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Invest in Your Health

An HDHP, or High Deductible Health Plan, is a larger deductible, lower premium health insurance option available for your medical expenses. 

Unlike traditional plans that often have copayments and lower deductibles, HDHPs require you to pay more upfront for medical services until you reach your deductible, after which the plan covers 80% of eligible expenses up to the out-of-pocket maximum limit.

Find an in-network provider

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Did You Know?

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The HDHP, like the PPO plan, is administered by Blue Cross and Blue Shield of Alabama. You can utilize the same BCBS network whether you are in the state of Alabama or traveling out of state. 

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The HDHP allows you to pair with a Health Savings Account (HSA) for tax advantages. An HSA helps you pay for eligible medical expenses that are not covered by your insurance plan with pre-tax dollars.

professor teaching a class

There are higher out-of-pocket costs until you meet the deductible. However, the HSA can help offset some of these expenses with pre-tax dollars. Consider adding one or all our voluntary insurance products such as Group Accident, Hospital Indemnity, Group Cancer, and Critical Illness to help offset some of these expenses.

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For Auburn's HDHP plan, preventive care may be covered at no expense, even if you have not met your deductible. This can help you catch problems early and better manage your health.

Eligibility and Enrollment

  • Active full-time, non-student employees are eligible if the most recent appointment period is continuous for a minimum of one year (9 or 12 months as appropriate to the appointment).

  • Health insurance is offered to all employees who work an average of 30 or more hours per week over a measurement period. Graduate assistants and part-time employees who are not benefits eligible, but work an average of 30 hours or more weekly (1,560 hours/year) during a 12-month period, will be eligible under the Affordable Care Act (ACA) to participate in the Auburn University Health Plan. 

  • In addition, newly-hired part-time employees who may consistently work 30 hours per week (or 130 hours per month) for the first 90 days of part-time employment will be monitored to determine if they may be ACA-eligible to enroll in the Auburn University Health Plan. If determined to be ACA-eligible, the employee will be contacted directly by Benefits.

  • Participation in the program is optional.

  • There is no waiting period for pre-existing conditions.

  • New employees must enroll within 30 days of the date of beginning full-time employment.

  • All eligible full-time employees may apply for enrollment during the annual open enrollment period.

  • Employees experiencing a Qualified Life Event (QLE) must submit enrollment updates/change within 45 days of the event. (See the Qualified Life Events website for details).

Plan Design

 

In-Network Benefit

Preventive Care

The plan pays 100% for ACA-mandated preventive care benefits.

Deductible

Single - $2,500/Family - $5,000 (Benefits, except for preventive care, are not paid by the HDHP until the annual deductible is satisfied.) 

Coinsurance

The plan pays 80% after the deductible is met, until it reaches the out-of-pocket maximum, then the plan pays 100%. (in-network)

Out-of-Pocket Maximum

Single - $5,000

Employee + Spouse - $10,000

Employee + Child(ren) - $10,000

Family - $10,000

Premium Rates

  • Auburn contributes a portion of the biweekly or monthly premium.

  • The employee's share is deducted from their paycheck and is exempt from Federal, State, and FICA/Medicare taxes.

  • Premium rates for each year are effective from Jan. 1 to Dec. 31.

Employee Only

Pay Frequency

Employee Pays

Biweekly

$50.83

Monthly

$110.14

18-Pay

$73.43


Employee + Spouse

Pay Frequency

Employee Pays

Biweekly

$142.34

Monthly

$308.39

18-Pay

$205.60


Employee + Child(ren)

Pay Frequency

Employee Pays

Biweekly

$96.59

Monthly

$209.27

18-Pay

$139.51


Family

Pay Frequency

Employee Pays

Biweekly

$152.50

Monthly

$330.42

18-Pay

$220.28 


Out-of-Pocket Maximum

The maximum out-of-pocket is $5,000 for Employee Only coverage and $10,000 for the other coverage tiers. 

After the maximum is met, the plan will pay 100% of the allowed amount for the remainder of the year.

Health Savings Account

A Health Savings Account helps pay for eligible medical expenses that are not covered by insurance.

  • The account is owned by you, and not Auburn or AUM.

  • Both you and the employer are eligible to contribute to the HSA account. 

Triple Tax Benefits

An HSA offers triple tax benefits:

  • Contributions are pre-tax.

  • Earnings grow tax-free.

  • Withdrawals for eligible medical expenses are tax-free.

These benefits provide a way to save for healthcare costs while reducing taxable income.

hsa accordion

What's Eligible?

