Medical overview – Keck/Norris union employees
All of USC’s medical plans provide:
- access to top-quality providers
- preventive care at no cost to you
- effective coordination among providers
- limits on out-of-pocket expenses
- coverage for prescription drugs, behavioral health and substance abuse services, and out-of-network emergency care
Note that neither vision nor dental care is included but both are options available for purchase.
See the detailed 2020 Plan Comparison – union as well as the detailed Keck/Norris medical plans page (Verdugo Hills employees, as well as non-union employees, can view their medical plan options on their own pages.)
The chart below details your cost for each plan, but unless you opt for the Anthem MyChoice plan, to figure your actual cost you must also figure in:
- A $100/month working spouse surcharge, if you cover a spouse who has access to medical insurance through his/her employer (if you don’t cover a spouse, this surcharge does not apply; it also does not apply if both you and your spouse work at USC and are covered by the same plan, or if your spouse is covered by Medicare, Tricare and/or other disability-based health insurance)
- A $25/month no-tobacco-use credit
- A $40/month credit for completing an annual health assessment
Medical plan rates effective for 2020
Medical plan costs are based on your pay rates. A chart has been prepared for each “salary band” or pay level. The charts are divided by whether you get paid monthly or biweekly.
Note that a spousal surcharge may apply to these costs – see the working spouse surcharge page for details.
Please note that each chart shows how much the plan cost this year, the cost next year, and your cost with the healthy choices incentives.
Medical costs for those paid biweekly
Remember that in months with three paychecks, costs only come out of the first two checks.
- Biweekly costs if you make $53,000 or less annually
- Biweekly costs if you make $53,000.01 to $104,000 annually
- Biweekly costs if you make $104,000.01 to $156,000 annually
- Biweekly costs if you make $156,000.01 to $250,000 annually
- Biweekly costs if you make more than $250,000 annually
Questions on pay-based medical rates? See our Q&A page.
Note on a biweekly pay cycle, deductions are taken equally from the first two paychecks each month.
Note for employees age 65 or older: You do not have to sign up for Medicare Part B or Part D as long as you are an active benefits-eligible employee and enrolled in one of the USC medical plans. We do recommend, however, that you sign up for Medicare Part A (hospital coverage) in order to get your information in the Medicare system. Part A is free in most cases. Medicare Part B (doctor services) will not be required until you retire or are not eligible for a USC medical plan.
Opt out options
CNA (Keck and Norris) – health benefits opt out
Eligible healthcare benefited employees may voluntarily “opt out” of benefits as follows:
Option 1 – opt out of all USC medical benefits (not dental, vision, life or AD&D insurance)
Employee will receive a flat rate of $2 per budgeted hour per pay period.
Example: 80 hours x $2 = $160 per pay period
Option 2 – opt out of all USC medical benefits as indicated above and PTO
Employee will receive a flat rate of $6.13 per hour.
Example: 80 hours x $6.13 = $490.40 per pay period
NUHW (Norris) – payment in lieu of health benefits (medical only – not dental or vision insurance)
A regular full-time or part-time NUHW Norris employee has the option to waive benefits (medical only) and receive $35.00 per pay period.
NUHW (Keck) – payment in lieu of health benefits (medical only – not dental or vision insurance)
A regular full-time or part-time NUHW Keck employee has the option to waive benefits (medical only) and receive $35.00 per pay period.
A regular full-time LVN, Radiology Technician or Respiratory Therapist has two options:
Option 1 – waive medical (only) and receive a flat rate of $2 per budgeted hour per pay period
Example: 80 hours x $2 = $160 per pay period
Option 2 – waive medical (only) plus PTO and receive a rate based on his/her hourly rate as follows:
Less than $15/hour – $3.38/hour reimbursement
$15.01-20.00/hour – $3.93/hour reimbursement
$20.01-25.00/hour – $4.48/hour reimbursement
$25.01-30.00/hour – $5.02/hour reimbursement
$30.01-35.00/hour – $5.58/hour reimbursement
$35.01 or more/hour – $6.13/hour reimbursement
Example: if the employee’s hourly rate is $21.00/hour, 80 hours x $4.48 = $358.40 per pay period