Medical

At a Glance

Provider:

Aetna

Prescription Drug Carrier:

CVS Caremark

Enrollment Needed?

You must enroll if you want to change your plan, adjust your level of coverage, or enroll for the first time.

Employee Contributions: 

Log into your WorkDay Open Enrollment event or the Starr Portal (Human Resources > Benefits Information > 2025 Benefits Documents).

As a benefits-eligible employee of Starr, you may elect medical coverage for yourself and your eligible dependents.

You can choose between two medical plan options*:

• The Aetna Consumer-Directed Health Plan (CDHP), with a Health Savings Account (HSA)
• The Aetna Managed Choice POS, with the option to participate in a Health Care Flexible Spending Account (FSA)

Both medical plans give you the freedom to seek care from any physician or health care provider — either in- or out-of-network. When you use in-network providers, you receive a higher level of benefits. When you use out-of-network providers, you pay more out-of-pocket, with higher deductibles and coinsurance. For a list of network providers, visit Aetna Doc Find.

*Employees in Los Angeles and San Francisco, California, as well as employees throughout Georgia have the additional option to elect the Kaiser HMO Medical Plan.

Tax-Advantaged Health Accounts

With each medical plan option, you can contribute funds to a health account on a pre-tax basis to use toward eligible health care expenses. There is a different account depending on the medical plan option you choose:

• You can contribute to a Health Savings Account (HSA) if you elect the Consumer-Directed Health Plan (CDHP), considered a “high-deductible” plan according to IRS rules.
• You can contribute to a Health Care Flexible Spending Account (HCFSA) if you elect the Managed Choice POS or (in CA and GA only) the Kaiser HMO. These plans are not considered “high-deductible” plans by the IRS, and therefore the HSA is not available to you if you elect these plans.

It is important to understand the differences between these two health accounts. See the Plan Comparisons to review the details of the tax-advantaged accounts.

Prescription Drug Coverage

When you enroll in either Aetna medical plan option, you automatically receive CVS prescription drug coverage. If you are taking an eligible specialty medication, you may be eligible to receive the medication at no cost through the CVS Prudent Rx program. Participants in the Aetna CDHP medical, need to meet their deductible first. If you’re eligible, you’ll automatically receive a Welcome Package in the mail with more information. See the Plan Comparisons to review the details of the prescription drug coverage.

The Aetna Consumer-Directed Health Plan (CDHP) pairs low-premium, high-deductible coverage with a tax-free Health Savings Account (HSA) that helps you save money and plan ahead for future medical expenses. This combination gives you more control over your money and rewards you for making healthy, cost-conscious choices.

As an added bonus, Starr will contribute to your HSA — up to $500 for employee-only coverage or up to $1,000 if you cover dependents. With this plan, you can see any provider you wish, but you will pay less when you stay in network.

The Aetna CDHP offers the following features, as compared to the POS:

• Lower premiums
• Higher annual deductibles
• Lower reimbursement levels after meeting the deductible
• Health Savings Account
  • Starr makes annual contributions
  • IRS allows higher employee contributions
  • Money is yours to use now or in the future, even in retirement

With the CDHP, you may be eligible to open and contribute money to a Health Savings Account (HSA) through Optum Financial. The HSA is a tax-free savings account that you own. You can choose to spend the money right away as eligible health expenses come up or save it for the future — you can even use it in retirement. You are not able to have an HSA if you enroll in the Managed Choice POS or the Kaiser HMO.

Four Key Benefits of Having an HSA

Note: IRS rules determine whether or not you are eligible to make and receive Health Savings Account contributions. If you participate in any part of Medicare or TRICARE, or are on long-term disability, retired or on COBRA, you are not eligible to make or receive Health Savings Account contributions. Active employees enrolled in the Consumer-Directed Health Plan who are enrolled in any part of Medicare or TRICARE may not contribute to a Health Savings Account. To the extent that contributions are made to your Health Savings Account after your Medicare coverage starts, you may be subject to a tax penalty. If you would like to continue contributing and/or receiving Starr’s automatic contributions to your account, you should not apply for any part of Medicare, Social Security or Railroad Retirement Board (RRB) benefits.

