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 more...>About Us>Human Resource Management>Benefits>Insurance>

Health Insurance

Any active employee of the LSU System is eligible for health insurance provided the following:
    - Employed at 75% of full-time effort or pay period (avg. of 30 hours/week) or greater
    - Appointed for a duration of at least one semester or 120 days or greater

If you enroll within your first thirty (30) days of full-time employment, your coverage will be effective on the first of the month following your first full calendar month of employment.
    - For example: Date of Hire = August 20th, Effective Date = October 1st.

Consider your benefit needs carefully and make the appropriate selection. You will not have an opportunity to add or drop dependents until the next annual enrollment period, unless you experience a Qualifying Event during the plan year. 

Health Plans
Vesting Schedule
Forms
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Health Rates for 1/1/15 - 6/30/15

Health Rates for 7/1/2015 (Reflects an increase in some plan premiums - this list does not include LSU First)


Available Health Plans
1. Pelican HRA 1000 - The plan includes $1,000 in employer contributions for employee-only plans and $2,000 for family plans in a health reimbursement account that can be used to offset deductible and other out-of-pocket health care costs throughout the year. Prescription drugs are not reimbursable by the HRA. Any unused funds rollover up to the in-network out-of-pocket maximum, allowing members to build up balances that cover eligible medical expenses when they happen. This plan uses Blue Cross Blue Shield's nationwide network.
Click >>>HERE<<< for a synopsis.

2. Pelican HSA 775- Lowest premiums offered in addition to a Health Savings Account funded by both employers and employees. Employers contribute $200 to the Pelican HSA, then match any employee contributions up to $575. Employees can contribute additional funds on a pre-tax basis, up to $3,350, to cover out-of-pocket medical and pharmacy costs. This plan uses Blue Cross Blue Shield's nationwide network.
Click >>>HERE<<< for a synopsis.

3. Magnolia Open Access Plan - This plan uses Blue Cross Blue Shield's nationwide network. Once a deductible is met ($900 for Employee only, $1,800 for Employee + 1 (child or spouse) and $2,700 for Employee + Children and Family, the member will be responsible for 10% of the bill for in-network care. Out-of-network care is available. The plan will cover 70% of the in-network rate. Balance billing will apply.
Click >>>HERE<<< for a synopsis.

4. Magnolia Local Plus Plan - This plan uses Blue Cross Blue Shield's nationwide network. Primary care doctor cop-pays are $25. Specialists have a $50 co-pay. Wellness visits will not have a charge. Services that do not have a co-pay will be subject to the deductible. In-network deductible for Employee only coverage is $400. $800 for Employee + 1 (child or spouse), and $1,200 for Employee + Children and Family coverage. Out-of-network care is available ONLY For a life or limb-threatening emergency. In such an emergency, the plan will cover 70% of the in-network rate. Balance billing will apply.
Click >>>HERE<<< for a synopsis.
Prescription Drug Formulary (MedImpact) >>>HERE<<<

5. Magnolia Local - This plan is for people that live in specific coverage areas. If you life outside of the coverage area (even if your healthcare providers are in the coverage area), you will not be eligible to participate in this plan. There are two networks: Community Blue (for members that live in East & West Baton Rouge, Ascension, Caddo and Bossier Parishes) and BlueConnect (for members that live in Orleans and Jefferson parishes). $25 primary care co-pays and $50 specialist visit co-pays. Wellness visits will not have a charge. Services that do not have a co-pay will be subject to the deductible. In-network deductible for Employee only coverage is $500. $1,000 for Employee + 1 (spouse or child) and $1,500 for Employee + Children and Family coverage. Out-of-network care is available ONLY for a life or limb-threatening emergency. In such an emergency, the plan will cover 70% of the in-network rate. Balance billing will apply.
Click >>>HERE<<< for a synopsis
Prescription Drug Formulary (MedImpact) >>>HERE<<<

6. Vantage Medical Home HMO - Vantage network. This plan creates partnerships between the individual patient and their physician and when appropriate, the patient's family.
Click >>>HERE<<< for a synopsis.

