The administration and FAMCO have NOT reached an agreement about University health benefits, but the administration is barreling forward anyway. The plans on offer at upcoming “healthcare information sessions” with the HR benefits team DO NOT address the FAMCO Healthcare platform, and the administrations seems to be trying to push past that fact quietly. Presumably, these presentations are intended to divide university employees by isolating non-untoned employees.
Again, FAMCO has NOT AGREED to the these plans that the administration will, presumably, start presenting at upcoming “info sessions.” FAMCO believes ALL workers deserve clear information on their health benefits choices, so we made the table below.
Out-of-Pocket maximums are particularly important to pay attention to because you can still be charged certain fees and copays after meeting deductibles. It’s also important to note that in- and out-of-network maximums are added up separately, so meeting one does not automatically count toward the other.
FAMCO’s proposal is simple: extend the premiums freeze through July 1 and then lower current premiums 10% while keeping the Healthcare LMC active to properly design sound plans for all University workers. The Administration is trying to RUSH THROUGH these new plans.
Under these plans, faculty will pay more for these proposed benefits, both in higher deductibles and higher paycheck contributions, and deductibles compound the problems the less you are paid. These proposed increases more than cancel out recent cost-of-living and salary floor increases FAMCO’s last contract with the administration won.
| Current Premiums Deducted from Paychecks | Current Deductibles (In/Out-Network) | Proposed Premium Deductions from Paychecks | Proposed Deductibles(In/Out-Network) | Out-of-Pocket Maximum(In/Out-Network)(What if I get sick? What’s the worst thing possible?) | |
| Current EPO Employee Employee+1 Family Ends 2025 | $108/month $181/month $301/month | $1500/NA $3000/NA $3000/NA | $112/month $239/month $335/month | No change No change No change Ends 2025 | $4000/NA=$4000+OON $8000/NA=$8000+OON $8000/NA=$8000+OON Ends 2025 |
| Current DA Employee Employee+1 Family Ends 2025 | $396/month $542/month $706/month | $0/$500 $0/$1000 $0/$1000 | $395/month $560/month $775/month | No change No change No change Ends 2025 | $2000/$2000=$4000 $4000/$4000=$8000 $4000/$4000=$8000 Ends 2025 |
| Admin Proposed “DA 500” Employee Employee+1 Family | $350/month $538/month $754/month | $500/$1000 $1000/$2000 $1000/$2000 | $2500/$4000=$6500 $5000/$8000=$13,000 $5000/$8000=$13,000 | ||
| Admin Proposed “DA 1500/HRA” Employee Employee+1 Family | $130/month $278/month $390/month | $1500/$3000 $3000/$6000 $3000/$6000 | $4000/$5000=$9000 $8000/$10,000=$18,000 $8000/$10,000=$18,000 | ||
| Admin Proposed “DA HDHP/HSA” Employee Employee+1 Family | $111/month $239/month $335/month | $3000/$3000 $6000/$6000 $6000/$6000 | $4500/$5000=$9500 $9000/$10,000=$19,000 $9000/$10,000=$19,000 |
Deductibles discourage people from seeking care, meaning are likely to not get health issues diagnosed, will miss detecting problems early, or will recover slower from problems that need monitoring and detailed care plans. This could be one way the administration hopes to save themselves money in the long run. However, delaying getting healthcare causes more damage and makes it more expensive, both to faculty and, ultimately, the University as the health insurance provider. Deductibles make specialist care (like mental health services) harder to access because they are often out-of-network, subjecting them to higher deductibles and out-of-network maximums.
These increases will result in a severe pay cut for many. Our health care means more now than ever, and we deserve fair treatment. Why does President Leahy think it is fair to increase the cost of University workers’ and their family’s healthcare?
The Faculty Association of Monmouth University 
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