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What's New or Changing for 2022?

On this page:

Overview

Horan Associates, our benefits consultant, projected 2022 as one of our largest medical increases in the last several years. Given that the University’s financial condition is still being closely monitored, with input from the Medical Advisory Group, and final approval from University Leadership, the following changes will be implemented.  

Choice remains. We will continue to offer both the PPO 80/20 and the HDHP plans. These plans remain competitive in the marketplace to attract and retain talent with the following changes: 

  1. Deductibles on both plans will increase, but no other changes will occur. Specifically, out-of-pocket maximums, co-pays, and co-insurance remain unchanged. Plan design for dental and vision will remain unchanged.
  2. Medical premiums are being increased to reflect 20% employee cost share, the goal established in 2018. Dental and Vision premiums will decrease slightly to reflect the 20% employee cost share.

In addition, the Medical Advisory Group and Leadership focused increased efforts on wellness, striving to drive a healthy workforce culture with cost containment strategies by encouraging enrollees in our healthcare plans to focus on and improve their personal health. The following initiatives are being implemented:

  1. Offering new voluntary programs to address two of our top chronic conditions:
    • Hello Heart: Hypertension and Diabetes management
    • Lark: Pre-Diabetes Prevention
  2. Adding the requirements of Flu shot and COVID Vaccinations to the 2022 Health Maintenance Initiative (HMI) with an incentive of $500, an increase of $100.
  3. Continuing the Health Maintenance Initiative further into 2022 to earn a premium differential which would be effective January 2023, estimated to be $50 per month.
  4. Implementing a Tobacco Added Fee effective July 1, 2022 for those employees who choose to continue use of Tobacco products. During the next seven months, employees currently using tobacco products are encouraged to participate in Tobacco Cessation programs.

Cost Drivers and Key Considerations

  1. Medical benefits continue to be the primary controllable cost among all benefit offerings.
  2. Market trend for the University’s medical expenditures for 2022 is 6.8%, $1.4 million, the largest increase seen in the last several years. The plan changes and wellness direction mentioned above are intended to address this added $1.4 million cost projection.
  3. Our Pharmacy costs increased to 31.5% of total plan spend while the benchmark norm is 22.4%. Our top three most common prescriptions treat high cholesterol and high blood pressure.
  4. 67% of total claims are driven by the 27% of our population with chronic conditions. Our top 3 chronic conditions are: high blood pressure, high cholesterol, and diabetes.
  5. Members of our plan with one or more chronic condition cost the plan five times more than a member with no chronic condition.
  6. Medical expenditures for spouses continue to exceed the medical costs for employees, therefore the spousal added fee will continue in 2022.

Healthcare Plan Design Changes

For the medical plans, the deductibles will change as noted in chart below, while the out-of-pocket maximums (OOPM), co-pays, and co-insurance will remain unchanged:

 

PPO 80/20

HDHP

In-Network

2021

2022

2021

2022

Deductibles:  Single

$800

$1,000

$2,000

$2,500

Deductibles:  Family

$1,600

$2,000

$4,000

$5,000

OOPM:  Single

$4,000

$4,000

$3,000

$3,000

OOPM:  Family

$8,000

$8,000

$6,000

$6,000

For dental and vision, the plan designs remain unchanged.

Reminder: Anthem Engage, a digital tool for a personalized member experience connects your selected health plan and benefits data with individual clinical and claims data. Engage will assist you with navigating your medical and pharmacy benefits. Don’t wait, you can begin controlling your costs by joining today! 

Register for ENGAGE today via WINGSENGAGE websiteAnthem website or download the mobile app by searching for Anthem Engage or Engage Wellbeing. During the registration process, you will be prompted to provide your member ID number listed on your Anthem insurance card.

New Program Offerings coming January 1, 2022

Wright State University is pleased to offer two programs at no added cost to employees which will be available to enrolled employees, spouses and dependents aged 18 or older. Your health is critical to your future and Wright State wants you to maximize your health and well-being. Both programs will be available this coming January, please take time to review and consider the potential they offer.

Lark, a Pre-Diabetes Prevention Program

  • A 26-week educational program, designed to help you lose weight, adopt healthy habits and reduce your risk of developing Type-2 diabetes
  • Focus will be on weight loss, nutrition counseling, physical activity, sleep and stress management
  • Qualification for the program only involves taking a one-minute online quiz

Hello Heart, a Hypertension and Diabetes Programs

  • A digital program to self-manage hypertension and/or diabetes, change behavior and prevent a serious health risk
  • You will be given an FDA approved Bluetooth blood pressure monitor and/or glucometer that connects to your smart phone
  • You will be able to track your blood pressure and/or sugar levels along with your weight, and participate in personalized digital coaching that drives behavior change
  • Participation is open to those with high blood pressure and/or with Type-2 Diabetes

2022 Health Management Initiative–Earn an Incentive

The Health Management Initiative (HMI) launched in 2020 is beginning its third year with an expanded program and a larger incentive. This voluntary initiative was designed to raise health awareness, increase detection of cardiovascular disease and diabetes, and encourage employees to begin and/or continue to make healthier lifestyle choices. Due to the importance of the HMI program and the impact participation can have on our employee’s future health, we have expanded the program for the upcoming year.

