The Wellness for Life program is a voluntary wellness program in which you can earn reward dollars by participating activities that promote a healthy lifestyle. The program runs from June 1, 2024, to May 31, 2025.

• Depending on the activity you complete, you will earn Health Incentive Reward Dollars.
• Activities range from preventive care to coaching.
  • Faculty and Staff can earn up to 200 Health Incentive Reward Dollars by earning 200 points.
    • Bronze Level: 50 points
    • Silver Level: 100 points
    • Gold Level: 150 points
    • Platinum Level: 200 points

    You will receive $50 on your UPMC Consumer Advantage card for each level you complete.
    
    Panther Basic members will have their Health Incentive Reward Dollars added to their September 2024 paycheck.¹
    
    Covered spouses/domestic partners can also earn up to 200.

• Reward dollars are funds that are loaded on to a UPMC Consumer Advantage debit card. They can be used to pay for qualified medical, prescription, dental, and vison care expenses, as well as qualifying over-the-counter (OTC) health care purchases, as defined in IRS Code 213(d).
• Funding: The University of Pittsburgh will fund the UPMC Consumer Advantage card when you complete a level.
• Accessing funds: When you incur an eligible health care expense or receive an invoice for an eligible service, you can use your UPMC Consumer Advantage debit card to cover the cost or pay out-of-pocket and request reimbursement. Be sure to keep your itemized receipts.
• Requesting reimbursement/substantiating purchases: Log in to your online account and:
  • Click on File Claim.
  • Follow the instructions to enter the required information and upload your receipts.
  • If the purchase was made using your UPMC Consumer Advantage debit card and substantiation is required, you will receive a notice from UPMC Consumer Advantage to submit your receipt(s).
    • Credit card statements, non-itemized cash register receipts, and canceled checks cannot be used to substantiate a claim.
• Reimbursement claims processing: We will promptly process your request and reimburse you by check or direct deposit (if you sign up for that feature). You will receive your funds sooner if you use direct deposit.
• Account management: Regularly visit your account to check your balance and access health education tools.

This is a special-purpose card that allows you to instantly access your Health Incentive Reward Dollars, health savings account (HSA), and/or flexible spending account (FSA). You can use the card to pay for eligible health care expenses at the point of sale.

If you are enrolled in a health care FSA, your FSA funds will automatically be used before your accumulated Health Incentive Reward Dollars funds. There are two reasons for this:

1. The health care FSA comes with a "use it or lose it" requirement (except for the $640 health care FSA rollover allowance).

2. You don't have to accrue a balance in your health care FSA before you can use the funds. By contrast, you do have to accrue Health Incentive Reward Dollars before you can use them. For example, if you elect to put $2,000 into your health care FSA, you can use the entire amount at the start of your plan year, even though you will not have made that amount of deferrals from your paycheck.

The University of Pittsburgh's annual Health Incentive Reward Dollars contribution will be based on the metal level you complete. If you complete all four levels, you will receive 200 Health Incentive Reward Dollars for single coverage or 400 Health Incentive Reward Dollars for family coverage (two or more people).<sup>2

2</sup>The faculty/staff member or their covered spouse/domestic partner may earn only half of the family incentive reward maximum. For example, if the maximum family incentive is 400 Health Incentive Reward Dollars, then the faculty/staff member may earn up to 200 Health Incentive Reward Dollars. The covered spouse/domestic partner may earn the remaining 200. Only faculty/staff members and their spouses/domestic partners can earn incentive rewards. Dependents are not eligible to earn Health Incentive Reward Dollars. In parent/child(ren) contracts that cover one parent plus a child or children, the parent may earn the full 400 Health Incentive Reward Dollars.

Yes. If you have an FSA and reward dollars, your account balances will be maintained on one card. The FSA will pay first. This will protect you from losing any unused FSA funds. Reward dollars will apply once your FSA balance is $0.

Only enrolled Faculty and Staff members and their covered spouse/domestic partner (if applicable) can earn reward dollars. Dependents are not eligible to earn reward dollars.

