Annual Enrollment Begins October 1, 2025
As a benefits-eligible LSUS employee, you have a wide variety of benefit options available to you and your eligible dependents. Annual Enrollment provides you an annual opportunity to enroll, make changes to, or cancel benefit elections for 2026. You can review your current benefit elections in Workday, including enrolled dependents and designated beneficiaries, and make changes that fit your needs. If no action is taken, all benefits will roll over to the 2026 Plan Year, except for Flexible Spending Accounts (FSA) and Health Savings Account (HSA) contributions. These contributions must be re-elected each year. All elections made during the Annual Enrollment period (October 1 - November 15, 2025) will be effective January 1, 2026.
Additional information and reminders will be emailed during the Annual Enrollment period.
Important Dates to Remember:
October 1, 2025 – Annual Enrollment begins
November 15, 2025 – Annual Enrollment ends Saturday at 4:00PM.
January 1, 2026 – New plan year begins
During Annual Enrollment, employees are expected to:
- Review all communications regarding Annual Enrollment
- Educate themselves on plan offerings
- Ensure changes have been properly submitted by deadline
- Review and update beneficiary information, if applicable
- Confirm your demographic information in Workday, including address and phone number
- Provide proper documentation, where applicable, such as adding dependents or submitting Evidence of Insurability (EOI)
- Log into Workday and verify insurance coverage (benefits) and premium deductions (payslips) are correct in December 2025 and January 2026.
There will not be a Benefits Fair this year. LSU First presentation dates are provided below. All other recorded presentation information will be available in the following links.
FLU SHOT CLINIC
October 6, 2025
UC – Red River Room
10:00 – 1:00 pm
To schedule your shot, go to:
Https://ochsner.vitalogyinc.com
Event Code: 432849
VIRTUAL INFORMATION PRESENTATIONS:
LSU First Virtual Presentations (Only for LSU First) - Click the link below to register for a zoom presentation.
Office of Group Benefits Health Plans
Provides recorded presentations available for active employees.
Click the links below to view recorded presentations. The OGB YouTube Channel.
Health Savings Account Webinar “Harness the Power of an HSA” – Presented by Health Equity
This information is only for employees who are enrolled, or interested in, the Pelican HSA 775 health plan. During the session, you will learn: How HSA’s can help you save for medical expenses, the tax advantages of HSA’s and strategies for maximizing your HSA benefits
HIGHLIGHTS FOR THE 2026 BENEFITS PLAN YEAR
Premiums Summary
- AD&D – No premium increase.
- Critical Illness – No premium increase.
- Dental– No premium increase.
- Flexible Spending Accounts - $2.24 monthly fee beginning in 2026.
- LSU First Health Plan – 7.1% premium increase
- OGB Pelican and MagnoliaHealth Plans – 7.75% premium increase
- Identity Protection – No premium increase.
- Life Insurance (United)– No premium increase. Some employees will experience an increase when aging to the next age band (every five years).
- Life Insurance (OGB/Prudential)– No premium increase. Some employees will experience an increase when aging to the next age band (every five years).
- Long-term Care(Unum) – No premium increase.
- Long-term Disability– No premium increase.
- Vision– No premium increase.
2026 Premiums will be listed in your Workday Annual Enrollment event.
Annual Enrollment Announcements/Changes
NEW Pharmacy Benefit Manager (PBM) for Pelican and Magnolia health plans. Liviniti has been selected as the new PBM beginning January 1, 2026.
- Robust pharmacy network and formulary
- Please visit their website for additional information: https://microsite.liviniti.com/ beginning 10/01/2025
- Prior authorizations will roll over and expire same date as previously approved
Health Insurance Plans
Pelican, Magnolia and LSU First health insurance plans – no plan design changes.
Flexible Spending enrollment
- Must be completed each calendar year in Workday for annual participation.
- Healthcare FSA maximum contribution limit is $3,400.
- Dependent care FSA max contribution limit is $7,500 ($3,750 if married and filing separately). Highly compensated employees, defined by IRS as someone who earned $166,000 in the prior year, dependent care max remains at $5,000
- Administrative fee of $2.24/mo (12-month ee’s) or $2.99/mo (9-month ee’s) will apply for the 2026 plan year.