  • Most medical care that is subject to a deductible (copays, doctor visits, etc.)

  • Prescription drugs

  • Dental and vision care

  • Insulin (with or without prescription)

  • Flu shots

  • Emergency room visits

What's Ineligible?

  • Controlled substances

  • Cosmetic surgery

  • Medicines and drugs from other countries

  • Veterinary fees

  • Select insurance premiums

  • Nutritional supplements

 

ACA Preventive Drug List 

HSA Preventive Drug List

Publication 502 - Medical and Dental Expenses (IRS)

 

Employee Contributions

Employee HSA contributions are tax-free via payroll deductions. Unlike the FSA, an employee can change this monthly deduction throughout the year and contribute up to the following annual limits:

Plan

Limit

Single (Employee Only)

$4,300

Employee + Spouse

$8,550

Employee + Child(ren)

$8,550

Family

$8,550

  • The IRS treats any non-single contract as a family contract for deductibles, out-of-pocket expenses, and contributions.

  • Employees aged 55 and older can also contribute an additional $1,000 in “catch-up” funds each year.

  • Employee and employer contributions combined make up the annual limits.  


Employer Contributions

Auburn will also contribute to the employee’s HSA. The employee must open their HSA account to receive this money and contribute at least $60 annually.

Employees making $40,800+ annually

Employees making less than $40,800 annually

Single (Employee Only)

The employee will receive $250.*

The employee will receive $450.*

Employee + Spouse

The employee will receive $500.*

The employee will receive $900.*

Employee + Child(ren)

The employee will receive $500.*

The employee will receive $900.*

Family

The employee will receive $500.*

The employee will receive $900.*

* New HSA enrollments effective on or after July 1 will be prorated to 50% of the stated amount.

How Do I Become Eligible?

  • Have other health coverage*

  • Be enrolled in Medicare

  • Be claimed as a dependent on someone else’s tax return

Other health coverage does not include specific disease or illness insurance, accident, disability, dental care, vision care, and long-term care insurance.


Who Can Contribute to an HSA?


What are the HSA Contribution Limits for 2025?

Each year, the IRS sets contribution limits. These limits are for the total funds contributed, including company contributions, your contributions and any other contributions.

Item

Limit

Single (Employee only)

$4,300

Employee + Spouse

Employee + Child(ren)

Family

$8,550

Catch-up contribution maximum (ages 55 or older)

$1,000

Important to Note

  • For each month a person is HSA-eligible, they can contribute 1/12 of the applicable maximum contribution limit for the year.

  • The catch-up contribution limit is not adjusted for inflation and remains the same each year.

The contribution limit is not reduced for the year if the person turns 55 years old after Jan. 1.


Can I Enroll in an HSA if I am Not Participating in an HDHP?

No, you must be enrolled in an HDHP to be eligible to contribute to an HSA. Traditional health plans or other insurance coverage options do not qualify.


Who Can I Contact for Additional Questions About the HSA?

Contact HealthEquity at 1-866-346-5800 or visit www.healthequity.com for additional information. (The phone line is available 24/7/365.)

Prescriptions and Tiger Meds

If you enroll in the HDHP, you will pay the full retail price for your prescriptions until you reach the deductible. (The deductible is inclusive of both pharmacy and medical expenses.) After you reach the deductible, TigerMeds® will kick in and prescription copays will return to previous amounts:


Prescription Tier

AU Employee Pharmacy

(TigerMeds®)

In-Network

CVS/Target*

Tier 1

No co-pay

$15

$30

Tier 2

$10

$25

$40

Tier 3

$55

$55

$70

Tier 4

$85

$85

$100

Tier 5

Employees pay 25% co-insurance, a maximum of $800 per prescription.

* CVS/Target has chosen to remain a non-preferred pharmacy in 2025.


Preventive Medications

A limited amount of preventive medications is covered under TigerMeds® prior to reaching the deductible. These include medications for heart disease, diabetes, blood pressure, cholesterol, contraception, bone density, respiratory diseases, SSRIs for depression/anxiety, and diabetic devices and supplies.


TigerMeds®

The Auburn University Employee Pharmacy (AUEP) offers the TigerMeds® program as a benefit for Auburn University employees and their dependents who have AU medical insurance.

Through TigerMeds®, employees who transfer all of their prescription medications to the AU Employee Pharmacy (located on campus at 2155 Walker Building, inside the Harrison College of Pharmacy) can obtain most generic prescription medications free of charge ($0 co-pay).

