UVM’s medical insurance provides comprehensive coverage through Blue Cross Blue Shield of Vermont with a national network of healthcare professionals. 

New in 2025, non-union, benefits eligible employees have four coverage options to choose from. All benefits eligible employees can elect to have UVM's longstanding, comprehensive PPO 1 coverage, with premiums that are adjusted by salary, in line with our social justice philosophy.

All coverage options include:

• 100% covered in-network preventative care.
• Access to the same providers via the BCBS network.
• Prescription drug coverage through Optum Rx.
• An out-of-pocket maximum - you pay nothing for covered services after this threshold is met.

Learn more about the plan in Blue Cross Blue Shield of Vermont's Summary Plan Description:

Summary Plan Description - PPO 1 (PDF)

Summary Plan Description - PPO2, HDHP 1, HDHP 2 (PDF)

Depending on the coverage you have, premium rates and how you and the insurance company share the cost of coverage services will change. More details about each coverage option can be found below.

Supporting Resources

• BCBS Cost Transparency (PDF)
• Find a Doctor (PDF)
• Better Beginnings for pregnant women (PDF)
• Member Resource Center - MRC (PDF)
• BCBS Global Core - connects you to doctors and hospitals outside of the United States

UVM’s longest standing option, it provides extensive coverage with low co-payments and deductibles with the highest total monthly premium. PPO 1 has no medical deductible, uses copays instead of coinsurance, and a separate prescription drug deductible. View PPO 1 Summary of Benefits Coverage (PDF) for details.

COVERAGE OVERVIEW

PRESCRIPTION DRUG COVERAGE

Prescription Drug Coverage includes a $100 annual deductible per person, per year with a maximum of $300 per year per family for retail and mail-order pharmacies.

• Rx Deductible: $100 per person / $300 max per family
• Rx Copays (Retail): $5 generic / $20 preferred / $40 non-preferred brand
• Rx Out of Pocket Maximum: $1,300 EE-Only / $2,600 Family

A new option that balances a lower total premium than PPO 1 with some more up front, out-of-pocket costs. View PPO 2 Summary of Benefits Coverage (PDF) for more details.

IN-NETWORK OVERVIEW

•  A lower deductible than an HDHP.
• Uses coinsurance for medical services after the deductible is reached.
• There is no separate prescription deductible. Prescription costs are paid out of pocket until your medical deductible is reached.

PRESCRIPTION DRUG COVERAGE

• Deductible: Combined with Medical ($500 Employee Only / $1,000 Family)
• Rx Copays (Retail): $5 generic / $20 preferred / $40 non-preferred brand
• Rx Out of Pocket Maximum: $1,650/$3,300

With lower total premiums than either PPO option, HDHP 1 has a higher deductible and out-of-pocket maximum. Even with the HSA benefits, this plan should only be considered if you have some savings to help cover the out-of-pocket costs. View HDHP 1 Summary of Benefits Coverage (PDF) for details.

IN-NETWORK OVERVIEW

• 4x higher deductible than PPO 2
• Utilizes co-insurance for medical services after the deductible is reached.
• There is no separate prescription deductible. Prescription costs are paid out of pocket until your medical deductible is reached.

COVERAGE OVERVIEW

PRESCRIPTION DRUG COVERAGE

• Deductible: Combined with Medical ($2,000 Employee Only / $4,000 Family)
• Rx Copays (Retail): $10 generic / $40 preferred / $80 non-preferred brand
• Rx Out of Pocket Maximum: $1,650/$3,300

With lowest total premiums, HDHP 2 has a highest deductible and out-of-pocket maximum. This plan should only be considered by individuals who already have significant HSA savings. View HDHP 2 Summary of Benefits Coverage (PDF) for details.

IN-NETWORK OVERVIEW

•  Highest deductible and out-of-pocket maximums
• Utilizes co-insurance for medical services after the deductible is reached.
• There is no separate prescription deductible. Prescription costs are paid out of pocket until your medical deductible or Rx out of pocket max is reached.

Coverage Overview

PRESCRIPTION DRUG COVERAGE

• Deductible: Combined with Medical ($3,500/$7,000)
• Rx Copays (Retail): $10 generic / $40 preferred / $80 non-preferred brand
• Rx Out of Pocket Maximum: $1,650/$3,300

If you enroll in an HDHP, an HSA can help cover medical costs including deductibles and let you save for future medical and retirement expenses. There are three tax advantages to an HSA: 

1. TAX-FREE CONTRIBUTIONS. Money you put into your HSA from your paycheck isn’t taxed. This lowers the amount of income that gets taxed, saving you money now.
2. TAX-FREE WITHDRAWALS. When you use the money in your HSA to pay for eligible medical expenses, you don’t pay any taxes on those withdrawals.
3. TAX-FREE GROWTH. If you invest the money in your HSA, any growth or earnings from those investments aren’t taxed either.

UVM contributes to an HSA for all employees enrolled in an HDHP. The contribution is divided between three deposits occurring in January, April, and October. Aligned with our social justice philosophy, employees with lower salaries have higher annual contributions. Contribution rates are the same, regardless of which HDHP you select.

ONLY FOR 2025: UVM will contribute an additional $1,000 as one-time account opening deposit for employees with an base salary lower than $80,000

Find premium rates for all coverage options and union affiliations.