• You can use Health Incentive Reward Dollars to pay for your out-of-pocket qualified health costs related to medical, prescription, dental, or vision care, as well as the applicable costs of your dependents. Health Incentive Reward Dollars can also be used toward qualifying OTC health care expenses, as defined in IRS Code 213(d). If you have an FSA and reward dollars, your account balances will be maintained on one card. The FSA will pay first. This will protect you from losing any unused Health Care FSA funds. Health Incentive Reward Dollars will apply once your FSA balance is $0.
• A qualified medical expense is a cost for medical care as defined by Internal Revenue Code Section 213(d). The expense must be primarily to improve or prevent a physical or mental defect or illness, including dental and vision care. Most expenses for medical care will fall under Internal Revenue Code Section 213(d); however, some expenses do not qualify. Examples are surgery for cosmetic reasons, health club dues, illegal operations or treatment, maternity clothes, toothpaste, toiletries, and cosmetics.

You can earn reward dollars (up to your plan's maximum) by completing eligible activities from your personalized list.³ You may already complete many of the eligible activities, such as getting a flu shot or having an annual physical.

³The faculty/staff member or their covered spouse/domestic partner may earn only half the family incentive reward.

• If you are a Panther Gold or PPO member, you will have your Health Incentive Reward Dollars deposited into your Consumer Advantage Card each time you complete a level (Level 1 – 50 points, Level 2 – 100 points, Level 3 – 150 points, Level 4 – 200 points). You will receive $50 on your UPMC Consumer Advantage card for each level you complete to use toward qualified health care expenses and some OTC items (view a list of covered items). If you are a Panther Basic member, any earned incentive(s) will be applied to your September 2024 paycheck. (You must be actively employed through September 2024 to receive the incentive.)
• Individuals on long-term disability or workers' compensation as of September (after the plan year) are eligible to participate in this incentive program. Monetary incentives are considered taxable income, according to the IRS.

• Faculty and staff members: Once you complete a metal level, 50 reward dollars will be placed on your UPMC Consumer Advantage debit card. This should occur within a few days of completing the level.

Log in to the UPMC Health Plan member site and select Wellness for Life to get started.

The UPMC Health Plan member site is a secure, members-only website that allows you and your family to live chat with Member Services, review your recent claims, and access educational health tools.

Log in to learn more about the healthy activities you can complete to earn reward dollars or check your balance.

Yes. All current faculty and staff subscribers with UPMC Health Plan coverage have single sign-on access from my.pitt.edu to the member website. Just follow these instructions:

• Log in to my.pitt.edu.
• Follow this path: Search for Health Plan Access > Select the Health Plan Access (all campuses) tile

Enrolled spouses and domestic partners may log in to the UPMC member site or create a username and password. They can then view their Explanations of Benefits (EOBs) and claims history, as well as access health and wellness resources.

If you need help logging in or setting up your account, call UPMC Health Plan's Support line at 1-800-937-0438 (TTY: 711).

• Faculty and staff members and their covered spouse/domestic partner will have variety of activities to choose from. These include featured activities, activities recommended by UPMC Health Plan, and personalized activities based on their MyHealth Questionnaire results.

The MyHealth Questionnaire is a confidential health risk assessment that you take online. It asks questions about your current health issues, medical history, and lifestyle, including your eating habits and stress level. The questionnaire only takes about 10 minutes to complete. You'll get a personalized report with tips on how to improve your health.

Yes. Only you have access to the MyHealth Questionnaire report.

No. You do not have to enroll separately in the program as long as you are actively enrolled in University of Pittsburgh-sponsored UPMC Health plan coverage. If you complete the eligible activities, you will automatically receive your incentive.

No. Participation is voluntary and will not impact your medical plan or coverage.

Faculty and staff can access the MyHealth Questionnaire by following these instructions:

• Log in to my.pitt.edu.
• Follow this path: Search for Health Plan Access > Select the Health Plan Access tile > Select Better Health and Wellness > Select Wellness for Life > Select My Results

Covered spouses/domestic partners can access the MyHealth Questionnaire by following these instructions:

• Visit upmchealthplan.com/members
• Register for a new account, or log in with an existing account.
• Follow this path: Better Health and Wellness > Wellness for Life > My Results

A biometric screening is a health exam that can tell you your risk for certain health conditions, such as high blood pressure, diabetes, or high cholesterol. The screening measures your cholesterol, glucose, blood pressure, and height and weight, and it can help you understand where you should take action to improve your health.