Additional information on TigerMeds®

Mental Health Wellness

Auburn University offers dedicated resources to sustaining and enhancing the physical, psychological and emotional health of our employees and their dependents.

For additional information, email benefit@auburn.edu

Our Employee Assistance Program (EAP) is administered through Uprise Health (formerly American Behavioral). An EAP is a confidential assessment, counseling and referral service for all full-time, benefit-eligible employees and their eligible dependents who need help with issues in life to include:

  • Marital and family issues

  • Alcohol and other drug dependency

  • Stress-related issues

  • Financial/legal referrals

  • Emotional problems 

Call Uprise at 800-925-5327 or visit the Uprise website for more information. (Company Code: AUBURN)

Mental health coverage and substance abuse treatment are available to employees, dependents and retirees covered under the Auburn medical plan.

Uprise Health assists employees and families by identifying and working through conditions that may be a focus of clinical attention. While our EAP addresses everyday living problems, mental health benefits address clinical issues such as:

  • Depression

  • Anxiety

  • Abuse

  • Childhood trauma

  • Substance abuse

  • Other serious conditions

Auburn University along with Uprise offer a variety of resources to employees and dependents. These include short videos, longer webinars and articles on a variety of topics to help employees and their dependents of all ages.

Tobacco Premium

Auburn University employees who are enrolled in the health insurance plan do not have to pay the $20 per month tobacco premium if they certify that they (and their spouse/sponsored adult dependent, if applicable) are not tobacco users.

  • Employees must certify their tobacco use status to University Human Resources to avoid paying the premium. (An employee only has to certify once. Re-certification is not required.)

  • As an alternative, the employee and/or spouse/sponsored adult dependent may complete the Pack It Up program, which is available through the Auburn University Pharmaceutical Care Center, to avoid paying the premium. Contact the AUPCC at 334-844-8348 for more information.

Baby Yourself

Baby Yourself is a free maternity program from Blue Cross Blue Shield that includes:

  • A personal nurse to answer questions during and after pregnancy

  • Gifts and educational resources

  • Information on breastfeeding

  • An app to track the pregnancy

Call 1-800-222-4379 (or 733-7065 in Birmingham) for more information.

Key Documents

International Travel

Auburn University Health Plan participants can carry their healthcare benefits with them through Blue Cross and Blue Shield Global.

Blue Cross and Blue Shield of Alabama partners with the other Blues to provide this service for employees and the covered members of their family at no additional charge. This resource, BCBS Global Core, provides instructions for accessing medical care while traveling internationally.

Employees traveling outside the United States on University business should complete the Banner RAT50 on-line form in AU Access> Employee>self serve> RAT50.

Upon completion of the RAT50, with all approvals, the employee will be enrolled in the AU International Travel Emergency Plan with CISI/ AXA Assist and will be sent a CISI welcome package via email. 

The employee should follow the directions and download the CISI Traveler app. This app will contain the employee's insurance card, benefits and claim info. For more information email rat50@auburn.edu.

Dependents (spouse, children) who travel with the employee can also be enrolled in this insurance by completing the Banner RAT50 dependent form.

Standard Insurance, our provider for Group Life Insurance and Optional Voluntary Life and Accidental Death & Dismemberment (AD&D), also provides Travel Assistance to all employees who are covered by the Group Life Insurance. Additional information 

Coverage Continuation and Termination

Continuation of your group health benefits as provided by the Consolidated Omnibus Budget Reconciliation Act of 1986 is available for employees, spouses, and dependents after certain qualifying events occur. Additional information including cost and application for applying for coverage is available online.

Employees approved for leave under the Family Medical Leave Act will be permitted to continue their group health insurance coverage with no change in premium in accordance with the University's policy and procedures.

  • Upon termination of employment an employee and his/her dependents will be covered for the time period for which his/her last premium was deducted. Coverage shall cease automatically and without notice unless coverage is continued under COBRA.

  • The coverage of the spouse of an employee shall terminate automatically and without notice as of the date of divorce or other termination of the marriage, and on such date the spouse shall cease to be a member unless coverage is continued under COBRA.

  • The coverage of a child as a member shall terminate automatically and without notice as of the date such child ceases to be dependent unless coverage is continued under COBRA. 

Transparency in Coverage Rule

The following links lead to the machine-readable files that are made available in response to the federal Transparency in Coverage Rule and include negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators and application developers to more easily access and analyze data.

Healthcare Plan Name: Auburn University Health Plan

Plan Sponsor: Auburn University

EIN: 63-6000724