If you opt out and lose insurance coverage during the plan year, you can enroll in Kent State's plans under a Qualifying Event. Contact us at benefits@kent.edu within 31 days of the qualifying event to enroll or make any necessary changes to your benefits.

Sometimes employees have other insurance through their parents or a spouse/domestic partner. If you have other insurance, you are welcome to opt out of university coverage, and you might even be eligible for opt-out incentive payments of $50 per pay (up to $100 per month).

When enrolled in the High Deductible Health Plan, you will be charged the full negotiated price for your prescriptions until your HDHP annual deductible is met, unless those medications are on the Preventative Drug List. Any money paid toward prescriptions will count towards meeting your annual deductible. The prescription co-insurance will apply only after your deductible is met (see below).

• Preventive care is covered 100% with in-network providers
• Lower monthly premiums
• Deductible for in-network providers: $3,300 for single coverage and $5,400 for family coverage.
• No Coinsurance for in-network providers
• No Co-pay
• Opportunity to invest in a Health Savings Account (HSA)
  • Contribution is taken pre-tax
  • Kent State contributes to all employee HSAs:
    • $1,300 for single coverage
    • $2,000 for family coverage
    • available after the first payroll of the year!
  • Funds roll over year-t

• Preventive care is covered 100% with in-network providers
• Higher monthly premiums
• Deductible for in-network providers: $300 for single coverage and $600 for family coverage.
• Coinsurance for in-network providers: 15%
• Office co-pays for non-preventive healthcare services:
  • $15 for primary care doctors
  • $30 for specialists
  • Co-pays do not go toward meeting your deductible
• Out of Pocket Maximum for in-network providers
  • $1,500 for single coverage ($1,200 AAUP)
  • $3,000 for family coverage ($2,4

The Healthcare Comparison Modeler is pending for the 2025 plan year and will be available soon to help with comparing your healthcare options.

Those employees providing medical coverage to a spouse or domestic partner may be subject to the Working Spouse/Domestic Partner fee. This will automatically be added to your health insurance payroll deduction each pay. The fee may be waived if your spouse/partner meets any of the following criteria: