2026 Medical Plan Comparison
Below is a side-by-side comparison of costs and coverages for each medical plan option.
| Plan Component | Lion Traditional Plan Per employee type as listed |
Lion Advantage HSA Faculty, Staff, & Technical Service |
Lion Advantage Flex Faculty and Staff ONLY |
|---|---|---|---|
| Deductible | Faculty, Staff, Postdoctoral Appointee $250-$625 Individual (based on salary) $500-$1,250 Family (based on salary) Technical Service $250 Individual $250 / $375 Parent + Child(ren) $250 / $500 Family |
$1,700 Individual / $3,400 Family | $1,700 Individual / $3,400 Family |
| Coinsurance Percentage | Faculty, Staff, & Technical Service 10% member / 90% University |
10% member / 90% University | 10% member / 90% University |
| Coinsurance Maximum | Faculty, Staff, Postdoctoral Appointee $2,000 Individual / $4,000 Family Technical Service $750 Individual $750 / $1,125 Parent + Child(ren) $750 / $1,500 Family |
$1,975 Individual / $3,950 Family | $1,975 Individual / $3,950 Family |
| Out-of-Pocket Maximum | Faculty, Staff, Postdoctoral Appointee $2,250-$2,625 Individual (based on salary) $4,500-$5,250 Family (based on salary) Technical Service $1,000 Individual $1,000 / $1,500 Parent + Child(ren) $1,000 / $2,000 Family |
$3,675 Individual / $7,350 Family | $3,675 Individual / $7,350 Family |
| Preventive Care | Faculty, Staff, Postdoctoral Appointee & Technical Service 100% coverage, copay/deductible does not apply |
100% coverage, deductible does not apply | 100% coverage, deductible does not apply |
| Primary Care Visit | Faculty, Staff, Postdoctoral Appointee $20 copay Technical Service $10 copay |
10% coinsurance after deductible | 10% coinsurance after deductible |
| Well360 Virtual Health Telemedicine Visit | Faculty, Staff, Postdoctoral Appointee & Technical Service $0 copay |
Faculty, Staff, Postdoctoral Appointee $0 cost share before deductible Technical Service $0 cost share after deductible |
Faculty, Staff, Postdoctoral Appointee $0 cost share before deductible |
| Specialist Visit | Faculty, Staff, Postdoctoral Appointee $30 copay Technical Service $20 copay |
10% coinsurance after deductible | 10% coinsurance after deductible |
| Urgent Care Visit | Faculty, Staff, Postdoctoral Appointee $30 copay Technical Service $20 copay |
10% coinsurance after deductible | 10% coinsurance after deductible |
| Emergency Room Visit |
Faculty, Staff, Postdoctoral Appointee Technical Service |
10% coinsurance after deductible | 10% coinsurance after deductible |
| Plan Deductible and Coinsurance Information | Deductible applies to: Lab tests, x-rays, surgery, in-patient admissions, out-patient services, and durable medical equipment. Once deductible is met, coinsurance is applicable on these services. Once deductible and coinsurance is met, coverage for these services will be paid by the University at 100%. Deductible DOES NOT include: copays or prescriptions |
Deductible applies to: ALL medical and prescription services are applied to deductible and then coinsurance. Once deductible and coinsurance is met, coverage will be paid by University at 100%. | Deductible applies to: ALL medical and prescription services are applied to deductible and then coinsurance. Once deductible and coinsurance is met, coverage will be paid by University at 100%. |
Medical Plan Summaries
| Lion Traditional Plan | Lion Advantage HSA | Lion Advantage Flex (Faculty and Staff ONLY) |
|---|---|---|
| This is a traditional Preferred Provider Organization (PPO) plan that has freedom of choice with a large, national provider network: | This is a High Deductible Health Plan (HDHP) that has freedom of choice with a large, national provider network. It is automatically paired with a pre-tax Health Savings Account (HSA). To be eligible, the employee must meet the following: | This is a High Deductible Health Plan (HDHP) that has freedom of choice with a large, national provider network. This new health plan option DOES NOT pair with a pre-tax Health Savings Account (HSA), therefore will receive no employer seed funding. |
| May be used in conjunction with other non-HDHP plans or HDHP plans that do not use an HSA; multiple plans will follow Coordination of Benefits between plan carriers to determine primary versus secondary payer | Cannot have other non-HDHP health insurance coverage (including Medicare or Tricare) | Primarily intended for those employee who are or may become Medicare eligible, but still want a lower payroll contribution with higher deductible. |
|
May choose to also participate in the Health Care Flexible Spending Account (FSA), but this is not required
|
The employee nor spouse can have a balance in a Health Care Flexible Spending Account (FSA) from another employer plan
|
May be used in conjunction with other health insurance coverage; multiple plans will follow Coordination of Benefits between plan carriers to determine primary versus secondary payer |
| Available to all visa types; may be the only option presented depending on visa type listed in Workday | Cannot have a J or F visa type |
May choose to also participate in the Health Care Flexible Spending Account (FSA), but this is not required
|
| Is the only plan option available to Postdoctoral Fellows | Cannot be classified as a Postdoctoral Fellow | Cannot have a J or F visa type |
Participants in Lion Traditional are eligible for the Condition Care Program. This program provides lower cost-sharing on high value services for employees, spouses, and children with one or more of the following conditions:
|
Participants in Lion Advantage HSA are not eligible for the Condition Care Program (CCP) | Participants in Lion Advantage Flex are not eligible for the Condition Care Program (CCP) |
Try the Benefits Mentor tool to see which plan might be best for you.