Choice Health Care Plan with Health Savings Account

Anthem Benefit Booklet Employee Only

Anthem Benefit Booklet Spouse/Child/Family

Choice Plan SBC

Health Plan Premium Rates

Side by Side Health Plan Comparison

The Choice Plan is our High Deductible Health Plan (HDHP) paired with a Health Savings Account (HSA).  This plan features a higher deductible, but with lower premiums.  One of the main differences between a HDHP and a traditional PPO is that you are responsible for paying the full cost of medical expenses until the deductible is reached; there are no co-pays for office visits or prescriptions.  Additionally, if you have any dependents on this plan, all of your eligible expenses will go toward the total deductible.  You do not satisfy an individual deductible first.

With the Choice Plan, you have the flexibility to use in-network or out-of-network providers at your discretion, keeping in mind the different benefit levels. You can minimize expenses by using in-network providers to receive discounted office visits and services. Once you meet your deductible, co-insurance kicks in and covers a significant portion of your expenses at 85% (if utilizing an in-network provider) until you reach your out-of-pocket maximum.   If you choose to utilize an out-of-network provider, your deductible and out-of-pocket maximum are higher and your co-insurance percentage is lower

Important, the in-network deductible and out-of-pocket maximum are inclusive of each other, meaning that every dollar that goes toward your deductible also goes toward your out-of-pocket max. 


Express Scripts is the Pharmacy Benefits Manager (PBM) for Ivy Tech Community College. Participants in the Choice Plan may receive certain preventive medications at no cost when utilizing an in-network pharmacy (see list). Other prescriptions are covered at 85% after meeting the deductible at an in-network pharmacy.

Preventive Medication List

Health Saving Account




A Health Savings Account (HSA) is an account that can be funded with your tax-exempt dollars, by your employer, or both, to help pay for eligible medical expenses not covered by an insurance plan, including the deductible, coinsurance, and even in some cases, health insurance premiums.   Ivy Tech contributes between $750 and $1,680 annually to your HSA, depending on coverage level.  

*Please note that the IRS Restricts Medicare participants from receiving or making HSA contributions.


If you are a Full-Time employee, you are eligible to enroll for health insurance. You may also enroll your eligible dependents for coverage. All eligible employees can enroll for employee, employee plus spouse, employee plus child(ren), or family coverage within 31 days of their hire date or during the annual open enrollment period. There are restrictions to enrollment based on Ivy Tech’s contributions to the HSA, if you have a current Cafeteria / Flex Spending Account or other non-HDHP health insurance participation.

If your spouse is employed and is eligible for an employer-sponsored health plan (i.e., preventive care, major medical, and prescription drug) at his or her place of employment, your spouse will not be entitled to primary coverage under the Ivy Tech plans.  If your spouse elects to enroll in his or her employer’s health plan for at least "employee only" coverage, then your spouse may also be covered by the College’s plan on a secondary coverage basis. For more information, please see the Dependent Eligibility Certification and Validation (Dep. Elig. Cert/Validation) link on the left of the page.

Employees also have 31 days from a qualifying event to make changes to their coverage. See your Human Resources Administrator for more information.

Non-disabled dependent children are eligible for coverage to the end of the month in which the child reaches age 26.


The College pays a majority of the premium expense for health coverage for you and any eligible dependents you elect to enroll. You pay the remaining portion of the premium expense by payroll deduction. As stated above, premiums for the Choice Plan are lower than premiums for the Standard Plan.   Additionally, the Tax Saver Program lets you make these payroll deductions on a before-tax basis. For more information on Tax Saver, see the chapter entitled Other Benefits.