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Health - High Deductible Plan

A high deductible health plan is a plan with lower monthly premiums and higher deductibles than a traditional health plan. Preventive care is always paid 100 percent by the plan. If you elect to enroll in the High Deductible Plan, Davidson will contribute to a Health Savings Account (HSA) to assist you with your out of pocket expenses. You are also eligible to make contributions to the HSA through pre-tax payroll deductions, up to the annual IRS limits.


  • All regular, full-time employees, effective the first of the month after 30 days of continuous service

2017 Choice Plus High Deductible Rates

United Healthcare HDHP
Monthly (FT)
Bi-Weekly (FT)
Employee Only $55.00 $25.38
Employee + Spouse $307.32 $141.84
Employee + Child $244.46 $112.83
Family $483.29 $223.06

Employees with an annual household income below $45,000 may be eligible for a health insurance subsidy.

Health Savings Account

If you enroll in the High Deductible Health Plan (HDHP), Davidson College contributes to a Health Savings Account (HSA) on your behalf. As a participant, you are eligible to contribute, pre-tax, to the HSA as well. Preventative care is paid at 100 percent by the insurance company, but any other medical expenses during the year (up to a deductible amount), will be paid with your HSA or out-of-pocket.  The money in the HSA can roll over to the next year if unused.

Davidson contributes into the HSA as follows:

Full Time Employees
Employee Only   $750/year
Employee + spouse and/or children $1,500/year

Employees may contribute to the HSA through payroll deduction, pretax, up to the IRS limits outlined below:

Full Time Employees
(Under 55)
Employee Only $2,650/year
Employee + spouse and/or children $5,250/year

Employees that are 55 or older may contribute an addition $1,000/year.

Employees With Other Medical Coverage

IRS guidelines say that you cannot open and actively contribute to an HSA plan if you are covered by any other medical plan that is not an HSA-compatible health plan. Any health plan that is not an HSA-compatible plan would make you ineligible for an HSA. This includes coverage under a spouse's plan which is not an HSA-compatible plan or coverage under a General Medical FSA or HRA.

From the U.S. Office of Personnel Management Website:

"You must participate in a High Deductible Health Plan, have no other insurance coverage other than those specifically allowed, and not be claimed as a dependent on someone else's tax return in order to be eligible for an HSA. Some examples of other coverage that would cause ineligibility are: a health care flexible spending account (HCFSA), a spouse's FSA, a spouse's family enrollment in an HMO, other non-high deductible health insurance coverage, TRICARE, Medicare, or receipt of VA or IHS benefits within the previous three months."

If an employee on the high deductible plan turns age 65 and is enrolled in Medicare part A, the employee can still pay health care bills from the health savings account after he or she begins Medicare part A. However, neither the employee nor college can contribute funds to the health savings account. Instead, the college will contribute to a health reimbursement account (HRA).

In 2013 the college began setting up Health Retirement Accounts (HRA) for employees who do have other coverage (such as Medicare or Veteran's coverage) but who still want to be on the HDHP. The biggest difference between the two accounts is that the employee cannot defer his or her own money to an HRA. Only the employer can contribute to the account.

HRAs and HSAs are governed by the same IRS rules, and money from both types of accounts can be used to reimburse the employee for the same types of medical expenses.


When you meet your deductible, the plan begins to pay 80% of your in network expenses up to your out-of-pocket maximum. 

Individual $2,600 $7,800
Family $5,200 $15,600
  • Only the amount you pay for in-network covered expenses counts toward your in-network deductible.
  • All eligible family members contribute towards the family plan deductible. Once the family deductible has been met, the plan will pay each eligible family member's covered expenses based on the coinsurance level specified by the plan.
  • This plan includes a combined Medical/Pharmacy plan deductible.
Individual  $5,500 None
Family $11,000 None
  • Only the amount you pay for in-network covered expenses counts toward your in-network, out-of-pocket maximum
  • Plan deductible contributes towards your out-of-pocket maximum
  • All eligible family members contribute towards the family out-of-pocket maximum. Once the family out-of-pocket maximum has been met, the plan will pay each eligible family member's covered expenses at 100 percent

Vendor Information

United Healthcare
Visit the United Healthcare website.
Plan Administrator: Davidson College

Need Help?

Have questions about the plan? In addition to the plan documents below, check out the Frequently Asked Questions (PDF).

Trying to decide whether to choose the High Deductible or the Traditional OAP Plan? View the 2017 Health Plan Comparison (coming soon) from United Healthcare. 

Helpful Documents