Get a triple tax advantage!

*HSA contributions are not subject to federal income tax, but are currently subject to state income tax in CA and NJ.
Money in an HSA can be withdrawn tax-free as long as it is used to pay for qualified health-related expenses. If money is used for ineligible expenses, you will pay ordinary income tax on the amount withdrawn, plus a 20% penalty tax if you withdraw the money before age 65.

The Aetna Managed Choice POS offers balance by allowing you to keep more of your paycheck, with lower contributions and a moderate deductible.

The Aetna Managed Choice POS offers the following features as compared to the CDHP:

• Higher premiums
• Lower annual deductibles
• Higher reimbursement levels after meeting the deductible
• Health Care Flexible Spending Account
  • No annual Starr contributions
  • IRS allows lower employee contributions
  • Use account funds in the current year or lose them

The Kaiser HMO plan is only available to eligible California and Georgia employees. An HMO provides coverage only when you receive care from providers within the HMO network. Your primary care provider (PCP) will coordinate your care to help manage costs.

Note: The Kaiser HMO plan may not be available in some ZIP codes. If this option does not appear when enrolling on Workday, it’s not available where you live.

Considerations when choosing a medical plan

While both Starr Aetna medical plan options offer the same covered services and prescription drug benefits, there are differences in premiums and how much you pay out-of-pocket when you receive care. Here’s a summary of how the plans compare.

It’s important to make informed choices when you’re enrolling in benefits. Think about the following questions as you consider which medical plan will best meet the needs of you and your family.

• How often do you expect to visit your primary care physician? Specialists?
• How many prescriptions do you plan to fill? Do you plan to use generic or brand-name drugs?
• Do you expect to use in-network or out-of-network providers?
• Could you benefit from the added individual and employer contributions to the Health Savings Account offered through the CDHP?

Use this side-by-side plan comparison to understand key differences between the plans.

*Once the family deductible is met, all family members will be considered as having met their deductible for the remainder of the calendar year. There is no individual deductible to satisfy within the family deductible.
**Total IRS-allowed annual contribution to the HSA is $4,300 (employee) / $8,550 (family), plus $1,000 if you are or will be 55 or older this year. This includes the total, combined amount of maximum possible employee and employer contributions.

You must enroll in a Starr Aetna medical plan option if you wish to have CVS Caremark prescription drug coverage.

*Services received from providers outside of the Kaiser HMO network are not covered by this Plan, except as noted under Pharmacy Charges; participants will pay the full cost of out-of-network services.
**One time fill only per medication at Designated Community Pharmacies at higher cost shown. Subsequent refills available only through Kaiser Permanente Pharmacies, either at Kaiser Permanente facilities or through mail order.
If you enroll in a Kaiser HMO, you may contribute to Flexible Spending Accounts (FSAs) but not a Health Savings Account (HSA).

Flexible Spending Accounts (FSAs) allow you to contribute money from your pre-tax wages to pay for eligible health care and dependent care expenses. You do not need to be enrolled in a Starr-sponsored medical plan to contribute to an FSA. However, you may not contribute to the Health Care FSA if you elect the Consumer-Directed Health Plan. The Health Care FSA is available only with the Managed Choice POS and Kaiser HMO plans.

You will elect an annual FSA contribution amount when you enroll. The IRS determines the maximum annual contributions each year, and they are subject to change annually. In 2025, you may contribute up to:

• $3,300 for the Health Care FSA
• $5,000 for the Dependent Care FSA

You may contribute to a Dependent Care FSA regardless of the medical plan option you choose.