1. Quest Patient Service Center – To schedule an appointment online at my.questforhealth.com. If you are a first-time user, use PITT2024 as your registration key. If you are a returning user, log in with your existing login credentials. If you are close to the main campus there is a Quest location that you can choose at 120 Lytton Avenue, Suite 100 C, Pittsburgh, PA 15213. Otherwise, you can select a location that is convenient for you.
2. Visit The Hub at 4041 Fifth Ave., Pittsburgh, PA 15213. To schedule an appointment, please call 412-383-4372.
3. Have a screening performed by your physician.

You are eligible for annual preventive services every plan year, starting July 1. You do not have to wait 365 days from your last exam for it to be covered.

Your provider will submit the claim to UPMC Health Plan. Please allow up to six weeks for submission and processing. Your credit will appear within a week of the claim being paid. If you have questions about receiving credit, please contact Member Services at 1-888-499-6885 (TTY: 711). The provider must submit the claim as a preventive exam for the claim to be paid at 100 percent (no member cost share). This will allow you to earn the incentive.

You can view your account balance(s) and transactions, file claims, upload receipts, and track your expenses through the UPMC Consumer Advantage website. You can also use the UPMC Consumer Advantage app to access your account.

To access the portal through, log in to my.pitt.edu.

Health Incentive Reward Dollars from the previous year will roll over to the new benefit year. Panther Basic members will have their Health Incentive Reward Dollars added to their September 2025 paycheck. The Health Incentive Reward Dollars rollover maximum is the plan year deductible amount for individual or family coverage, depending on the plan in which the member is enrolled.

Yes. Claim-based activities, health coaching, and RxWell® activities will count for incentive credit between June 1 and when the program goes live.

With a high-deductible health plan (HDHP), you have the security of comprehensive health care coverage. Like a traditional plan, you are responsible for paying for your qualified medical expenses up to the in-network deductible. However, the deductible will be higher, and you can use HSA funds to pay for these expenses.

After you meet the annual deductible, you are responsible for a portion of your medical expenses through coinsurance or copayments, just as with a traditional health plan. The Panther Basic HDHP deductible is $2,000 for individuals and $4,000 for families. The maximum out-of-pocket (including deductible and copayments, but not including premiums) cannot exceed $5,000 for individuals and $10,000 for families.

The IRS and U.S. Department of Treasury index the deductible and maximum out-of-pocket expenses annually for inflation. For 2024 the minimum HDHP deductible is $1,600 for individuals and $3,200 for families. Maximum out-of-pocket expenses (including deductible and copayments, but not including premiums) cannot exceed $7,500 for individuals and $15,000 for families.

Panther Basic is an HDHP; the Panther PPO, PA Child Welfare Resource Center OOA, Panther Gold, and Gold Advantage plans are not.

A health savings account (HSA) is a special, tax-advantaged savings account. It is similar to a traditional individual retirement account, but it is designated for medical expenses. With an HSA, you can pay for current eligible health care expenses and save for future qualified medical and retiree health care expenses on a tax-favored basis.

There are three tax advantages to HSAs: Contributions, investment earnings, and qualified distributions all are exempt from federal income tax, FICA (Social Security and Medicare) tax, and state income taxes (for most states).

Unused HSA dollars roll over from year to year, making HSAs a convenient way to invest and save for future medical expenses.

You own your HSA and can take it with you if you change medical plans, change jobs, or retire.

You may be able to invest HSA funds that are not needed for near-term expenses, allowing those funds to increase. Investment options include money market accounts, mutual funds, and more. Check with your bank to learn your options.

1. To be eligible to contribute to an HSA, you must be covered by a qualified HDHP and not have first-dollar coverage (insurance that provides payment for the full loss, up to the insured amount, with no deductibles).
2. You may use your HSA to pay for medical expenses that are covered under an HDHP, as well as other common qualified medical expenses.
3. Unused HSA funds will remain in your account, and you may be able invest them (as long as your account meets the minimum balance requirement). This will allow the funds to increase. Ask your financial institution whether investing is an option for your account.

HSAs work in conjunction with an HDHP. All the money you (or your employer) deposit in to your HSA up to the annual contribution limits excluded from federal income tax, FICA (Social Security and Medicare) tax, and state income tax (in most states). You can use these tax-free dollars to pay for eligible expenses that are not covered under your HDHP until you meet your deductible. UPMC Health Plan will pay for covered medical expenses above your deductible (except for any coinsurance). You can pay coinsurance costs with money from your HSA. You can also use your HSA to pay for dental and vision costs and alternative medicines.