2025 Medical Premium Rates

A Flexible Spending Account (FSA) allows you to set aside pre-tax dollars from your paycheck to pay for eligible out-of-pocket health and/or dependent care expenses. Use an FSA benefits card to pay for eligible healthcare expenses virtually everywhere credit cards are accepted. If you are unable or choose not to use the FSA benefits card to make payments, you can send in a claim form with documentation for reimbursement. In order to be eligible, you must be employed in a benefits eligible position.

View Flex Spending Account Summary Plan Description (PDF)

Learn more about Flexible Spending Accounts for Health Care and Dependent Care, including details about eligible expenses and the reimbursement processes in the FSA Simply Beneficial Materials (PDF).

First time using your FSA? Check out the these resources:

• EBPA Registration Guide
• EBPA Member Resources PortalAccess Flex Spending Account Portal

If you elect a health care FSA during open enrollment, the full amount you elected will be available to use on January 1, 2025 and you can use the EBPA debit card to pay for eligible healthcare expenses or submit receipts to the EBPA portal for reimbursement. You can contribute up to $3,300 for 2025.

NOTE: Employees enrolling in a High Deductible Healthcare Plan cannot elect a healthcare FSA. 

CARRYOVER
FSA plans run from January 1 – December 31. You are allowed to carryover up to $640 into 2025. While you may still file expenses for 2024 until March 31, 2025, any unused Flexible Spending Health Care funds greater than $640 will be forfeited. The carryover for 2025-2026 is $660. If you participated in 
2024 and do not elect an FSA for 2025, rollover balances will still be available per federal regulations. 

THINGS TO KNOW
Flexible Spending Accounts can also help you save money by reducing your taxable income on an annual basis. To estimate your annual contribution and potential savings, use the FSA Tax Savings Calculator, offered by EBPA.

You can also contribute up to $5,000 per year ($2,500 if married and filing separate tax returns), pretax, to pay for eligible dependent care expenses. A qualifying dependent may be a child under age 13, a disabled spouse, or an older parent in eldercare.  

CARRYOVER

There is no rollover for Flexible Spending Dependent Care funds.

THINGS TO KNOW

Unlike the Health Care FSA, Dependent Care FSA funds are not available January 1. You must contribute and have an available balance to be reimbursed for expenses.
 

If you enroll in an HDHP, an HSA can help cover medical costs including deductibles and let you save for future medical and retirement expenses. There are three tax advantages to an HSA:
1. TAX-FREE CONTRIBUTIONS. Money you put into your HSA from your paycheck isn’t taxed. This lowers the amount of income that gets taxed, saving you money now.
2. TAX-FREE WITHDRAWALS. When you use the money in your HSA to pay for eligible medical expenses, you don’t pay any taxes on those withdrawals.
3. TAX-FREE GROWTH. If you invest the money in your HSA, any growth or earnings from those investments aren’t taxed either.

UVM HSA CONTRIBUTIONS BY SALARY BAND

UVM contributes to an HSA for all employees enrolled in an HDHP. The contribution is divided between three deposits occurring in January, April, and October. Aligned with our social justice philosophy, employees with lower salaries have higher annual contributions. Contribution rates are the 
same, regardless of which HDHP you select.

ONLY FOR 2025: UVM will contribute an additional $1,000 as one-time account opening deposit for employees with an base salary lower than $80,000.

KEY DIFFERENCES BETWEEN FUNDING ACCOUNTS

UVM offers life insurance coverage of $10,000 to benefits-eligible employees, fully paid by UVM. Employees have the option to increase coverage amounts with a cost share between the employee and UVM, up to 7 times a person’s base salary (with a limit of $2 million).

Spouse and child life insurance coverage is also available to individuals that have elected $50,000+ in employee coverage.

Additional Documents

• Group Life Insurance Highlights (pdf)
• Group Life Insurance Certificate (pdf)

Long-Term Disability

Eligible employees may enroll in the Long-Term Disability plan for income and benefit protections in the event they become totally disabled as defined by the plan and unable to work for a period of greater than six months. Long-term disability provides either 60 or 70% of monthly income, depending on the plan selected. 

The cost of the Long-Term Disability plan is shared between UVM and the employee. Long-Term Disability payments are taxable. Employer contribution level determines the taxability of the disability payment amount. 

In addition to wage replacement, the plan also provides for retirement protection, contributing funds to your UVM 403(b) retirement plan if you are enrolled and receiving the UVM contribution to your 403(b) as of your date of disability. 

Additional Documents:

• Group Long-Term Disability Highlights (pdf)
• Group Long-Term Disability Insurance Certificate (pdf)
• Long-Term Disability Rates (pdf)

Short-Term Disability 

Eligible employees may elect Voluntary Short-Term Disability, which provides 70% of your salary if you are unable to work due to a medically qualified, non-work-related injury or illness which prevents you from working. Disability payments would begin after a 30-day waiting period and provide income replacement for up to a maximum of six months.

The Short-Term Disability benefit is voluntary and fully employee paid. UVM negotiated group rates are more reasonably priced than individual rates. Also, because the premiums are employee-paid, if you do need to utilize short-term disability, your disability payments won’t be taxed. This means no taxes would be deducted from the 70% disability payments.   

Short-Term Disability may only be elected during annual Open Enrollment, and employees must sign up by using PeopleSoft Self-Service. Premium cost is based on an employee’s salary and rates are calculated within PeopleSoft. 

There are some instances where short-term disability can be used after the birth of a child. Please see the Time Off & Leave page for more information.

Additional Documents:

• Voluntary Short-Term Disability Highlights (pdf)
• Group Short-Term Disability Insurance Certificate (pdf)