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Those employees providing medical coverage to a spouse or domestic partner may be subject to the Working Spouse/Domestic Partner fee. This will automatically be added to your health insurance payroll deduction each pay. The fee may be waived if your spouse/partner meets any of the following criteria:

• If your partner is also employed at »ÆÉ«Ö±²¥.
• If your partner is retired, unemployed or is self-employed.
• If your partner does not have health coverage available through their employer
• If your partner is employed part-time

The Affidavit of Spousal/Domestic Partner Insurance Status form (PDF) must be submitted annually by all employees providing medical coverage to a spouse or domestic partner. The deadline to submit this form is November 22, 2024.

PLEASE NOTE: If your spouse/partner meets any of the fee waiver criteria, and the form is not received by the Employee Benefits Office by November 22, the fee will be added to your 2025 pay until the form is received. Any surcharge taken prior to submission of the form will not be refunded.

For complete information, visit the Working Spouse/Domestic Partner Fee webpage.

The Healthcare Comparison Modeler has been updated for the 2025 plan year and is available to help with comparing your healthcare options.

• Preventive care is covered 100% with in-network providers
• Higher monthly premiums
• Deductible for in-network providers: $300 for single coverage and $600 for family coverage.
• Coinsurance for in-network providers: 15%
• Office co-pays for non-preventive healthcare services:
  • $15 for primary care doctors
  • $30 for specialists
  • Co-pays do not go toward meeting your deductible
• Out of Pocket Maximum for in-network providers
  • $1,500 for single coverage ($1,200 AAUP)
  • $3,000 for family coverage ($2,400 AAUP)
• Optional Healthcare FSA and/or Dependent Care FSA
  • Contribution is taken pre-tax
  • Full amount is front-loaded at the start of the plan year
  • No employer contribution
  • Amounts cannot be changed during the plan year unless a qualifying event occurs
  • Use it or Lose it
    • Funds must be used by March 15, 2026
    • Leftover money will be lost

• Preventive care is covered 100% with in-network providers
• Lower monthly premiums
• Deductible for in-network providers:
  • $3,300 for single coverage
  • $5,400 for family coverage
• No Coinsurance for in-network providers
• No Co-pay
• Out of Pocket Maximum for in-network providers
  • $3,300 for single coverage
  • $5,400 for family coverage
• Opportunity to invest in a Health Savings Account (HSA)
  • Contribution is taken pre-tax
  • »ÆÉ«Ö±²¥ contributes to all employee HSAs:
    • $1,300 for single coverage
    • $2,000 for family coverage
    • available after the first payroll of the year!
  • Funds roll over year-to-year
  • Savings can be invested for greater potential growth
• Optional Dependent Care FSA
• Preventive Therapy Drug List (PDF) 

For complete information, visit the FSA and HSA webpage.

When enrolled in the High Deductible Health Plan, you will be charged a negotiated price for your prescriptions until your HDHP annual deductible is met, unless those medications are on the Preventative Drug List. Any money paid toward prescriptions will count towards meeting your annual deductible. Once your deductible is met, your prescription co-insurance will apply (see below).

• 10% coinsurance of the negotiated price for generic medications
• 20% coinsurance of the negotiated price for brand-name prescriptions when a generic equivalent is not available
• 40% coinsurance of the negotiated price for brand-name prescriptions when a generic equivalent is available

For more information about your prescription coverage, visit our .  You can contact CVS/Caremark at 1-888-202-1654 for pricing information for prescriptions under the HDHP plan.

If you or your dependents are taking prescriptions appearing on the Preventive Therapy Drug List (PDF), the cost of that drug is not subject to your deductible. However, co-insurance will apply as stated above and the co-insurance amount will be applied toward your combined medical/prescription maximum out-of-pocket deductible.

Sometimes employees have other insurance through their parents or a spouse/domestic partner. If you have other insurance, you are welcome to opt out of university coverage, and you might even be eligible for opt-out incentive payments of $50 per pay (up to $100 per month).

Remember that opting out means that you chose not to receive the medical, vision, prescription, and dental benefits through »ÆÉ«Ö±²¥. To receive the cash incentive, you will need to submit an affidavit of alternate coverage every year. Also, please note: if you are covered by »ÆÉ«Ö±²¥'s insurance, even if you are not the policyholder, you are not eligible for the incentive payment.

If you opt out and lose insurance coverage during the plan year, you can enroll in »ÆÉ«Ö±²¥'s plans under a Qualifying Event. Contact us at benefits@kent.edu within 31 days of the qualifying event to enroll or make any necessary changes to your benefits.