7,300 EMPLOYEE PLUS
your account. • Do you have non-high-deductible medical
insurance coverage outside of Purdue? REMEMBER!
• Do you use Veterans Administration benefits or The maximum contribution
TRICARE benefits? limits are for employer and
• Does your spouse have a Health Care employee contributions
Flexible Spending Account (FSA) or a Health combined.
Reimbursement Arrangement (HRA)? The amounts you receive
from Purdue and the
If you answered YES to Healthy Boiler incentive
If you answered NO to any of these questions, should be included
all these questions, you you will have the when you calculate the
qualify for an HSA. opportunity to enroll in max amount you can
an HRA. contribute for the year.
Catch-up contributions:
Purdue Annual If you are an employee
$200 - Individual $200 - Individual
Contribution age 55 or older, you may
$400 - Family $400 - Family
Amount contribute an additional
$1,000 in 2022.
Yes. Funds available after No, but you can
Employee Can
payroll deductions each contribute to to a Health
Contribute
pay period Care FSA
Who Owns Account You Purdue
Carries over year to year Unused funds revert
and always belongs to you; back to Purdue following
Carry-over Limits
passes to beneficiaries in the runout period at the
event of death end of the plan year
Compatible FSA Limited Purpose FSA and Health Care FSA and and
Types Dependent Care FSA Dependent Care FSA
18FINANCIAL
HEALTHCARE SPENDING 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? 2021 MAX IMUM FSA
CONTRIBUTI O N *
The type of FSA you can have depends on whether you have contributions
going into an HSA. If you have an HSA, you may also elect a Limited Purpose
FSA. If you don't have an HSA, you may elect a Health Care FSA. $2,750
HEALTH CARE OR
Limited Purpose FSA Health Care FSA LIMITED PURPOSE FSA
Funding Account
Used With
HSA Compatible with HRA
$5,000
Medical, Dental, Vision, DEPENDENT CARE FSA
Eligible Expenses Dental, Vision
Prescription
Funds Available Full amount available Jan. 1 or upon effective date
DID YOU KNOW?
You can use pre-tax dollars
to pay for dependent child
2022 Claims Incurred between Jan. 1 - Dec. 31, 2022 care (under age 13) and
adult care while you (and
2021 Claims: March 31, 2022 your spouse, if you file
Deadline to 2022 Claims: March 31, 2023 jointly) work, look for work,
Submit Claims or attend school full-time?
(All claims must be incurred by Dec. 31 of previous year.)
Examples: Day care
facilities, day camps,
Forfeited Funds Remaining 2022 funds forfeited after March 31, 2023 after-school care, senior
centers, private sitter
(not immediate family),
Keep your receipts in case the IRS ever asks you
elder care
to confirm use of funds. The IRS also requires FSA
Receipts
purchases to be substantiated if they are not done so Dependent care flexible
automatically at the point of sale. spending accounts are
independent of medical
plan, HSA or HRA
enrollment.
ALL PRE-TAX ACCOUNTS ARE TO BE USED
*2022 contributions limits were
S O L E LY F O R E L I G I B L E E X P E N S E S T H AT A R E not released by the IRS at the
NOT COVERED BY YOUR MEDICAL PLAN. time of publication.
19FINANCIAL
WELLNESS PROGRAMS
Financial wellness can impact both your physical and mental health. That’s why we
provide education and guidance to help you secure your long-term financial well-being.