Two actions are being added to the existing three actions and the incentive will increase to $500 (increased from $400), remaining as an employer contribution into either a Healthcare Flexible Spending Account (FSA) or a Health Savings Account (HSA). You will need to be enrolled in a Wright State medical plan (as the policyholder) and be an active employee at the time the incentive is deposited during May 2022.  

The initial three actions remain the same:

  1. Participate in an on campus biometric screening during the Open Enrollment timeframe.
  2. Complete an online Health Risk Assessment by March 31, 2022 located on the HealthWorks website.
  3. Share your Biometric Screening results and discuss your overall health with your Primary Care Physician anytime upon receipt through March 31, 2022. A Physician Verification form will need to be provided to HealthWorks.

The following two actions have been added in support of the wellness goal and improving personal health. Both actions are expected to contribute to a reduction in our medical expenditures and improve productively with less time away from work:  

  1. Flu Shot, with documentation provided to HealthWorks by March 31, 2022
    • If received on campus from Nursing students, HR will notify HealthWorks
  2. COVID Vaccination, with your vaccine card uploaded to Med+Proctor
    • If already submitted in connection with recent Giveaway – this step is completed

As added last year, the online Health Risk Assessment and Biometric Screening is open to spouses that are enrolled in a Wright State Medial plan. No additional incentive dollars are available for spouses and employees enrolled on a Wright State medical plan as a spouse.

Learn more about the Health Management Initiative.

2023 Health Management Initiative–Earn a Premium Differential

Given the importance of this initiative on your personal health and the benefits of driving to a healthier workforce, the same five action required for the 2022 Health Management Initiative (HMI) will have an impact on your premiums to be paid beginning January 2023.

You will need to complete the same five actions noted above by July 31, 2022, to earn an incentive of a premium differential for your chosen 2023 Medical plan. The amount is estimated to be $50 per month, but is only an estimate until the projected 2023 medical expenditures are known. 

As we transition to the premium differential, the current FSA/HSA incentive will end after 2022.

If you have already completed the five steps by March 31, 2022 to earn the $500 incentive to your FSA or HSA, then you automatically qualify for the premium differential for 2023 medical plans.

Learn more about the Health Management Initiative.

Tobacco Added Fee

Tobacco usage continues to be the leading cause of preventable deaths in the United States. Tobacco usage is costly for employers, driving up medical expenses and affecting productivity with increased disability leaves. Tobacco usage can cause coronary heart disease, cancers, strokes, cataracts, lung diseases, infertility, still birth and premature labor, and lower bone density.

The goal of driving a healthy workforce culture cannot progress forward without addressing the usage of tobacco products. If an employee enrolled on the medical plan as subscriber wishes to continue use of tobacco then they will be expected to contribute more to their healthcare premiums by paying $50 more each month beginning July 1, 2022.

More details on this initiative will be coming during Q1 2022 along with tobacco cessation programs. 

Flexible Spending Accounts (FSA)

Wright State offers two Flexible Spending Accounts (FSA)—Healthcare and Dependent Care. An FSA allows you to set aside money out of your paycheck to pay for eligible expenses on a pre-tax basis (exempt from federal and state taxes.) 

The IRS has increased the 2022 limit for the Healthcare FSA while the Dependent Care FSA remains unchanged. The Healthcare FSA has been increased $100 to $2,850 for 2022 and the Dependent Care FSA remains $5,000 ($2,500 for married filing separate.) 

Also, new for this year only, any unused balance as of December 31, 2021 in either of your FSA accounts will rollover into 2022. At the end of 2022, the carryover returns to the $570 for Healthcare FSA and $0 for Dependent Care FSA. This rollover amount is in addition to the allowed IRS employee contribution of $2,850.

Furthermore in 2022, those PPO 80/20 enrollees who participate in the enhanced Health Management Initiative will receive a Wright State University contribution of $500 to their FSA Healthcare account in May 2022; an increase of $100 from the prior year. This payment will be made regardless of whether you personally contribute to an account. This $500 contribution is in addition to the allowed IRS employee contribution limit of $2,850. 

The FSA Flex Debit card, introduced in 2020, will continue to be available in 2022.

Health Savings Account (HSA) Contribution Limits increased by IRS

The IRS issued the 2022 annual contribution limits listed below, increasing the single coverage by $50 and family coverage by $100.

