The Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA) is available to the following employees:

• Faculty, academic staff, and executive management
• Non-union support staff
• Employees in the Police Officers Association of Michigan (POAM) union.
• Employees that live outside of Michigan and are in the Administrative Professional Supervisors Association (APSA) or Clerical-Technical (CTU) unions.

Support staff in the following unions are NOT eligible: APSA and CTU employees that live in Michigan and all Administrative Professional Association (APA), MSU Extension, Nurses, Resident Advisors, Spartan Skilled Trades Union (SSTU), 274, 324, and 1585 employees.

The CDHP is a Preferred Provider Organization (PPO), which gives you the flexibility to manage your own care. There is a worldwide network of participating PPO physicians and hospitals. If you do not anticipate having high health care needs and are looking for a sound strategy to save for your retirement health care, this plan may be the most cost-effective option.

While you pay a deductible first before the plan pays medical and prescription benefits, preventative care and certain generic medications for chronic conditions (asthma, cholesterol, diabetes, and anti-hypertensives) are 100% covered with no deductible or copay when using an in-network provider.

You may view the Health Plan Coverage Comparison for more information.

2026 Plan Year : The in-network deductible is $2,000/individual and $4,000/family. The out-of-network deductible is $4,000/individual or $8,000/family. After meeting the deductible, a 20% coinsurance may apply up to the out-of-pocket maximum. The out-of-pocket in-network maximum is $3,000/individual or $6,000/family. The out-of-pocket out-of-network maximum is $6,000/individual or $12,000/family. You may view the Health Plan Coverage Comparison for more information.

2027 Plan Year: Updates, if any, will be available this fall.

You are automatically enrolled in prescription coverage through CVS Caremark when you enroll in the BCN plan. 

When enrolling in the CDHP, you must enroll in the HSA at the same time. MSU contributes up to $750 to the HSA each year (prorated based on employment percentage) and you may add funds tax-free. If you do not enroll during Open Enrollment, you will lose MSU’s contribution.

Use your HSA funds to pay for any eligible medical expenses or doctor visits you incur. Employer and employee combined annual HSA contributions are limited to the IRS limits of $4,400/single and $8,750/family.

These contributions are triple tax-free! You make contributions pre-tax, your account balance earns interest tax-free, and your distributions are tax-free if they are used for eligible medical expenses. Money in the HSA is yours to take with you, even if you leave MSU for a different employer or retire. In fact, investing in your HSA now to use in your retirement is a sound strategy to fund your medical expenses in retirement.

IRS Regulations: To enroll in and contribute to an HSA, you MUST meet the following IRS regulations:

1. You must be covered by an HSA-qualified high deductible health plan (like the MSU CDHP administered by Community Blue)
2. You cannot be covered by another non-high deductible medical plan (a major medical plan) or a high-deductible plan that is not compliant with IRS rules regarding HSAs.
3. You cannot be covered by a health care flexible spending account (FSA) until the end of the FSA grace period, currently April 30.
4. You cannot be enrolled in Medicare (Part A, B, or D).
5. You cannot be claimed as a dependent on another individual's tax return.
6. You cannot be currently enrolled in the Aetna Student Health Plan.

¹The HSA contribution will be made the following month upon enrollment in the HSA. The quarterly contribution amounts differ depending on when you enroll during your initial year. For example, if enrollment occurs on April 3, the initial HSA contribution of $250.00 is effective May 1, plus an additional $125.00 for that quarter. The total contribution will not exceed $750.00 per year. IF enrollment occurs in the 4th quarter, the total HSA contribution would be $375.00.

Use the following tools and resources to learn about the CDHP and HSA:

• CDHP with HSA FAQs 
• HealthEquity HSA Education Webpage 
• HSA Percentage Calculator
• HSA Transfer Request Form

Faculty, Academic Staff, and Executive Management: You will use the EBS portal to enroll during your eligibility period, such as Open Enrollment or during your new hire period. 

Support Staff: Eligible employees are unable to enroll in this plan through the EBS Portal. Please submit the offline enrollment form to MSU Human Resources during your eligibility period, such as Open Enrollment or during your new hire period. 

For questions about the CDHP, visit the Blue Cross Blue Shield webpage or call 800-662-6667. For questions about the HSA, contact HealthEquity at 877-219-4506. For questions about eligibility, contact MSU Human Resources at 517-353-4434 (toll free: 800-353-4434) or email SolutionsCenter@hr.msu.edu. 

Annual Year Appointment Definition: A full year assignment of duties and responsibilities, including periods of annual leave and paid holidays.

Academic Year Appointment Definition: A full 12-month period with a nine-month assignment of duties and responsibilities.

The following monthly premiums are to add a sponsored dependent to your health plan. This premium is in addition to employee premiums. A sponsored dependent must be related to you by blood, marriage, or legal adoption, a member of your household, and dependent on you for more than half of their support. The dependent must meet the IRS dependency test.

The following monthly premiums are to add a non-adopted grandchild, niece, nephew, or ward through legal guardianship (age 23 to 25) to your health plan. This premium is in addition to employee premiums. The dependent must meet the IRS dependency test.

¹  MSU only contributes toward the cost of the single-person coverage, with the employee responsible for a 7% pre-tax premium share. If you enroll in 2 person or family coverage, you are also responsible for the additional premium cost for those dependents.