Among the things that make Stevens a great place to work is the university's commitment to providing a competitive staff total rewards program to support the universities mission to foster a culture of "excellence in all we do" and to attract, retain and reward outstanding staff who add to the intellectual vibrancy of our campus and help to propel the university to higher levels of achievement.
Are You Eligible?
Employees that work at least 30 hours in a regular full-time position are eligible to apply for benefits.
Eligible employees may add dependents to their benefits plan.
ELIGIBLE DEPENDENTS | REQUIRED DOCUMENTATION |
|---|---|
Legal Spouse | Marriage certificate |
Children (up to age 26) | Birth certificate, Adoption certificate, other qualifying paperwork |
Benefits Coverage Period
Benefits coverage begins on the 1st of the month following date of hire, or the same day if hired on the 1st of the month. Coverage ends on the last day of the month following termination, or the same day if terminated on the last day of the month.
DATE OF HIRE | COVERAGE BEGINS | DATE OF TERMINATION | COVERAGE ENDS |
|---|---|---|---|
November 4 | December 1 | June 19 | June 30 |
November 1 | November 1 | June 30 | June 30 |
Medical Plans
Plus and Core
The Plus and Core plans offer a range of physicians and facilities. Copayment, coinsurance, and deductibles (for certain services) are available for in-network preferred providers. Deductibles and coinsurance are available for out-network non-preferred providers. No referrals are required for the PLUS and CORE Plans. Certain preventive care, such as annual exams, well-baby care, and certain screenings are available with no cost sharing.
EPO Plan
The EPO Plan provides a managed network of physicians and facilities in which all care services must be rendered. A primary care physician (PCP) coordinates healthcare. No coinsurance, claim forms, or physical referrals are required. Certain preventative care, such as annual exams, well-baby care, and certain screenings are covered with no cost sharing.
HDHP with a Health Savings Account (HDHP) Plan
The HDHP has an annual deductible applicable to all services, except preventive care, before the plan pays 70% of eligible facility and prescription drug charges. Office visits and emergency room visits are subject to a co-payment after the deductible is satisfied. If you have family coverage, you must meet the family deductible before benefits are payable.
Plan Comparison Chart
| CORE PLAN (IN-NETWORK) | CORE PLAN (OUT-NETWORK) | PLUS PLAN (IN-NETWORK) | PLUS PLAN (OUT-NETWORK) | EPO PLAN (IN-NETWORK) | EPO PLAN (OUT-NETWORK) | HDHP/HSA PLAN (IN-NETWORK) | HDHP/HSA PLAN (OUT-NETWORK) |
|---|---|---|---|---|---|---|---|---|
BENEFIT % | 100% | 70% | 100% | 80% | 100% or 80% | Out-Network Services are Not Covered | 100% or 70% | Out-Network Services are Not Covered |
DEDUCTIBLES | $500 Single/ $1000 Family | $1500Single/ $3000 Family | $250 Single/ $500 Family | $1000Single/ $2000 Family | $1000 Single/ $2000 Family |
| $1500 Single/ $3000 Family |
|
OUT-OF-POCKET MAXIMUMS | $2000 Single/ $4000 Family | $4000 Single/ $8000 Family | $2000 Single/ $4000 Family | $2500 Single/ $5000 Family | $3500 Single/ $7000 Family |
| $3000 Single/ $6000 Family |
|
OFFICE VISITS | Primary $25 Copay/ Specialist $50 Copay | 70% after deductible | Primary $20 Copay/ Specialist $40 Copay | 80% after deductible | $20 or $40 Copay |
| Primary $20 Copay/ Specialist $40 Copay after deductible |
|
INPATIENT STAYS | 100% after deductible | 70% after deductible | 100% after deductible | 80% after deductible | 80% after deductible |
| 70% after deductible |
|
OUTPATIENT SURGERIES | 100% after deductible | 70% after deductible | 100% after deductible | 80% after deductible | 80% after deductible |
| 70% after deductible |
|
EMERGENCY ROOM VISITS | $100 Copay | $100 Copay | $100 Copay | $100 Copay | 80% after $100 Copay |
| 70% after deductible and $100 Copay |
|
Prescription (Rx) Plan
Prescription Drug benefits are included in your medical plan election, for all plans. Prescription benefits will be administered through Cigna's prescription partner, Express Scripts. The cost of the prescription drug plan is included with the medical premium.
For information on quantity limits, step therapy, and/or pre-certification requirements for certain prescription drugs, please visit the Cigna website or review the Cigna Standard 3-Tier Drug List below:
| CORE | PLUS | EPO | HDHP |
|---|---|---|---|---|
Retail (30 day supply) | $10 copay | $10 copay | $10 copay | 70% after deductible |
Mail Order (90-day supply) | $25 copay | $25 copay | $25 copay | 70% after deductible |
Specialty | $40 copay | $40 copay | $40 copay | 70% after deductible |
Cigna Healthy Awards Program
Cigna’s Healthy Awards Program rewards our employees who take active steps to ensure their health and wellness. Healthy awards can be applied toward out-of-pocket medical and vision expenses. Healthy awards will be applied at the time of service at the pharmacy. For all other services, members will receive a check in the mail. You can find more information on Cigna’s Healthy Awards Programs on Cigna’s Website.
Program Highlights
Cigna provides monetary incentives for the completion of the following:
PROGRAM/ACTIVITY | DEADLINE TO COMPLETE | AWARD | ELIGIBLE MEMBERS |
|---|---|---|---|
Biometric Screening | 4/30/2024 | $100 | Employees only |
Health Risk Assessment | 4/30/2024 | $100 | Employees and Spouses |
Omada Diabetes Prevention Program | 12/31/2024 | $250 | Employees and Spouses |
Healthy Pregnancy Program | 1st Trimester 2nd Trimester | $150 $75 | Employees and Spouses |
Lifestyle Management Program (smoking cessation, stress, and weight management) | 12/31/2024 | $100 | Employees and Spouses |
Cigna Centers of Excellence (for orthopedic or heart surgeries) | 12/31/2024 | $300 | Employees and Spouses |