You may use the money in your HCFSA to pay for qualified medical and other health-related expenses. If you have eligible dependents, you can enroll/contribute and add up to $5,000 for dependent care expenses. This account helps with child care, summer camp, after-school expenses. This applies to all FSA eligible expenses that are incurred from January 1 through December 31 of the current year as an active employee. You may use your FSA debit card to pay for qualified care, or you may submit claims. Note that you must submit all claims for this year up to 30-days prior to the reimbursement deadline of March 31 of the following year. Plan carefully, as any unused money in your accounts by the deadline will be forfeited.

You can find information about eligible health care and dependent care expenses at Optum.

Comparing the Health Accounts

Your medical plan options include a range of coverage levels and costs, so you can choose the one that’s best for you. These plans are administered by Aetna. You can enroll as a new hire, during Open Enrollment, or if you have a qualifying life event. To enroll, log in to the Workday website.

2025 medical plans

Real Life Examples: Choosing the Right Medical Plan Option

Meet Trey, Lisa, Bob, and Gwen. Like you, they are getting ready to enroll in benefits. And just as no two people are alike, neither are their health care needs. The employee profiles below are good examples of how personal situations can impact plan choice.

Trey

Age 28, single with no children, uses health care infrequently

Selects Employee coverage

Health profile

Visits in-network primary physician for preventive care visits only

Uses no specialists

Two prescriptions for allergies

Which plan option is best?

Trey selects the Aetna Consumer-Directed Health Plan.

Trey does not want to pay higher premiums for care he does not expect to use. Trey will receive a Health Savings Account employer contribution up to $500 and will also contribute a small amount to save on taxes and use toward his future health care expenses.

Lisa

Age 42, married with one child and hopes to have more, selects Family coverage

Uses health care frequently

Health profile

Visits primary physicians and obstetrician often

Visits both in- and out-of-network specialists, including infertility specialists

Numerous prescriptions for Lisa and her child, including one specialty medication

Expects to reach the in-network deductible but not the out-of-network deductible

Expects to need frequent care again, plus a hospital stay for upcoming delivery

Will look to change to all in-network care wherever possible to reduce costs

Which plan option is best?

Lisa selects the Managed Choice POS. She is willing to pay higher premiums throughout the year with the expectation that she will meet the deductible early in the year and have lower out-of-pocket costs when seeking care. Plus, she will take advantage of PrudentRx for cost savings on her specialty medication and Progyny for fertility support. She will contribute the annual maximum amount of $3,300 to her Health Care Flexible Spending Account to save on taxes and use the money to pay for her health care throughout the year.

Bob

Age 55, married empty nester, selects Employee + Spouse coverage, uses health care frequently

Health profile

Bob’s wife is currently covered by her employer

Uses preventive care services and one additional primary care visit

Three prescription drugs

Which plan option is best?

Bob selects the Aetna Consumer-Directed Health Plan.

He selects Employee + Spouse coverage even though his wife can be covered by her employer. Bob hopes that the additional $100 monthly spousal surcharge will be offset by her good health and the added benefits of the Health Saving Account (HSA).

Bob will receive HSA employer contributions of $1,000 for Employee + Spouse coverage.

He will contribute the maximum allowed employee contribution plus a $1,000 catch-up contribution (a total of $9,550 including the employer contribution) to save on taxes and use toward future health care expenses.

Gwen

Age 26, single with no children, selects Employee coverage

Currently lives in Atlanta, GA

Health profile

Routinely sees providers and specialist for regular care and ongoing conditions

Takes maintenance medications for chronic conditions

Which plan option is best?

Gwen selects the Kaiser HMO Plan (available to select zip codes in CA and GA only).

Kaiser’s network is very accessible in her area so it’s easy to stay in-network. Kaiser’s integrated model makes it easy to navigate between providers, specialists and the pharmacy. In addition, the employee premiums and most out-of-pocket costs for the Kaiser HMO are lower than the Managed Choice POS.