Health Plans
Eligibility
Full- or part-time salaried staff and full-or part-time salaried faculty are eligible for Virginia Tech's health plans. In addition, the following may also be elgible for coverage: dependents, fetirees, disability participants, and survivors.
All regular and restricted part-time salaried faculty and staff (working 20-29 hours per week) are eligible to participate in the health insurance plans with no state contribution toward the premium.
Employees may choose coverage under the health plans as follows:
- Employee single: Covers only the employee
- Employee-plus-one: Covers the employee and one eligible dependent
- Family: Covers the employee and two or more eligible dependents
Enrolling and making changes to health benefits
Following is information on when employees may enroll or make health benefits changes.
New eligible employees will receive information on how to enroll in health benefits during their onboarding.
- Employees have 30 days from their official hire date to enroll for health benefits. The hire date can found on their offer letter.
- The effective date for health plan coverage is the first day of the first full month of employment.
New employees should complete their initial enrollment via Cardinal HCM, Virginia's online health administration system. If the employee has limited access to a computer or other electronic device, they may also also complete the State Benefits Enrollment Form and submit it to the Division of Human Resources secure online dropbox.
Open Enrollment is typically held during the first two weeks of May each year and allows enrolled employeed to make changes to their health plan. Any changes made during open enrollment will take effect on July 1 of that year, which is the beginning of the state and Virginia Tech's fiscal year.
Certain qualifying events allow employees to make changes outside of the annual open enrollment period. These election changes must be made within 60 days of the event and the change must be consistent with the event. The effective date varies based on the event. A complete list of qualifying mid-year events, including the required supporting documentation, is available on the Department of Human Resource Management’s website and the State Active Enrollment Form.
- Changes based on the following qualifying events may be made in Cardinal HCM: marriage, divorce, and birth or adoption of a child.
- Changes for all other qualifying mid-year events must be made by completing the State Benefits Enrollment Form and submitting it to the Division of Human Resources through the the secure online dropbox.
Health Plans
The 2025-2026 Spotlight on Benefits produced by the state's Department of Human Resource Management (DHRM) provides a snapshot of key features of the different health plans listed below. View the monthly premiums for all plans for the current plan year.
- COVA Care is available statewide and administered by Anthem Blue Cross Blue Shield. The pla offers buy-up options to enhance the coverage provided under the basic plan. COVA Care is also available to Virginia Tech employees who live outside of the state of Virginia and outside of the United States. View the COVA Care plan brochure.
- COVA High Deductible is available statewide and administered by Anthem Blue Cross Blue Shield. This plan is eligible for a Health Savings Account (HSA) through a financial institution of your choosing. View the COVA High Deductible plan brochure.
- COVA HealthAware is available statewide and administered by Aetna. The COVA HealthAware basic plan offers buy-up options to enhance the coverage provided under the basic plan. A Health Reimbursement Arrangement (HRA) is provided to participants and enrolled spouses by the Department of Human Resources Management to assist with a portion of the plan's high deductible. Contributions are prorated based on enrollment date. View the COVA HealthAware plan brochure.
- Tricare Supplement is administered by Selman and Company and only available to Tricare eligible employees.
- Sentara Health Plans Vantage HMO (formerly Optima Health Vantage) is available to eligible employees living and/or working in the Greater Hampton Roads region. View the Sentara Health Plans Vantage HMO brochure.
- Kaiser Permanente is available to eligible employees living and/or working in Northern Virginia, Washington D.C., and parts of Maryland. The plan area extends to Faquier County. View the Kaiser Permanente plan brochure.
Employee Assistance Program
Each of these plans offer Employee Assistance Programs, which provide support in a variety of ways to employees and those covered under their health plan, including up to four sessions for mental health, grief counseling, and legal or financial services (per plan member) at no charge.
Premium Rewards
Employees in certain health plans have the option to reduce their monthly health insurance premiums by participating in the Premium Rewards Program. Enrollment and participation in an eligible health insurance plan is required to qualify. Learn more about Premium Rewards.
Not sure which health plan is the best for you?
Talk to ALEX, an online benefits tool that evaluates your input and recommends a plan tailored just for you. Consult ALEX, an online benefits counselor that makes plan recommendations tailored to your needs. On your smartphone, use ALEX-GO.
Medication pricing
Need help finding a provider or pricing a medication? View the instructions for Non-Member Provider Search and Prescription Drug Pricing.
Pre-existing Conditions
Pre-existing conditions are covered under an employee’s health plan. Employees do not have to satisfy a waiting period before services for pre-existing conditions are covered.
Coordination of Benefits
Coordination of Benefits (COB) rules apply when employees or members of their family have additional health care coverage. The employee will receive and be required to complete an annual Coordination of Benefits questionnaire. Claim payments will be withheld until the completed questionnaire is received.
COBRA
Under a federal law called the Consolidated Omnibus Budget Reconciliation Act (COBRA), employees and eligible covered dependents may continue group health benefits when coverage is lost due to a qualifying event. Qualifying events include:
- Termination of an employee (not considered gross misconduct), or the reduction of hours of a covered employee's employment
- Divorce of a covered employee from the employee's spouse
- Dependent child losing eligibility
Employees must notify the Division of Human Resources through a submitted State Benefits Enrollment Form within 60 days of a divorce. Submit the form using the Division of Human Resources secure online dropbox.
NEED HELP DECIDING ON YOUR INSURANCE OPTIONS? Ask ALEX, an online interactive tool that helps employees decide which plan may be the most cost-effective.