Health Savings Account (HSA) - Pelican HSA 775
To receive the $200 HSA incentive and to ensure that employee contributions and employer matching contributions are set up, a GB-79 form must be submitted each year for the Health Savings Account (HSA) plan. Employees may turn in the GB-79 form the HR Office (AD 108) or contact an HR representative in advance to learn how to submit the document securely as it contains an SSN.
LSU Term Life
Employee only level of coverage
Currently enrolled: may increase coverage by $10,000 up to the maximum benefit amount (the lesser of $350,000 or 3 times Base Annual Earnings) if not previously declined for coverage by UHC.
Not enrolled: may elect $10,000 if not previously declined for coverage by UHC or apply for coverage through Evidence of Insurability (EOI).
HEALTH INSURANCE PLAN OPTIONS
LSU First Health Plan administered by WebTPA - 1.855.346.5781
The LSU First health plan will continue to be administered by WebTPA. MedImpact will continue as the Pharmacy Benefit Manager for the 2026 plan year. This plan includes employer contributions in a health reimbursement arrangement (HRA) that can be for medical expenses for the employee / eligible dependents. HRA pays 100% of eligible medical expenses until the HRA balance is exhausted. Unused funds, up to a max, will rollover for future use. For expenses after the HRA is exhausted, employees pay for claims until the deductible is satisfied, then 80/20 co-insurance. First Choice providers covered at 100% after HRA is exhausted. Tier 1 generics are covered at 100%. LSU First will have a 7.1% premium increase with no plan design changes. $25/month wellness premium credit ($35 with a covered spouse) if criteria has been met.
The Office of Group Benefit (OGB) Health Plans
The Pelican and Magnolia health plans will have a 7.75% premium increase. Liviniti will be the NEW Pharmacy Benefit Manager (PBM) for the Pelican and Magnolia plans. For more information on plans offered by OGB, visit http://annualenrollment.groupbenefits.org/, view recorded presentations, call 800-272-8451 or Click here to view the 2026 OGB Enrollment Guide.
Pelican HRA 1000 administered by Blue Cross / Blue Shield of LA – 1.800.392.4089
This plan includes employer contributions in a health reimbursement arrangement that can be used to offset deductible and other out-of-pocket medical expenses. Any unused funds roll over to the in-network out-of-pocket maximum, allowing members to build up balances that cover eligible medical expenses. The cost of prescription drugs cannot be deducted from the HRA. There is a 4-tiered schedule for prescription drugs. NEW Pharmacy Benefit Manager – Liviniti. The Pelican HRA 1000 will have a 7.75% premium increase for 2026 with no plan design changes.
Pelican HSA775 administered by Blue Cross / Blue Shield of LA – 1.800.392.4089
This plan includes a health savings account funded by both employers and employees to cover out-of-pocket medical and pharmacy costs. Employer contributes $200 to the HSA and will match employee contributions up to $575. For the 2026 calendar year, Individuals can contribute up to $4400 annually and families can contribute up to $8750 annually. Unused funds are rolled over every year with no limit and can follow the member. NEW Pharmacy Benefit Manager – Liviniti. The Pelican HSA 775 will have a 7.75% premium increase for 2026 with no plan design changes.
If you are enrolled in the Pelican HSA 775 and would like to contribute to the HSA, please submit a Form GB-79 to HR no later than November 15th. Employees may turn in GB-79 documents to the HR Office (AD 108) or contact an HR representative in advance to learn how to submit the document securely as it contains an SSN.
*Please note employees who participate in the HSA health plan, will not be able to participate in the Flexible Spending Account (FSA) program for the 2025 plan year. Employees and/or spouses who are covered by Medicare coverage are not eligible to participate in this health plan.
Magnolia Local administered by BC/BS and Blue Connect / Blue Community Networks (available only for employees who live in designated regions) – 1.800.392.4089
This plan is available to members who want local access, affordable premiums and a new approach to health care. This plan is a limited provider in-network only plan for members who live in specific coverage areas. Out-of-network coverage is provided in emergencies only and members may be subject to balance billing. NEW Pharmacy Benefit Manager – Liviniti. The Magnolia Local Plan will have a 7.75% premium increase for 2026 with no plan design changes.