BENEFITS TO PROTECT YOUR FINANCIAL HEALTH
Coverage
Term life insurance equal to one-and-a-half times your annual budgeted salary; coverage
Life Insurance
options also available for spouse and children
Income continuation during long periods of illness or injury resulting in temporary or
Long-Term Disability
permanent disability; automatic enrollment upon hire for 65% of your salary
Income continuation during short periods of illness or injury for which you would
Short-Term Disability otherwise be paid sick leave, including pregnancy; pays you a benefit equal to 65 percent
of your budgeted salary for the days or weeks you remain disabled
Tuition remission or reduced tuition for employees, spouses and children at Purdue
Tuition Assistance
University and Purdue Global
Employee Discounts Discounts from area retailers; available to all faculty, staff and retirees
Universal Life
Broader life insurance that builds cash value and has withdrawal/loan options
Insurance
Auto/Home Automotive, homeowners coverage and a wide range of other property and casualty
Insurance* insurance products
Free basic legal services offered through Securian life insurance
Legal Services MetLife Legal Plan: Assistance with family/personal law, financial, home and real estate
civil lawsuits, future/estate planning, wills/estate planning, identity management, vehicle
and driving, elder care issues; free in-network/set fees out-of-network
Coverage that pays benefits for services you or family member receive in your home, an
Long-Term Care
assisted living facility or a nursing home
FIDELITY INVESTOR CENTER
purdue.edu/hr/Benefits/retirees/FidelityInvestorCenter.php
Education, guidance and assistance related to retirement plan investments
Appointments available from 8:30 a.m. to 5 p.m., Monday – Friday
Located in Purdue Memorial Union, West Lafayette campus
20FINANCIAL
RETIREMENT & SAVINGS
Financial wellness can impact both your physical and mental health. That’s why we provide
education and guidance to help you secure your long-term financial well-being.
PURDUE RETIREMENT PLAN OPTIONS
HEALTH
purdue.edu/hr/Benefits/retirees/index.php SAVINGS
Planning and saving for retirement is an important responsibility
ACCOUNT
Available to those on
throughout your working years. We offer multiple plans, and eligibility
one of Purdue’s CDHPs,
is based on the job role you have at Purdue.
both you and Purdue can
contribute funds pre-tax.
PURDUE STANDARD RETIREMENT AND SAVINGS PLANS (PSRS) You can then use funds
on eligible expenses
Tenure-track Faculty, Management, Professional, Executives
for yourself and tax
dependents.
Exempt 403(b) 401(a) Mandatory 403(b) Voluntary 457(b) Voluntary
Base Defined Plan Retirement Savings Plan And, funds roll forward
Contribution Plan Savings Plan year to year and always
belong to you.
University Employee Optional employee Optional employee Beginning at age 65, HSA
contribution of 10% contribution of contribution contribution funds can be used for any
annual pay + 10% 4% annual pay only only expense without penalty.
any summer salary However, funds used on
ineligible expenses (non-
healthcare) are taxed.
PURDUE MATCHING RETIREMENT AND SAVINGS PLANS (PMRS) PURDUE DEPOSITS
Service, Support, Operations/Technical (closed group) hired 9/9/2013 and after
TO YOUR HSA:
403(b) Non-
Exempt Defined
Contribution Plan
403(b) Voluntary
Retirement Savings Plan
457(b) Deferred
Compensation Plan
$200 EMPLOYEE
University contribution
of 4% annual pay
Automatic employee
contribution of 5%*
Optional employee
contribution only $400 EMPLOYEE PLUS
Matching University contribution
up to 4% (Deposited in 403(b)
And, Purdue will
Defined Contribution Plan)
more than double its
* May change your contribution at any time contribution if you
participate in the
Healthy Boiler Incentive
Program.
21BEHAVIORAL
HEALTH PROGRAMS
As you work to improve your overall health and wellness, it’s important to include your
behavioral health as well. People who are mentally and emotionally healthy develop
positive relationships, maintain perspectives and are better equipped to cope with
life’s challenges.
Purdue and our community have a variety of mental health resources
available to employees. Read more about them here. A NTHEM
LI V EHEALTH
ONLI NE
SUPPORTLINC
PSYCHOLOGY
SupportLinc (username: purdue) is our employee assistance program livehealthonline.com/
(EAP) for benefits-eligible faculty and staff on the West Lafayette psychology
campus and their dependents covered on a Purdue health plan.
