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2025 Annual Enrollment

Annual Enrollment Begins October 1, 2024: As a benefits-eligible LSUS employee, you have a wide variety of benefit options available to you and your eligible dependents. Annual Enrollment provides you an annual opportunity to enroll, make changes to, or cancel benefit elections for the upcoming calendar year. You can review your current benefit elections in Workday, including enrolled dependents and designated beneficiaries, and make changes that fit your needs. 

If no action is taken, all benefits will roll over to the 2025 Plan Year, except for Flexible Spending Account(s) (FSA) and Health Savings Account (HSA) contributions. These contributions must be re-elected each year.  All elections made during the Annual Enrollment period (October 1 - November 15, 2024) will be effective January 1, 2025. 

Additional information and reminders regarding Annual Enrollment will be emailed during the Annual Enrollment period.

Important Dates to Remember: 
October 1, 2024 – Annual Enrollment begins 
November 15, 2024 – Annual Enrollment ends at 4 PM CST
January 1, 2025 – New plan year begins

During Annual Enrollment, employees are encouraged to:

• Review all communications regarding Annual Enrollment
• Educate themselves on plan offerings
• Ensure changes have been properly submitted by deadline
• Review and update beneficiary information, if applicable
• Confirm your demographic information in Workday, including address and phone number
• Provide proper documentation, where applicable, such as adding dependents or submitting Evidence of Insurability (EOI)
• Log into Workday and verify insurance coverage (benefits) and premium deductions (payslips) are correct in December 2024 and January 2025.  

Some things to consider when evaluating your benefit elections are:

• Monthly Premium
• Provider networks
• Covered medical and prescription services
• Deductible, Coinsurance, and Copays
• Prescription coverage and costs
• Estimated out-of-pocket costs
• Voluntary benefit offerings including dental, vision, life insurance, and flexible spending account(s)

RECORDED PRESENTATIONS

Office of Group Benefits Health Plans
The Office of Group Benefits has recorded presentations available for active employees.

OGB Recorded Presentations
Click the links below to view recorded presentations. The .

Humana Dental and Vision Recorded Presentations


                                                  
HIGHLIGHTS FOR THE 2025 pLAN YEAR

Premiums Summary
AD&D – No premium increase.
Critical Illness – Premium decrease for all employees age 25+.
Dental – Premium increase 9.8% (maximum increase of $12.48/month for 12-month employees).  3-year rate guarantee.
Flexible Spending (Diversified Benefits)- $5.00 monthly fee waived again in 2025.
Health: OGB Pelican and Magnolia – Premium increase 6.65%, LSU First – Premium increase 6.2%.
Identity Protection – No premium increase.
Life Insurance (United) – No premium increase. Some employees will experience a premium increase when moving to the next age band (every five years).
Life Insurance (OGB/Prudential) – Large premium increase for individuals age 65 and older. See below for additional details.
Long-term Care (Unum) – Premium increase 25%.
Long-term Disability – Premium decrease 14%. 3-year rate guarantee.
Vision – Premium increase of 16.1% (maximum increase of $3.54/month for 12-month employees). 4-year rate guarantee.

2025 Premiums will be listed in your Workday Annual Enrollment event.

Important Annual Enrollment Announcements
New Vision Vendor – LSU has partnered with Humana for Vision insurance. No action on your part required.
New OGB life insurance plan – New enhanced basic plan offered for $15,000.
LSU Term Life – can enroll for $10k with no EOI (medical underwriting) as long as
not previously declined.
Health Savings Account plan requires a  each year to receive the $200 and for any employee contributions and matching contributions to be set up.
Flexible spending enrollment – must be completed each calendar year in
Workday.
Pelican, Magnolia and LSU First health insurance plans – no plan design changes.

                                        
HEALTH INSURANCE OPTIONS

 - 1.855.346.5781
The LSU First health plan will continue to be administered by WebTPA. MedImpact will continue as the Pharmacy Benefit Manager for the 2025 plan year. This plan includes employer contributions in a health reimbursement arrangement (HRA) that can be for medical expenses for the employee / eligible dependents. HRA pays 100% of eligible medical expenses until the HRA balance is exhausted. Unused funds, up to a max, will rollover for future use. For expenses after the HRA is exhausted, employees pay for claims until the deductible is satisfied, then 80/20 co-insurance. First Choice providers covered at 100% after HRA is exhausted. Tier 1 generics are covered at 100%. LSU First will have a 6.2% premium increase with no plan design changes. $25/month wellness premium credit ($35 with a covered spouse) if criteria has been met.

The Office of Group Benefit (OGB) Health Plans
The Pelican and Magnolia health plans will have a 6.65% premium increase. CVS Caremark will continue as the Pharmacy Benefit Manager (PBM) for the Pelican HRA 1000 and Magnolia plans. For more information on plans offered by OGB, visit , view recorded presentations, call 800-272-8451 or  to view the 2025 OGB Enrollment Guide.

 – 1.800.392.4089
This plan includes employer contributions in a health reimbursement arrangement that can be used to offset deductible and other out-of-pocket medical expenses throughout the year. Any unused funds roll over to the in-network out-of-pocket maximum, allowing members to build up balances that cover eligible medical expenses. CVS Caremark will continue as the Pharmacy Benefit Manager.  The cost of prescription drugs cannot be deducted from the HRA. There is a 4-tiered schedule for prescription drugs. The Pelican HRA 1000 will have a 6.65% premium increase for 2025 with no plan design changes.

 – 1.800.392.4089
This plan includes a health savings account funded by both employers and employees to cover out-of-pocket medical and pharmacy costs. Employer contributes $200 to the HAS and will match employee contributions up to $575. Individuals can contribute up to $4300 annually and families can contribute up to $8550 annually. Unused funds are rolled over every year with no limit and can follow the member. ExpressScripts will continue as the Pharmacy Benefit Manager. The Pelican HSA 775 will have a 6.65% premium increase for 2025 with no plan design changes.

If you are enrolled in the Pelican HSA 775 and would like to contribute to the HSA, please submit a  to HR no later than November 15th.  Employees may turn in  documents to the HR Office (AD 108) or contact an HR representative in advance to learn how to submit the document securely as it contains an SSN.

*Please note employees who participate in the HSA health plan, will not be able to participate in the Flexible Spending Account (FSA) program for the 2025 plan year. Employees and/or spouses who are covered by Medicare coverage are not eligible to participate in this health plan.

 (available only for employees who live in designated regions) – 1.800.392.4089
This plan is available to members who want local access, affordable premiums and a new approach to health care. This plan is a limited provider in-network only plan for members who live in specific coverage areas. Out-of-network coverage is provided in emergencies only and members may be subject to balance billing. CVS Caremark will continue as the Pharmacy Benefit Manager. The Magnolia Local Plan will have a 6.65% premium increase for 2025 with no plan design changes.

 - 1.800.392.4089
This plan offers the same coverage as the Magnolia Local plan, with the additional benefit of a nationwide network. This plan provides the predictability of co-pays rather than using employer funding to offset out-of-pocket costs. Out-of-network coverage is provided in emergencies only and members may be subject to balance billing.  CVS Caremark will continue as the Pharmacy Benefit Manager. The Magnolia Local Plus Plan will have a 6.65% premium increase for 2025 with no plan design changes.

 – 1.800.392.4089
This plan offers coverage both inside and outside of the nationwide network. It differs from the other Magnolia plans in that members enrolled will not pay co-pays. Instead, once a member’s deductible is met, they will pay 10% of allowable charges for in-network and 30% allowable charges for out-of-network. CVS Caremark will continue as the Pharmacy Benefit Manager. The Magnolia Open Access Plan will have a 6.65% premium increase for 2025 with no plan design changes.   

Adding dependents / level of coverage change
Detailed information on each of the plans can be found by watching recorded videos or reviewing information in the links above. Please review the attached “health insurance plan summary” which provides a high-level overview of all plans. Changing health plans will need to be done in Workday. Employees who have a level of coverage change will need to add a dependent in Workday, upload their dependent verification document  in Workday and complete a . Please contact an HR representative for assistance.

Supplemental Insurance

 administered by Humana
LSU continues to partner with Humana to provide dental insurance. There is a premium increase of 9.8% (maximum increase of $12.48/month for 12-month ee’s) with no plan design changes. Note that dental premiums have remained the same since 2019. With this increase, LSU was able to secure a 3-year rate guarantee. 

 administered by Humana
Beginning January 1, 2025, LSU has partnered with Humana to provide vision insurance. Humana utilizes the EyeMed network so you should see little to no disruption of providers with this change. There is a premium increase of 16.1% (maximum increase of $3.54/month for 12-month ee’s). Note that vision premiums have remained the same since 2015. With this increase, LSU was able to secure a 4-year rate guarantee. No plan design changes. 

No changes to premium or plan design.  Premiums may increase when an employee moves to a new age band. LSU was able to secure a 3-year rate guarantee.

• Employee
  • Maximum coverage amount is 3 times your annual salary or $350,000, whichever is less. Coverage must be in $10,000 increments.
  • If you are currently enrolled, you may increase your coverage by $10,000, up to the maximum limit, with no Evidence of Insurability (EOI)*.
  • If you are not enrolled, you may elect $10,000 with no EOI*.
• Spouse
  • Coverage available up to 50% of the Employee’s coverage amount, up to a maximum of $100,000. Coverage must be in $5,000 increments.
  • A Spouse must submit EOI and be approved to elect any new or additional coverage up to the maximum of $175,000 or 50% of the Employee’s amount of coverage.  
• Child(ren)
  • Coverage in $5,000 increments, up to a maximum of $20,000 per child. Premium covers all children.
  • If you are enrolled, you may enroll your child(ren) in any level of coverage.

*If you have been previously declined for coverage by UHC, you must re-submit EOI and be approved to elect new or additional coverage in any amount.