Magnolia Local Plus administered by Blue Cross / Blue Shield of LA - 1.800.392.4089
This plan offers the same coverage as the Magnolia Local plan, with the additional benefit of a nationwide network. This plan provides the predictability of co-pays rather than using employer funding to offset out-of-pocket costs. Out-of-network coverage is provided in emergencies only and members may be subject to balance billing. NEW Pharmacy Benefit Manager – Liviniti. The Magnolia Local Plus Plan will have a 7.75% premium increase for 2026 with no plan design changes.
Magnolia Open Access administered by Blue Cross / Blue Shield of LA – 1.800.392.4089
This plan offers coverage both inside and outside of the nationwide network. It differs from the other Magnolia plans in that members enrolled will not pay co-pays. Instead, once a member’s deductible is met, they will pay 10% of allowable charges for in-network and 30% allowable charges for out-of-network. NEW Pharmacy Benefit Manager – Liviniti. The Magnolia Open Access Plan will have a 7.75% premium increase for 2026 with no plan design changes.
Adding dependents / level of coverage change
Detailed information on each of the plans can be found by watching recorded videos or reviewing information in the links above. Please review the attached “health insurance plan summary” which provides a high-level overview of all plans. Changing health plans will need to be done in Workday. Employees who have a level of coverage change will need to add a dependent in Workday, upload their dependent verification document in Workday and complete a GB-01 document. Please contact an HR representative for assistance.
Supplemental Insurance POLICIES
Dental Insurance administered by Humana
LSU continues to partner with Humana to provide dental insurance. There is no premium increase and no plan design changes. Click here to view additional dental plan information.
Vision Insurance administered by Humana
LSU continues to partner with Humana to provide vision insurance. There is no premium increase and no plan design changes. Click here to view additional vision plan information.
LIFE INSURANCE OPTIONS
LSU System Term Life administered by UnitedHealthcare
No changes to premium or plan design. Premiums may increase when an employee moves to a new age band.
- Employee
- Currently Enrolled: may increase coverage by $10,000 up to the maximum benefit amount (the lesser of $350,000 or 3 times Base Annual Earnings) if not previously declined for coverage by UHC.
- Not Currently Enrolled: may elect $10,000 if not previously declined for coverage by UHC or apply for coverage through Evidence of Insurability (EOI).
- Spouse
- Child(ren)
- May elect or increase coverage up to $20,000; must be in increments of $5,000.
Employee, spouse and/or children may not be covered on more than one LSU Life plan.
OGB Term Life administered by Prudential
- Currently Enrolled: can decrease coverage with no EOI or can increase with EOI.
- Not Currently Enrolled: can apply for coverage through EOI.
- For Information on the life insurance options, please click here.
- Premiums may increase when moving to a new age band. Employees ages 65-69 should pay special attention to these premiums. Premiums for $38k in coverage increase from $13.68 per month to $83.60 per month when moving to the 66-69 age band. See page 2.
- If you would like to decrease your coverage or cancel your coverage, please contact HR directly at kristin.fiser@lsus.edu
Accidental Death & Dismemberment administered by United Healthcare
This benefit pays in the event of death or dismemberment resulting from an accident. No changes to premium or plan design. LSU was able to secure a 3-year rate guarantee. You may enroll, make changes, or cancel this benefit anytime.
Long Term Disability administered by United Healthcare
Long Term Disability (LTD) will pay you 60% of your monthly salary, up to a maximum of $12,000 per month, if you become disabled and qualify for benefits. Disability benefits are paid if you are considered disabled for at least 90 days and exhaust all your sick leave. If and when approved for LTD, disability payments would continue for the duration of the disability OR until you reach Social Security Normal Retirement Age, whichever occurs first.
Premium is based on your salary and may change accordingly. No premium increase. No plan design changes. If you are not currently enrolled, you may apply with Evidence of Insurability (EOI). To cancel your current coverage, please contact HR directly at Kristin.fiser@lsus.edu.