• Online access to
When you speak to a SupportLinc Care Advocate, you’ll be referred to
licensed therapists
counselors that match both your clinical and cultural needs.
• Assistance with
SupportLinc eConnect®: Quick access to talk/chat with a counselor common behavioral
Textcoach® mobile app: Option to exchange texts with a licensed issues such as grief,
counselor for up to six weeks anxiety, stress,
depression and
Animo: Personalized digital resource to help strengthen mental
more
health and overall well-being
Navigator: Online short survey that provides personalized guidance
for program support
PSYCHIATRY
livehealthonline.com/
Purdue Fort Wayne: psychiatry
EAP for employees is provided by the Bowen Center • Online access to
Purdue Northwest: board-certified
EAP for employees is available through New Avenues psychiatrists
• Assistance with
issues such as
stress, depression,
CENTER FOR HEALTHY LIVING medication
concerns, panic
Free behavioral health counseling and referral services attacks and more
Assistance with personal, family or job-related issues
Convenient appointments at our on-site health center
22
CENTER FOR
HEALTHY LIVING
$0 COUNSELINGSOCIAL
WELLNESS PROGRAMS
Because social wellness is important, the Healthy Boiler Program promotes
opportunities that bring people together.
This happens in a variety of ways—through wellness programs, at our on-campus workout facilities, or in
one of our cultural, leadership or faculty centers. Wherever it takes place, the goal is the same: contributing
to individual and collective well-being through social togetherness.
SHARING HEALTHY LIFESTYLE GOALS LEA DERS HIP
A great way to bond with others and make connections is by sharing
DEV ELOP MENT
health and wellness goals. At Purdue, we encourage employees to
come together to support one another.
SUSAN BULKELEY
BUTLER CENTER FOR
LEADERSHIP
WELLNESS COMPETITIONS/CHALLENGES EXCELLENCE
Department, team and individual competitions foster an purdue.edu/butler/
environment focused on well-being and encouragement. • The center is
dedicated to
Track your progress in the Healthy Boiler Portal. Challenges may
inclusive leadership
qualify for incentive points.
and increasing
an individual’s
BOILERMAKER HALF-MARATHON & 5K; capacity for growth
and professional
500 FESTIVAL EMPLOYEE WELLNESS CHALLENGE development.
Participate in annual mini-marathon. Runners and walkers at all
levels are encouraged to participate. CENTER FOR FACULTY
Training resources available, including health coaches at Center for SUCCESS
Healthy Living. purdue.edu/advance-
purdue/
• This campus
center is focused
on developing
programming and
ON-CAMPUS WORKOUT FACILITIES implementing
activities and events
Educational, friendly and safe atmosphere for a healthy for faculty.
and active lifestyle. Membership options for employees,
retirees and their families.
23WORK-LIFE
INTEGRATION BENEFITS
You are your best self when you have work-life integration. In addition to our
family-friendly benefits, we offer several resources to help working families
balance the needs of both home and work.