You cannot have a health care FSA and an HSA. If you are opening an HSA but currently have unused funds in a health care FSA, you may spend down the funds before July 1. Any remaining funds will automatically be transferred to a limited-purpose FSA to pay for eligible dental and vision expenses. You may use limited-purpose FSA funds to reimburse yourself for expenses that are not covered by your HDHP, such as:

• Vision expenses, including glasses, frames, contacts, prescription sunglasses, goggles, vision copayments, optometrists or ophthalmologist fees, and corrective eye surgery.
• Dental expenses, including dental care, deductibles and copayments, braces, x-rays, fillings, and dentures.

You can have an HSA and a dependent care and/or parking/mass transit commuter FSA.

Both HSAs and FSAs allow you to pay for qualified medical expenses with pretax dollars. One key difference is that HSA balances can roll over from year to year. Only $610 from an FSA can roll over to the next plan year.

The maximum contribution for an eligible individual with self-only coverage is $4,150. The maximum contribution for an eligible individual with family coverage is $8,300.

HSA holders age 55 and older can save an extra $1,000, which means $5,150 for an individual and $9,300 for a family. These contributions are tax-deductible.

Payroll deductions from the University of Pittsburgh will be subject to ongoing collective bargaining negotiations. Please contact the University of Pittsburgh Benefits Department with any questions.

Under the Last Month Rule, if you are an eligible individual on the first day of the last month of the taxable year (December for most taxpayers), you are considered an eligible individual for the entire year. As such, you can make a full HSA contribution (plus a catch-up contribution if you will be 55 or older by year's end).⁵ You must remain an eligible individual during a "testing period," which for most taxpayers would run from Dec. 1 through Dec. 31 of the following year.

Please see "Who can have an HSA?" to learn the requirements for an eligible individual.

⁵ Catch-up contributions are allowed for people older than 55 ($1,000). Catch-up contributions can be made at any time during the year in which the HSA participant turns 55.

For more detailed information on HSAs and taxes, visit the U.S. Department of Treasury website at ustreas.gov or talk with your tax advisor.

With an HSA, you'll enjoy triple tax savings:

• Contributions are tax-free.
• Earnings are tax-free.
• Withdrawals are tax-free when they are made for eligible medical expenses.

There are three kinds of tax-favored contributions:

• Employee contributions are deductible over the line. This means they are deductible even by individuals who don't itemize their taxes.
• Employer contributions are excluded from income and employment taxes.
• Salary reduction contributions are made through a Section 125 cafeteria plan.

All three forms of contributions are exempt from federal income taxes. Employer and salary reduction contributions (Section 125 cafeteria plan) are also exempt from FICA and the federal unemployment tax (FUTA).

As long as you keep a designated minimum balance in your HSA, you can shift excess funds into a higher-interest account. For example, you can move your money into a mutual fund that provides tax-free earnings.

The UPMC Consumer Advantage HSA offers an integrated investment platform, and you can open investments online once your HSA balance reaches $1,000. You can even set up an automatic sweep of available cash into your investment account(s). When you need the investment dollars for health care expenses, you can request that they be returned to your HSA without a penalty.

Yes. You may have more than one HSA and contribute to them all as long as you are enrolled in an HDHP. However, having more than one HSA does not provide any additional tax advantages. The total contributions to all your HSAs cannot exceed the annual contribution limit. Contributions from your employer, family members, or other individuals must be included in the total.

You are only allowed to have home, auto, dental, vision, disability, or long-term care insurance at the same time as an HDHP. You may have coverage for a specific disease or illness as long as that coverage pays a specific dollar amount when the policy is triggered.

No. This would be a nonmedical withdrawal and would be subject to taxes and a penalty. There are some exceptions. You would not have to pay a penalty or taxes if the money in your HSA was withdrawn to pay premiums for:

• Qualified long-term care insurance.
• Health insurance while you are receiving federal or state unemployment compensation.
• Continuation of coverage plans, such as COBRA.
• Medicare.

Generally, yes. Qualified medical expenses include unreimbursed medical expenses for you, your spouse, and your dependents.