  • $3,650 for single coverage
  • $7,300 for family coverage
  • $1,000 additional for HSA catch-up contributions (age 55 or older)

The university’s contribution to the Health Savings Account for 2022 will be paid in two semi-annual deposits:

Coverage

January 7

July 7

Total

     Employee

$250

$250

$500

     Employee + Child(ren)

$500

$500

$1,000

     Employee + Spouse

$500

$500

$1,000

     Employee + Family

$500

$500

$1,000

According to the IRS, it is your personal responsibility to ensure that you do not exceed these HSA contribution limits. You can determine your total HSA contributions by adding the following:

  • Wright State University contributions noted above, and
  • Wright State University contribution for participation in Health Management Initiative, $500 paid in May 2022, and
  • Your personal paycheck contributions during 2022.

Employee Premium Cost Share

Employee premiums for 2022 are being set at the goal of 20% employee cost share which was established in 2018. As such, the medical premiums will increase and the dental and vision premiums will decrease slightly.

Medical Premiums

The premium structure continues to be a 5-step process:

1. Horan Associates, our benefit consultant, provided the following total cost projections: 

Coverage

Ratio

PPO 80/20

HDHP

  Employee

1.0x

$696

$608

  Employee + Child(ren)

1.8x

$1,254

$1,096

  Employee + Spouse

2.2x

$1,534

$1,340

  Employee + Family

3.0x

$2,090

$1,828

2. To obtain the employee cost share, these total costs were multiplied by 20%:

Coverage

Ratio

PPO 80/20

HDHP

  Employee

1.0x

$138

$122

  Employee + Child(ren)

1.8x

$252

$218

  Employee + Spouse

2.2x

$308

$268

  Employee + Family

3.0x

$418

$364

3. The four-tier structure reflects salary levels that provide an equal distribution of employees among the tiers:

Tier 1

Tier 2

Tier 3

Tier 4

< $47,000

$47,000 - $75,000

> $75,000 - $150,000

>$150,000

1/3 employees

1/3 employees

1/3 employees

4. The premiums for Tier 2 represent the 20% cost share noted in Step 2 above. The discount value for Tier 1 equals the additional percentage assigned to Tier 3/4. Consistent with the one third guidance in Step 3, we established Tier 1 to represents 67% of Tier 2 premiums (a 33% decrease) and Tier 3 to represent 133% of Tier 2 (33% increase). Tier 4 is being established at 140% of Tier 2 (40% increase)

Tier 1

Tier 2

Tier 3

Tier 4

< $47,000

$47,000 - $75,000

> $75,000 - $150,000

>$150,000

67%

100%

133%

140%

The resulting monthly medical premiums for 2022 are as follows:

PPO 80/20 Plan

Coverage

< $47,000

$47,000 - $75,000

> $75,000 - $150,000

> $150,000

Employee

$94

$138

$184

$194

Employee + Child(ren)

$170

$252

$334

$352

Employee + Spouse

$206

$308

$410

$430

Employee + Family

$280

$418

$556

$584

HDHP Plan

Coverage

< $47,000

$47,000 - $75,000

> $75,000 - $150,000

> $150,000

 Employee

$85

$122

$162

$170

 Employee + Child(ren)

$146

$218

$290

$306

 Employee + Spouse

$180

$268

$356

$374

 Employee + Family

$244

$364

$486

$510

 5. The spousal added fee listed separately will be in addition to the premiums listed in chart above. If the trend reverses and our costs for spouses become more aligned with employees, the added fee will be re-evaluated.

Salary Tier

< $47,000

$47,000 - $75,000

> $75,000 - $150,000

> $150,000

Medical Spousal Added Fee

$32

$50

$68

$70

Dental and Vision Premiums

Dental premiums for 2022 decreased 4.3% and the Vision premiums decreased 2.3%.

The dental and vision premiums were developed similar to the medical premiums with the total cost spread over the four coverage levels utilizing the same relationship ratio. The 20% employee cost is applied to the total costs. These premiums will remain one tier.

Coverage

Ratio

Delta Dental of Ohio

Vision Service Plan (VSP)

  Employee

1.0x

$7.08

$1.56

  Employee + child(ren)

1.8x

$12.74

$2.82

  Employee + spouse

2.2x

$15.58

$3.44

  Employee + family

3.0x

$21.24

$4.68

New Anthem Medical Cards

For 2022, Anthem will be issuing new Medical insurance cards. They will be mailed to your home address in late December. 

The Member ID on your current cards will remain unchanged; thus, you can continue to utilize your current cards into January until your new card is received.

If at any time you need a replacement card for your Anthem insurance cards, you can personally access your card via the following: 

  • You can access a copy of your card at www.anthem.com. You can either print or request replacement cards be mailed to your home.
  • You can access a copy of your card via Anthem Engage.

Reminder: $50 Late Enrollment Fee

Wright State University believes it’s important for each employee to take the time to understand their healthcare options so they can select the coverage that best suits their needs and their budget.

Regardless of current coverage or if waived coverage, you must take action online via Wings Express to continue, change, enroll or waive your 2022 healthcare coverage during the October 28 through November 15 open enrollment. 

A $50 late enrollment fee, will be charged for anyone failing to act. This late fee will be deducted from your January 2022 paycheck.