FAMILY-FRIENDLY BENEFITS CARE SUPPO RT
purdue.edu/familyfriendly CHILD CARE SERVICES
purdue.edu/hr/
Purdue is proud to offer family-friendly benefits that help our familyfriendly/
employees meet today’s work-life demands. Our family-friendly purdueChildcare/
benefits and practices include: • Three on-site child
care centers
Parental leave Stopping tenure clock
FMLA Vacation
Bereavement leave Paid holidays
CHILD CARE REFERRALS
purdue.edu/hr/
Flexible and remote work Unpaid leave familyfriendly/off_
Military leave Personal business days Campus/Index.html
• Free child care
Sick leave Autism coverage
referral line
Sabbatical leave of absence Lactation support program • Enhanced referrals
available (for a fee)
for those with special
CARE@WORK needs care
purdue.care.com ELDER CARE SUPPORT
purdue.edu/hr/
This additional benefit for Purdue employees provides the ability familyfriendly/family_
to search and find affordable caregivers – including childcare, resources/eldercare.html
senior care and pet care – along with other services. • Elder care information
and resources
Childcare Pet care Housekeeping
Senior care School support Back-up care
PET INSURANCE
purdue.edu/hr/Benefits/LVB/petInsurance.php
Financial protection for pet expenses; no pre-approval for
providers; covers treatments, surgeries, lab fees, X-rays
24OPEN 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 2022 are:
• $750 annually for employees who earn less than $46,900
and elect the employee/spouse or family plan. THE WORKING SPOUSE
• $1,500 annually for those who earn $46,900 or higher and PREMIUM WILL BE
elect the employee/spouse or family plan. WAIVED IF YOU’RE COVER-
With this process, we know there will be questions on whether or ING A SPOUSE WHO IS:
not the premium applies to you. You will have the Working Spouse • Employed or self-employed
Premium added only if all of these conditions are met: outside of Purdue with no
• Your spouse is employed or self-employed with access to a access to coverage that
group plan at their place of employment meets criteria
• Your spouse’s employer pays at least 50% of an employee- • Employed or self-employed
only premium and takes outside coverage
(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
Still not sure if the Working Spouse Premium Premium Waiver Form and
applies to you? Download our Working Spouse upload it into Benefitfocus.
Guide.
The deadline to upload is
Dec. 1, 2021, or the working
spouse premium will be
applied.
25OPEN ENROLLMENT
IMPORTANT REMINDERS
TOBACCO CERTIFICATION STATUS
NEW DEPENDENTS?
Each year you will need to re-certify your tobacco status in If you’re enrolling
Benefitfocus. dependents for the
first time, remember
• Certified tobacco users: Status does not roll forward with
to upload the required
charge of additional tobacco-user premium.
documentation to the
• Certified non-tobacco users: Status does not roll forward Benefitfocus system.
without additional premium. Enrollment is not
• Certified tobacco user with approved waiver for 2021: complete without this
Status will need to be re-certified in Benefitfocus for 2022. documentation.
If you do not re-certify, you will default to tobacco-user status
and the additional tobacco-user premium will apply to both you More information on
and your spouse, if applicable. required dependent
documentation.
Tobacco users will have the option of completing an approved
tobacco cessation program to avoid the $1,000 per person
additional tobacco-user annual premium charge.
The tobacco cessation program must be completed in 2022 and
generally take 6 weeks to complete.
Completed program certificates submitted between Jan. 1 and
March 31, 2022, will result in lower premiums for all of 2022.
Completed certifications submitted after March 31, 2022, will reduce
premiums for the remainder of the plan year only.
For details, visit purdue.edu/hr/Benefits/medical/
tobaccoCessation.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 29 or visit the Benefits website.
26OPEN 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.
Open enrollment is Oct. 26 to Nov. 9 at 6 p.m. (ET). Sign in to
1 Benefitfocus at one.purdue.edu.
Click the Faculty & Staff Benefits Open Enrollment banner at the
2 top of the page or the “Benefits Enrollment – Active” icon.
Log in with your Purdue career account username and BoilerKey.
3 Don’t know your username or BoilerKey? Call:
West Lafayette: 765-494-4000
Fort Wayne: 260-481-6030
Northwest: 219-989-2888
Click the gold Get Started button to begin enrolling.
4 You can enroll for
2022 benefits, make
Follow the prompts to review your profile information, make changes
5 to dependents and answer survey questions.
updates during
open enrollment or
To update any profile information, such as home address, please qualifying life events,
follow the instructions in the quick reference guide here. and stay connected
with benefit education
and support tools–all
6 Select your plan choices and review/record beneficiaries. from the palm of your
hand!