Long Term Care administered by UNUM
Long-term Care is the type of care received when you need assistance – either at home or in a facility – with the activities of daily living. There are multiple plan options available so employees can find options with the right coverage and premiums. No premium increase. No plan design changes. You may apply for this benefit at any time with Evidence of Insurability (EOI). If you are enrolled and wish to decrease coverage options to lower your premium or to cancel your current coverage, please contact HR directly at Kristin.fiser@lsus.edu.
Critical Illness administered by United Healthcare
Critical Illness can help fill a financial gap if a covered member experiences a life-threatening illness such as cancer, heart attack or organ transplant. Additional covered conditions have been added for both adults and children, recurrence benefits have been improved. $100 annual wellness credit now includes Employee, Spouse and a Child. No premium increase unless an employee or dependent moves to a new age band (every five years). No plan design changes.
Accident Protection administered by United Healthcare
This benefit provides coverage if an accident occurs, on or off the job. If you or a covered dependent become injured, accident protection will pay you a direct covered benefit. No changes to premium or plan design.
Flexible Spending Accounts administered by Diversified Benefits
Employees who participate in this tax-free reimbursement / payment for out-of-pocket health care or dependent care must re-enroll each plan year. There will be a $2.24 monthly admin fee for the 2026 plan year on the healthcare and/or dependent care accounts!
FSA contributions are “use it or lose it” accounts, so please allocate contributions accordingly. Enrollment should be completed through Workday.
Healthcare FSA
- 2026 calendar year: Minimum contribution is $100. Maximum contribution is $3,400.
- Eligible expenses (examples): deductibles, co-pays, co-insurance, dental expenses, chiropractor and acupuncture fees, vision expenses and LASIK. New: OTC medications (without prescription) and feminine hygiene products. Expenses must be incurred in the plan year. Most claims are automatically verified when using a debit card. However, the IRS requires all claims to be verified. DBS will notify participants directly for substantiation. SAVE YOUR RECEIPTS! Participants must respond to notices.
- Employees who participate or have a balance in a health savings account may not participate in flexible spending (according to IRS rules).
Dependent Care FSA
- 2026 calendar year: Minimum contribution is $100. Maximum contribution is $7,500 ($3,750 if married and filing separately). Highly compensated employees, defined by IRS as someone who earned $166,000 in the prior year, dependent care max remains at $5,000.
Identity Protection administered by MetLIfe + Aura
This insurance provides core protection for your identity, finances and privacy. No changes to premium or plan design. You are encouraged to login and create your account, enroll any applicable dependents, and explore the features available in the portal. You may enroll, make changes, or cancel this benefit anytime.
Pet Insurance administered by MetLife
Each pet’s premium is unique based on age, breed and location. Custom plan design with various options for coverage, deductible, and reimbursement amounts. Premiums are not payroll deducted. Employees will pay MetLife directly. 1.800.438.6388.
Annual Enrollment Resources
Workday
Once Annual Enrollment begins on October 1, Workday will send all benefits-eligible employees an Open Enrollment Event. Please see the attached open enrollment job aid. Employees are encouraged to review current benefits and make selections consistent with your individual needs. To review your current benefit elections, click on the Benefits Worklet and view benefit elections. This will help to ensure you are aware of your current benefit elections while you review your 2026 benefits. Even if you don’t wish to make any changes, we encourage you to review and submit the event in Workday.
New employees: New employees need to review annual enrollment events to make sure all coverage is correct. If an event is sent to an employee and it is not actioned (making sure all coverage is correct), it could override and cancel any new hire changes that were made upon hire. Please contact an HR representative with questions.
Life events: Employees who have “life event changes” on or after the annual enrollment period will need to review the annual enrollment event again (if it sent twice) to ensure all changes are correct. Please contact an HR representative with questions. If this is not completed, the annual enrollment event could override and cancel any changes you made.
Contact Information Update in Workday- IMPORTANT!
IMPORTANT! Make sure your address and cell phone number are correct in Workday. Log into Workday, go to “personal information.” Go to “view” addresses and “edit” as necessary. That is important so insurance cards are mailed to the correct address and RAVE alerts are sent to your current phone We are notified once an address is updated and will update it with your insurance carriers and TRSL/LASERS. Employees who have an ORP account or supplemental retirement accounts such as a 403(b) or a 457(b) account will need to update their address in their online accounts.