• New Enhanced Basic option that allows for $15,000 life insurance coverage.
• Active employees and retirees have the opportunity to reduce their Basic Supplemental coverage to Basic Enhanced coverage effective January 1, 2025, without providing .
• Active employees and retirees wishing to increase coverage from Basic coverage to Basic Enhanced or Basic Supplemental are required to provide . An online EOI is available.
• Please see page 38 of the following  for additional plan details.
• There will be a . Your premium may also increase if you are entering a new age band. Employees ages 65-69 should pay special attention to the premium increase.  The new premiums for $38k in coverage are $83.60 per month for the 65-69 age band.
• If you would like to decrease your coverage or cancel your coverage, please contact HR directly at kristin.fiser@lsus.edu

This benefit pays in the event of death or dismemberment resulting from an accident. No changes to premium or plan design. LSU was able to secure a 3-year rate guarantee. You may enroll, make changes, or cancel this benefit anytime.

If you become disabled and qualify for benefits, Long Term Disability (LTD) will pay

you 60% of your monthly salary, up to a maximum of $12,000 per month.  There is a 14% premium decrease with no plan design changes. LSU was able to secure a 3-year rate guarantee. Premium is based on your salary and may change accordingly. You may apply for this benefit at any time with . To cancel your current coverage, please contact HR directly at Kristin.fiser@lsus.edu.


25% premium increase with no plan design changes. You may apply for this benefit at any time with . If you are enrolled and wish to decrease coverage options to lower your premium or to cancel your current coverage, please contact HR directly at Kristin.fiser@lsus.edu.


Critical Illness can help fill a financial gap if a covered member experiences a life-threatening illness such as cancer, heart attack or organ transplant.  Additional covered conditions have been added for both adults and children, recurrence benefits have been improved. $100 annual wellness credit now includes Employee, Spouse and a Child. New, lower premiums for all employees aged 25+. Note: premiums may increase if you enter a new age band.


This benefit provides coverage if an accident occurs, on or off the job. If you or a covered dependent become injured, accident protection will pay you a direct covered benefit. No changes to premium or plan design. LSU was able to secure a 3-year rate guarantee.

Flexible Spending Accounts administered by Diversified Benefits
Employees who participate in this tax-free reimbursement / payment for out-of-pocket health care  or dependent care must re-enroll each plan year.  The $5.00 monthly admin fee is WAIVED for the 2025 plan year on both healthcare and dependent care accounts! FSA contributions are “use it or lose it” accounts, so please allocate contributions accordingly. Enrollment should be completed through Workday. 

Healthcare FSA

• Maximum contribution limit for 2025 is $3,200.
• Eligible expenses (examples): deductibles, co-pays, co-insurance, dental expenses, chiropractor and acupuncture fees, vision expenses and LASIK. New: OTC medications (without prescription) and feminine hygiene products. Expenses must be incurred in the plan year. Most claims are automatically verified when using a debit card. However, the IRS requires all claims to be verified. DBS will notify participants directly for substantiation. SAVE YOUR RECEIPTS! Participants must respond to notices.
• Employees who participate or have a balance in a health savings account may not participate in flexible spending (according to IRS rules).

Dependent Care FSA

• Maximum contribution limit for 2025 is $5,000 ($2,500 if married and filing separately).

This insurance provides core protection for your identity, finances and privacy. No changes to premium or plan design. You are encouraged to login and create your account, enroll any applicable dependents, and explore the features available in the portal. You may enroll, make changes, or cancel this benefit anytime.


Each pet’s premium is unique based on age, breed and location. Custom plan design with various options for coverage, deductible, and reimbursement amounts. Premiums are not payroll deducted. Employees will pay MetLife directly. 1.800.438.6388. 

Annual Enrollment Resources

• – This guide includes information on the BC/BS health plans – Pelican HSA775, Pelican HRA 1000, Magnolia Local Plus, Magnolia Open Access, and Magnolia Local and the OGB Life insurance options.
•  

Workday
Once Annual Enrollment begins on October 1, Workday will send all benefits-eligible employees an Open Enrollment Event. Please see the attached open enrollment job aid. Employees are encouraged to review current benefits and make selections consistent with your individual needs. To review your current benefit elections, click on the Benefits Worklet and view benefit elections. This will help to ensure you are aware of your current benefit elections while you review your 2025 benefits. Even if you don’t wish to make any changes, we encourage you to review and submit the event in Workday.

New employees: New employees will need to review annual enrollment events to make sure all coverage is correct. If an event is sent to an employee and it is not actioned (making sure all coverage is correct), it could override and cancel any new hire changes that were made upon hire. Please contact an HR representative with questions.

Life events: Employees who have “life event changes” on or after the annual enrollment period will need to review the annual enrollment event again (if it sent twice) to ensure all changes are correct. Please contact an HR representative with questions. If this is not completed, the annual enrollment event could override and cancel any changes you made. 

Problems logging into Workday? HR representatives can assist with basic questions, but more “technical” questions or issues will need to be referred to IT Services.

Address Update in Workday
Please also make sure that your address in Workday is correct. Once you log into Workday, go to “personal information.”  Go to “view” addresses and “edit” as necessary. That is important so insurance cards are mailed to the right place. We are notified once an address is updated and will update it with your insurance carriers and TRSL/LASERS. Employees who have an ORP account or supplemental retirement accounts such as a 403(b) or a 457(b) account will need to update their address in their online accounts.