By SUSAN JONES
The shortened 17-day window to sign up for Pitt’s 2023-24 health insurance plans ends on May 31.
Melissa Kluchurosky, director of benefits in the Office of Human Resources, said the overall premium increase is 6.4 percent, which she said is below most of the places they used as benchmarks. The new rates and plans only apply to faculty who are not in the union bargaining group and staff. For bargaining unit faculty, all costs and plans will remain unchanged this year due to ongoing collective bargaining negotiations.
Part of the delay in releasing the new plans was caused by “extensive negotiations” with the Medical Advisory Committee about the consolidation of the two PPO plans into one and the rate hikes for the plans, Kluchurosky said.
The committee, which is composed of faculty, staff and administration, didn’t meet until mid-April, which has previously been when the plans were being finalized. Last year’s open enrollment went from April 25 to May 25; this year’s didn’t start until May 15. The make-up of the committee also had to change, because bargaining unit faculty were excluded, including the Senate Council president who usually sits on the panel.
Kluchorosky, who has worked in the benefits office for nine years and last year took over as director, said the rate increases are the result of a few factors. “The increase we assessed last year was well below inflation rate, so certainly we’re having some catching up to do,” she said. “Additionally, we’re looking at the steady increase of cost of care and the surge of backlog care … from COVID, where people just didn’t get the care they needed for two to three years.”
Panther Gold participants — 82 percent of Pitt employees — will see premium increases of $5 to $28 a month depending on family size. But there is now a deductible of $150 to $300 for non-copayment services for those who use the UPMC Advantage Network of UPMC-owned facilities. The out-of-pocket maximums also have increased slightly. Another change will drop the co-pay for virtual doctor visits from $10 to $5, but increase specialist co-pays from $40 to $50.
The Panther Plus and Panther Advocate plans — which 5 percent and 9 percent of employees are enrolled in, respectively — have merged into Panther PPO. Those who currently have Panther Plus will take the biggest hit, with rates for the new Panther PPO plan $33 more a month for individuals and at least $100 more for families. Those with Panther Advocate will actually have lower monthly premiums of $18 to $33 depending on family size.
Those enrolled in the new Panther PPO plan will pay 15 percent of the costs of many services after the deductible is met, which is a change from 20 percent for Panther Plus and 10 percent for Panther Advocate. The deductible is the same as Panther Plus was this year — $750/$1,500 — which is an increase for those who had Panther Advocate.
Kluchorosky said the PPO plans were updated for multiple reasons.
“Based on low Panther Advocate and Panther Plus plan enrollment rates, we reviewed, reassessed and worked to strengthen the University’s plan offerings for the coming year,” she said. “There is also a cost benefit to employees. While premiums are increasing for Panther Plus, co-insurance is decreasing by 5 percent, which can result in additional savings for individuals with out-of-pocket costs once deductibles are met. Additionally, this plan update helps to offset administrative costs for the University and employees, providing comprehensive larger plan options.”
Anyone who currently has Panther Advocate and Panther Plus will automatically be placed into Panther PPO if they don’t make another selection. Those in Panther Gold or Basic who don’t want to change do not need to do anything, although the benefits office encourages people to review their selections every year.
The Panther Basic plan, which 4 percent of employees are enrolled in, also will have small premium increases of $1 to $11 and the deductible has increase to $2,000/$4,000 from $1,500/$3,000.
The vision and dental plans are the same as last year, although the vision plan is now called Davis Vision by MetLife.
The University also increased the health incentives employees can receive to offset care costs. Currently, employees can only accrue $125 per adult, but they will be able accrue $200 per adult in the new plan year.
Faculty bargaining unit members
For bargaining unit faculty, all costs and plans will remain unchanged this year. Those who want to keep the same plan don’t need to do anything. Those who want to change to another of the four plans available last year need to do so before May 31.
A union spokesperson said, “We will negotiate health benefits as well as salary increases as part of our broader contract. We presented proposals on benefits and compensation to the administration last semester. We are awaiting a response from them in order to move forward on these subjects.”
On its website, the union said it submitted a proposal on compensation and benefits in October 2022. The benefits proposal covered health care and several other topics, the union said, but gave no details on its health insurance proposal.
Organizers of the fledgling staff union are using the rate increases and plan changes as a rallying cry. An email from the group asked why Pitt is making changes to health care coverage and why the changes don’t apply to those in the faculty bargaining unit. “Because Pitt’s administration cannot legally change the terms of employment for union employees without negotiating with them,” the email said. “What can we do? Show the University that we have collective power and are ready for a seat at the table by signing a union card to secure an election.”
It is interesting to note that other Pitt staff who are already represented by unions, such as police and custodial personnel, are covered by the same new health insurance plans agreed to by the Medical Advisory Committee.
Susan Jones is editor of the University Times. Reach her at suejones@pitt.edu or 724-244-4042.
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