HSA Wellness Incentive Program
HSA WELLNESS INCENTIVE PROGRAM
DePauw’s Wellness Incentive Program is designed to support employees (and their spouses) in earning additional health savings dollars to offset their health care costs by adding incentives for a wide range of wellness activities and educational opportunities. See the 2021 Wellness Incentive Plan Document for complete plan details.
WHO CAN PARTICIPATE?
Full-time, benefit-eligible employees, Pre-65 retirees, and their spouses, who are enrolled in a DePauw University Consumer Driven Health Plan, and who are not currently on Medicare.
|WELLNESS INCENTIVE PROGRAM||MAXIMUM AMOUNT|
|Employee||Spouse||Employee/ Children (no spouse on plan)|
|DePauw Base Contribution||$250||$250||$500|
|Assess and Learn –Seeing your doctor and learning more about how to improve your health||$500||$500||$1000|
|Wellness Activities – Staying active in mind, body and spirit||$250||$250||$500|
WHAT WELLNESS ACTIVITIES QUALIFY FOR THE INCENTIVE PROGRAM?
|Quick Reference Guide Printable Version of Quick Reference Guide|
|Part 1: DePauw BASE CONTRIBUTION||Frequency||Employee Only||Spouse||Employee +Child(ren)||My Plan|
|DePauw Base Contribution||Annually||$250||$250||$500||Automatic|
|Part 2: Assess and Learn||Frequency||Employee Only||Spouse||Employee +Child(ren)||My Plan|
|Preventive Health Care Screening||Annually||$150||$150||$300|
|Smoking Cessation Program||Annually||$150||$150||$300|
|Weight Management or Nutrition Program||Annually||$150||$150||$300|
|Individual Health Coaching Session||Up to eight annually||$25||$25||$50|
|Improve your Health Seminars (Stress Management, Financial Health, Lunch & Learn, HRH Health Seminars)||Up to eight annually||$25||$25||$50|
|Lifestyle Competency Modules in OurHealthyTigers||Up to four topics annually||$25||$25||$50|
|Maximum for Part 2||Max $500||Max $500||Max $1000|
|Part 3: Fitness Activities||Frequency||Employee Only||Spouse||Employee +Child(ren)||My Plan|
|Minimum of 150 minutes of physical activity per week for six weeks||Quarterly||$100||$100||$200|
|Minimum of 42,000 steps per week for six weeks||Quarterly||$100||$100||$200|
|Group Fitness Activities Complete two group physical activities per week for six weeks||Quarterly||$75||$75||$150|
|Wellness Walk or Complete a 5K walk||Quarterly||$25||$25||$50|
|Half Marathon, Marathon or Triathlon||Annually||$250||$250||$500|
|Maximum for Part 3||Max $250||Max $250||Max $500|
WHEN WILL WELLNESS INCENTIVES BE DISTRIBUTED TO THE EMPLOYEE HSA ACCOUNT?
Recorded in OurHealthyTigers
Coinciding with first full pay period
DePauw Base Contribution
January 1 – March 30
April 1 – June 30
July 1 – September 30
October 1 – November 30
(last pay period)
Frequently Asked Questions:
How will I track my completed activities?
You will track your information via a wellness portal, ourhealthytigers, which will be powered by Propel. If you have a spouse on your plan, your spouse will need to register separately to track their incentives. Children are not eligible to participate in earning incentives.
How will my information be kept confidential?
The Office of Human Resources takes its responsibility to keep your confidential information secure very seriously. For this reason, the information provided to HR is limited to required information for use in determining HSA distribution amounts, and aggregate data for all the participants.
Will the university pay for me to purchase a fitness tracker device, or a gym membership?
No. It is not necessary for you to purchase a fitness tracker, or gym membership, as the wellness portal allows you to self-report these activities. If you choose to purchase a fitness tracker, the wellness portal has the ability to sync with many fitness trackers.
How will the university assess whether a program or activity qualifies for HSA incentives?
The Office of Human Resources will review and determine whether a program or activity will qualify for the HSA incentive.
Will DePauw provide flexible work hours to support these initiatives?
The Office of Human Resources will be supportive of reasonable, and equitable, accommodations to work schedules. Employees should work directly with their supervisors to discuss and determine reasonable flexible time outside of normal breaks to support wellness activities and programs on campus.
Ex: An hourly staff member may choose to attend a scheduled wellness program as they would a regular meeting during afternoon hours outside of their break time.
Will the University make accommodations if an employee or their spouse has a health condition or disability that make it inadvisable or unreasonably difficult?
Alternative accommodations will be offered to employees, please contact human resources or Jana Grimes at firstname.lastname@example.org, to discuss.