Once you’ve reviewed the benefit plans, scroll to the bottom of the Download the
7 page, check “I have reviewed the information above” and choose Benefitsplace app
Complete Enrollment when you are ready to submit your enrollment. from Google Play for
Review your confirmation and choose Continue to Next Page. Android devices or the
App Store for Apple
Once you’ve completed your enrollment, save or print the Employee devices.
8 Summary Report, that appears on the next screen or located on the
“Manage Your Benefits” page. This serves as your confirmation of
benefits and provides proof of your enrollment.
Confirm benefits and dependents listed are accurate.
9 You may log in and submit any changes until Nov. 9 at
6 p.m. (ET). No changes will be accepted after that time.
27OPEN ENROLLMENT
BENEFITS CHECKLIST
If you wish to make changes to your current benefits, you must log into Benefitfocus
and make your elections for 2022.
Familiarize yourself with your Elect Health Savings Account (HSA) or
benefit options. Health Reimbursement Arrangement (HRA).
Review this guide and visit purdue.edu/hr/ Enrollment in a CDHP makes you eligible for
benewell for more detailed explanations and an HSA or HRA. Purdue will make an annual
helpful educational tools. employer contribution ($200 individual/$400
family) into your eligible account. Deposits will
be made each paycheck.
Select your medical coverage.
Remember, for HSAs, your annual
You have a choice of three consumer-driven contribution and Purdue’s cannot exceed the
health plans (CDHPs). Be sure to review IRS limit of $3,650 for employee only coverage
them carefully. or $7,300 for family coverage.
Note: There is only one option for individuals
with a J-1 Visa. Decide if you want a Health Care Flexible
Spending Account (FSA).
Select your dental coverage. If you have an HSA, you may also elect a Limited
You can choose one of Purdue’s three Purpose FSA; if you don't have an HSA, you may
dental plans. elect a Health Care FSA.
Remember: FSAs are use-it-or-lose-it, so
Select your vision coverage. carefully consider the amount you want to
Vision coverage is separate from our medical contribute up to $2,750 for an FSA or LPFSA.
plans. Purdue provides this benefit at no cost
to you and your dependents. You can elect Determine if a dependent care FSA
vision coverage even if you are not enrolled is right for you.
in a Purdue medical plan. If you want a dependent care FSA to help you
pay for eligible dependent care expenses, child
Understand your options if you will or elder care costs, choose the amount you wish
retire in 2022 and/or will turn 65 and to contribute (up to $5,000 annually).
draw Social Security benefits in 2022.
Attend a session specifically designed to Make other benefit choices to protect you
answer your questions about these important and your eligible dependents.
topics. If you still need help, schedule a Review options for short-term disability,
one-on-one session with Fidelity or with a voluntary life insurance, AD&D, supplemental
retirement benefits counselor. hospital, accident insurance, critical illness, legal
and universal life insurance.
Review all dependent social security
numbers (SSN) and dates of birth. Review your beneficiaries on plans to
In order to get reimbursed from HRA for make sure they are accurate.
eligible expenses incurred by dependents,
their SSN must be on file.
28OPEN ENROLLMENT
RESOURCES
RESOURCES
PURDUE.EDU/BENEFITSENROLLMENT
We understand that making benefit choices may require some big NEED ASSISTANCE?
decisions. There are a lot of things to consider. We want to make • E-mail hr@purdue.edu
sure you have the tools and resources you need to answer questions, or send a secure
understand terms and evaluate the benefit plans 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 and will be
sent via email to every benefits-eligible employee. West Lafayette:
Call 765-494-2222 or
toll-free at 877-725-0222
Fort Wayne:
PRESENTATION & LABS Email hr@pfw.edu or
call 260-481-6840
We will not be holding general presentation sessions in person Northwest:
this year. However, HR Benefits is partnering with our HR business Email hr@pnw.edu or
partners to offer virtual presentations for each department or call 219-989-2251
academic unit.
Please allow us time to
The Purdue Northwest (PNW) and Purdue Fort Wayne (PFW) respond to your message
campuses also have resources available on the dedicated enrollment or email as our call volume
website. increases as we prepare for
and during open enrollment.
