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Human Resources

Consumer Core HDHP/HSA Plan

High Deductible Health Plan (HDHP) is an in-network medical plan design. Features of this plan include:

  • In-network preventive care exams are covered at 100%. Therefore, those who enroll in the Consumer Core HDHP are encouraged to take an active role in their health care decisions and ask detailed questions of their health care providers, such as, “will this test be coded as preventive or diagnostic?"
  • All eligible medical and pharmacy expenses, for the employee plus his/her covered dependents, contribute toward the calendar year deductible and out-of-pocket maximum.
  • For non-preventative services, coverage begins after a calendar year collective deductible ($1300 individual, $2,600 for employee +1 or family) has been satisfied.
  • After the calendar year deductible has been met, the participant then pays co-insurance (10% for medical and 20% / 30% / 40% for pharmacy depending upon tier) on eligible expenses until the calendar year out-of-pocket maximum ($2,500 individual, $5,000 for employee + 1 or family) has been satisfied.
  • Once the calendar year out-of-pocket maximum has been met, covered expenses are paid at 100% for the remainder of the calendar year.

Consumer Core HDHP/HSA Plan Summary

Consumer Core HDHP/HSA FAQs

Consumer Core HDHP Per Paycheck Premiums (July 1, 2016 through June 30, 2017)

Consumer Core HDHP/HSA Plan Certificate of Coverage (COMING SOON!)

A Health Savings Account (HSA) is a tax-advantaged account for participants enrolled in a HDHP.  HSA Bank is the administrator for CIGNA’s HDHP/HSA account (CIGNA Choice Fund).  

  • Only qualified expenses, as allowed by the IRS, are eligible for reimbursement from an HSA on a tax-free basis.
  • Unlike the Flexible Spending Account, unused HSA funds rollover from plan year to plan year.
  • To be eligible, the employee must be enrolled in a HDHP and must not be covered by any other health insurance that is not a HDHP.
  • The funds in the HSA are owned and controlled by the employee/account owner. It is his/her responsibility to keep track of all deposits and expenditures and to retain all receipts. The employee is responsible for determining whether or not a particular expense is considered to be a qualified medical expense.
  • The funds can be used for any person treated as a qualified dependent on the employee’s federal tax form, even if the dependent is not enrolled in the HDHP.
  • In addition to pre-tax contributions via payroll deduction, contributions can also be made to an employee’s HSA by others (e.g., relatives). However, the employee receives the benefit of the tax deduction. The maximum contribution for 2016 is $3,350 if an employee elects individual HDHP coverage and $6,750 if he/she elects employee + 1 or family HDHP coverage.
  • Employees aged 55+ during the July 1, 2016 – June 30, 2017 plan year may elect to contribute an additional $1,000 to the HSA. (Please contact the University Benefits office, after you have made the HDHP/HSA plan election during Open Enrollment, if you are interested in taking advantage of this option.)
  • The HSA earns interest, much like a regular interest-bearing bank account. Interest is calculated daily and posted to the account monthly.
  • Once the HSA balance reaches $2,000, the employee may elect to invest the additional amount (in excess of $2,000) in options available through HSA Bank (fees and charges may apply).
  • Withdrawals for ineligible expenses are taxed and assessed a 20% tax penalty.
  • HSA account owners must file IRS Form 8889 with their federal tax returns.

Pace will send your enrollment to Cigna.   Upon receipt, Cigna will enroll you and your family (if applicable) in the HDHP and forward your eligibility to HSA Bank.   HSA Bank opens accounts for all complete enrollment records received, deposits $.01 into each employee account and performs the Customer Identification Program (CIP).

An interested employee should consult his/her tax advisor to determine the tax advantages and potential consequences associated with an HSA.

Employees who enroll in the HDHP/HSA and separate as a qualified retiree during the plan year will be required to elect a different plan option (with a higher monthly premium) in retirement. The HDHP/HSA plan is not offered to qualified retirees.