Open Enrollment Information

Wellness Incentive

Regardless of the medical insurance plan you choose, an additional annualized incentive of $250 for single coverage, or $500 for all other coverage levels is being offered for employees who confirm their completion of a wellness activity in Benelogic. Incentives will be distributed through either (1) additional deposit to your HSA account for those enrolled in the HDHP OR (2) through an equivalent reduction to your medical benefit payroll deduction for those enrolled in the PPO $400 plan in 2027. The additional incentive to your HSA will be split into two deposits. 

HSA employer contributions will be deposited as follows:

• Single without Wellness - $750, With Wellness - $1,000
• Family without Wellness - $1,500, With Wellness - $2,000

You will receive the first half of the deposit in January 2027 and the second half in July 2027.

Opting Out of Medical Insurance

• Full-time benefit eligible employees who do not enroll in one of the university's medical plans may be eligible for a medical opt out payment based on the table below. Eligible employees must show proof of alternative medical coverage AND affirm completion of a wellness activities in Benelogic.
• If you have already provided proof of alternate coverage and your medical insurance has not changed, you do NOT need to resubmit your documentation. However, you must affirm completion of a wellness activities in Benelogic in order to be eligible for the medical opt out payment prior to the end of the open enrollment period.
• The university will continue the process of ending the $1,200 annual medical opt out payment. Details are listed in the table below.

Spousal Exclusion from Medical Plans

The university will continue to apply a spousal exclusion provision for its medical plans. If your spouse is currently eligible for medical insurance coverage through their employer, they will not be eligible to enroll in a Wilkes medical insurance plan.

Should your spouse not have access to medical insurance through an employer and you choose to enroll them in medical benefits, you will receive further instructions on providing appropriate documentation at the conclusion of the open enrollment period. Employees will need to resubmit the documentation each year they choose to cover a spouse.

Dependent children will continue to be eligible for medical benefits. Employees may still enroll both dependent children and spouses in dental and vision benefits.

Spousal Exclusion Forms

• Spousal Coordination Affadavit  (.pdf)
• Spousal Coordination Affadavit for Employer  (.pdf)
• Domestic Partnership Affadavit  (.pdf)

High Deductible Health Plan (HDHP $2000)

• Will continue to be offered as an option with associated Health Savings Account (HSA)
• No changes to plan design
• No premium rate increase – rates based on annual salary
• Employees who enroll in the High Deductible Health Care Plan will receive a deposit from the University into their HSA in the amount of $750 for single coverage, or $1,500 for all other coverage levels
• Employees may choose to also fund their HSAs through pre-tax payroll deductions, up to the 2027 annual maximums of $4,500 single and $9,000 for all other coverage levels. These maximums include both employer and employee contributions to the account.

IMPORTANT NOTES for HDHP Subscribers with Secondary Medical Insurance Coverage

IMPORTANT NOTES for HDHP Subscribers with Secondary Medical Insurance Coverage

If you have secondary medical coverage (Medicare included) and your secondary plan is NOT another HDHP, you are ineligible to enroll in the Health Savings Account and receive funding (employer and employee).

If you are 65+ and enrolled in Medicare Part A and/or Part B, you are ineligible to enroll in the Health Savings Account and receive funding (employer and employee). The employer funding will be provided through payroll, not directly into an HSA account.

PPO $400 (with and without wellness incentive)

• Will continue to be offered as an option
• No changes to plan design
• No premium rate increase – rates based on annual salary

Mental Well-Being for HDHP $2000 and PPO $400

• Highmark has partnered with Spring Health to provide a Mental Well-Being solution, which includes a 24/7 virtual care program with tools, coaching, and clinical mental health support for members 6 years of age or older. Please refer to the Open Enrollment Presentation for more information.

Telemedicine

• Your telemedicine benefit will remain with HealthiestYou

Other Spending Account Options

IF YOU DO NOT RE-ENROLL, YOUR SPENDING ACCOUNT ELECTIONS WILL NOT ROLL OVER TO PLAN YEAR 2027. Be sure to log in to Benelogic to reaffirm your spending account elections!

Dental Insurance

• No changes to provider or plan design
• No premium rate increase

Vision Insurance

• No changes to provider or plan design
• No premium rate increase

Voluntary Cancer Insurance through Sun Life

• No changes to provider or plan design
• No premium rate changes for any tier