A qualified medical expense is one for medical care as defined by Internal Revenue Code Section 213(d). The expenses must be primarily to improve or prevent a physical or mental defect or illness, including dental and vision.⁶

Most expenses for medical care will fall under IRC Section 213(d); however, some expenses do not qualify. Here are few examples:

• Surgery for cosmetic reasons
• Health club dues
• Illegal operations or treatment
• Maternity clothes
• Toothpaste, toiletries, and cosmetics

Funds in an HSA cannot generally be used to pay your insurance premiums. ⁶See IRS Publications 502 (Medical and Dental Expenses) and 969 (Health Savings Accounts and Other Tax-Favored Health Plans) for more information.

You can make a withdrawal (also known as a distribution) at any time. Distributions are tax-free when they are for qualified medical expenses that are not covered by your HDHP. You can request a distribution through your online account.

If you are disabled, 65 or older, or die during the year, you or your estate (if you are deceased) must pay income taxes—plus an additional percentage (determined by the IRS)—on any amount hat is not used for qualified medical expenses. If you are disabled or 65 or older, you can receive nonmedical distributions without facing a penalty, but you must report the distributions as taxable income.

You can find additional information on HSAs by visiting the U.S. Department of Treasury website— home.treasury.gov—and searching for HSAs.

Your HSA is portable. This means that you can take your account with you if you leave your job. You can then continue to use the funds you have accumulated.

Funds left in your account will continue to grow, tax-free. If you are covered by a qualified HDHP, you can continue to make tax-free contributions to your HSA. Distributions from your HSA that are used to pay for qualified expenses for you, your spouse, or your dependents will be excluded from your gross income. You can use your HSA funds for qualified expenses even if you are not eligible to make contributions to your HSA.

Even if you are no longer eligible to contribute to your HSA, distributions for qualified medical expenses will continue to be excluded from federal and state taxes (for most states) and your gross income.

Your funds will still be available to use to pay for qualified medical expenses. You may use your HSA to pay certain insurance premiums, such as Medicare Parts A and B, Medicare HMO, or your share of retiree medical coverage offered by a former employer. However, funds cannot be used tax-free to purchase Medigap or Medicare supplemental policies.

If you use your funds for qualified medical expenses, the distributions from your account will remain tax-free. If you use the funds for nonqualified expenses, the distributions will be taxable but exempt from the 20-percent penalty. If you enroll in Medicare, you will no longer be eligible to contribute to your HSA. If you have reached age 65 or become disabled, you may still contribute to your HSA if you have not enrolled in Medicare.

The out-of-pocket maximum is embedded. This complies with federal regulations that limit a person's out-of-pocket (OOP) maximum to $7,500. The family deductible is aggregate. This means that one or more family members can contribute toward and meet the family's total deductible. The family out-of-pocket limit will be satisfied in one of two ways, whichever comes first:

• When an individual within a family reaches the individual out-of-pocket limit. At this point, only that person will have their benefits covered at 100 percent for the remainder of the benefit period.

• When a combination of family members' expenses reaches the family out-of-pocket limit. At this point, all covered family members are considered to have met the out-of-pocket limit and will have their benefits covered at 100 percent for the remainder of the benefit period. Any combination of one or more family members can contribute toward and meet the family's total maximum.

Employees enrolled in Panther Basic with an HSA can update their payroll contribution with the University of Pittsburgh by completing an HSA Contribution Change Form. The HSA Contribution Change Form is due by the end of a given month and will take effect on the first day of the following month. For example, if an HSA contribution change is submitted by Aug. 31, it will take effect on Sept. 1 and be taken out of your September paycheck(s).

To request the HSA Contribution Change Form, please contact the benefits department at 1-833-852-2210 (TTY: 711).

To have an HSA you must:

• Be covered by a qualified high-deductible health insurance plan (such as Panther Basic).
• Not be covered under other health insurance.⁴
• Not be enrolled in Medicare.
• Not be another person's dependent.

⁴Other health insurance does not include coverage for accidents, dental care, disability, long-term care, and vision care. Workers' compensation, specified disease, and fixed indemnity coverage are permitted.

You will not pay a monthly maintenance fee while you are actively working for the University of Pittsburgh and enrolled in Panther Basic. Please see the grid below for more information on what fees apply and when.