CHIPD health insurance premium charts
Table 1: Actual monthly employee contribution for 2004 (health insurance and drug coverage combined)
Tier 1 Plan Care Choices HMO HAP HMO M-CARE HMO M-CARE POS BC/BS United CMM GradCare (1 Adult) $16 $16 $16 $18 $25 $15 $12 Tier 2 (2 Individuals) $31 $31 $31 $56 $338 $29 $23 Tier 3 (3 or more Individuals) $92 $106 $89 $171 $500 $52 $27
*Table 2: Proposed changes in monthly employee contributions based on 2004 premiums (health insurance and drug coverage combined)
Tier 1 Plan Care Choices HMO HAP HMO M-CARE HMO M-CARE POS BC/BS United CMM GradCare (1 Adult) $15 $20 $15 $55 $120 $5 $5 Tier 2 (1 Adult + child(ren)) $50 $55 $50 $110 $210 $20 $10 Tier 3 (2 Adults) $80 $90 $80 $160 $290 $40 $20 Tier 4 (2 Adults + child(ren)) $135 $150 $135 $250 $430 $80 $25
Table 3: Actual monthly retiree contribution for 2004 (health insurance and drug coverage combined)
Tier A Tier B Tier C Tier D Tier E 3+ Person Mixed (at least 1 Not Medicare Eligible and at least 1 Medicare Eligible) $39 $40 $39 $41 $53 $40
Plan Care Choices HMO HAP HMO M-CARE HMO M-CARE POS BC/BS United CMM
1 Person Medicare Eligible $15 $15 $14 $14 $16 $15
2 Persons All Medicare Eligible $29 $30 $28 $28 $33 $30
3+ Persons All Medicare Eligible $44 $44 $42 $42 $49 $46
2 Person Mixed (1 Not Medicare Eligible and 1 Medicare Eligible) $31 $31 $30 $32 $42 $30
*Table 4: Proposed changes in monthly retiree contributions based on 2004 premiums (health insurance and drug coverage combined)
Tier A Tier B 2 Persons All Medicare Eligible $85 $90 $65 $65 $150 $130 Tier C Tier D 2 Person Mixed (1 Not Medicare Eligible and 1 Medicare Eligible) $40 $45 $20 $65 $175 $40 Tier E 3+ Person Mixed (at least 1 Not Medicare Eligible and at least 1 Medicare Eligible) $135 $145 $110 $175 $330 $135
Plan Care Choices HMO HAP HMO M-CARE HMO M-CARE POS BC/BS United CMM
1 Person Medicare Eligible $20 $20 $10 $10 $50 $40
3+ Persons All Medicare Eligible $135 $140 $105 $105 $225 $195
* Tables 2 and 4 estimate what 2004 employee or retiree contribution rates, rounded to a $5 increment, would have been if the proposed changes were fully implemented for the coming year. These figures should be used with caution. Although they represent a presumption of the impact of the design changes and of moving to the target for the University to pay 85% of aggregate premium costs, they are not the rates in effect for calendar year 2004, nor will they be the actual rates for calendar year 2005. Given recent trends in health care costs, the University’s and employees’ insurance co-premiums surely will be higher in 2005 than the 2004 illustrations in the table.
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