ONE-ON-ONE ASSISTANCE
We’ll offer virtual one-on-one meetings (via Microsoft Teams
or phone) with a Benefits team member between Oct. 11 and Oct. 15.
You can discuss topics like the CDHP medical offerings,
how prescriptions are covered, voluntary plan options and more.
Visit purdue.edu/benefitsenrollment for more details.
29without a qualifying life event. Note changes make
SPECIAL RULES REGARDING take 1-2 pay periods to take effect.
MEDICARE AND YOUR HSA • Check and update your beneficiary information
There are special rules about Medicare coverage and for term life insurance and accidental death
HSA contributions. If you’re age 65 or older, you’ll and dismemberment coverage. (Retirement
want to consider the following: beneficiaries can be updated on Fidelity’s website;
• Neither an employer nor the employee can make HSA beneficiaries can be updated on HSA Bank's
pre-tax contributions to an HSA if the employee has website.)
Medicare Part A or B.
• If you do not draw Social Security benefits, LIMITED BENEFIT CHANGES
you are not required to start Medicare Part A or B at
Generally, benefit changes are limited to open
age 65.
enrollment.
• If you are not receiving Social Security and have
There are few exceptions to this rule. Change in family
declined Medicare, but your spouse is covered under
status rules allow you to make some related benefit
Medicare, you can still use your HSA funds to pay
changes during the plan year due to a qualifying life
for your spouse’s expenses. As the account owner,
event, such as marriage, birth, etc.
your participation in Medicare is what determines
eligibility, not your spouse’s participation. • No medical plan change: You may not choose
a different medical plan because of a change in
• If you receive Social Security benefits, you are
family status, but you may be able to add or drop
automatically enrolled in Medicare Part A, so you
dependents.
are not eligible to make or receive pre-tax HSA
contributions. • No Health Care FSA/LPFSA change: You’re not
allowed to make any change to your FSA/LPFSA
• If you begin Social Security benefits during 2022,
during the plan year.
Social Security will automatically award you
Medicare benefits retroactively. Your Medicare start • 31 days to make changes: You must make changes
date will be the month of your 65th birthday, or six within 31 days of the qualifying life event, or you’ll
months prior to the month in which you apply for have to wait until the next open enrollment period or
Social Security benefits. another qualifying life event to make changes.
• If you have Medicare, you can still elect a Find more information about life event changes on the
consumer-driven health plan, but you are not Benefits website.
eligible to make or receive pre-tax contributions to
an HSA. You are eligible to receive funds in a Health
Reimbursement Arrangement (HRA). LEGAL NOTICES
Turning 65 in 2022? Know the facts about Medicare Purdue University complies with several laws regarding
and Your HSA benefit offerings. You can now view these notices
online. As you enroll in your benefits, you will be asked
• If you or your spouse will turn 65 in the coming year, if you would like to receive these notices by mail or view
attend a presentation aimed to help answer many online. These include:
common questions about decisions you need to
• Wellness Program Legal Notice
make now. Watch this video to learn more about
Medicare and Social Security. • Notice of Privacy Practices
• Notice of Special Enrollment Rights
For more about Medicare and HSA rules:
• Women’s Health and Cancer Right Act of 1998
Call HR Service Center at 765-494-2222 or
• Mental Health Parity Act
email hr@purdue.edu.
• Health Care Reform Notifications
• Premium Assistance under Medicare and
YEAR-ROUND SERVICE Children's Health Insurance Program (CHIP)
You can access your benefits year-round through • Certificate of Creditable Coverage for
Benefitfocus. Medicare Part D
• Newborns' Act Disclosure
• Submit new elections and supporting
documentation when you have a qualifying life
event.
• Review your elected benefits.
• Change how you’re contributing to your HSA.
HSA contribution changes can be made at any time
30You can also read