7. LSU First, Option 1 - Higher premium than LSU First, Option 2, with a smaller deductible.
A Health Reimbursement Account (HRA) is funded by LSU and pays 100% of eligible medical and pharmacy expenses until exhausted. (EE - $1,000; EE + Spouse or children - $1,500: EE + Family - $2,000) HRA dollars are not used for wellness visits, which are covered by the plan at 100%. After the HRA is exhausted, you pay for medical and pharmacy expenses until you have met a deductible;(EE - $500; EE + Spouse or Children - $750; EE + Family - $1,000) Services received from First Choice Providers and Generic Drug prescriptions are covered at 100% (no out-of-pocket cost). Once HRA exhausted and deductible met, plan pays 90% of all eligible in-network charges and 60% of out-of-network charges. Balanced billing applies. Prescription drug co-pay applies after deductible is met, unless it is generic.
See plan details >>>HERE<<<
Watch a video describing both options of LSU First >>>HERE<<<
Search for Providers >>>HERE<<< (Keep the search as broad as possible)
Express Scripts Formulary >>>HERE<<<

8. LSU First, Option 2 - Lower premium than LSU First, Option 1, with a larger deductible. A Health Reimbursement Account (HRA) is funded by LSU and pays 100% of eligible medical and pharmacy expenses until exhausted. (EE - $1,000; EE + Spouse or Children - $1,500; EE + Family - $2,000) HRA dollars are not used for wellness visits, which are covered by the plan at 100%. After the HRA is exhausted, you pay for medical and pharmacy expenses until you have met a deductible (EE - $1,500; EE + Spouse or Children - $2,250; EE + Family - $3,000) Services received from First Choice Providers and Generic Drug prescriptions are covered at 100% (no out-of-pocket cost). Once HRA exhausted and deductible met, plan pays 90% of all eligible in-network charges and 60% of out-of-network charges. Balanced billing applies. Prescription drug co-pay applies after deductible is met, unless it is generic.
See plan details >>>HERE<<<
Watch a video describing both options of LSU First >>>HERE<<<
Search for Providers >>>HERE<<< (Keep the search as broad as possible)
Express Scripts Formulary >>>HERE<<<

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Vesting Schedule
- When an employee retires, the health insurance premium portion paid by the state is determined by the number of years the employee has participated in any of the health plans under the Office of  Group Benefits umbrella. This is called vesting and the vesting schedule is as follows:

   Years of Participation 

Percentage of State Subsidy

10 years or fewer

  19%

More than 10 years; fewer than 15 years

  38%

More than 15 years; fewer than 20 years

  56%

20 years or more

  75%


Notes about vesting:

  • A retiree must be enrolled for coverage as an employee at the time of retirement to be eligible for medical coverage.
  • Employees who had coverage prior to January 1, 2002, and continued coverage into retirement are grandfathered with the state paying the maximum state subsidy.
  • For those beginning participation or rejoining on or after January 1, 2002, the state subsidy of the premium is based on the number of years the employee participated.

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Forms

Related Files
FilenameDescriptionFile Size
Wellness+Benefits+HMO+PPO+05+2011.docx 23.12 KB
2012-LSU-First-Employee-Presentation.pdf 576.75 KB
OGB-AE-2012-Active-Plan-Members.pptx 316.67 KB
OGB-AE-2012-Retired-Plan-Members.pptx 288.28 KB
Schedule-of-Benefits---acrobat-insert-for-2012.pdf 525.14 KB
LSU-First-Preventive-Care-and-Wellness.pdf 194.54 KB
Dependent-Verification.pdf 87.72 KB
Health-Comparison.pdf 366.31 KB
Health-Rates-7.1.2014.pdf 142.30 KB
Health-Rates-7.1.15.pdf 148.57 KB
Last Updated: 4/3/2015 1:19:13 AM


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