Medical and Prescription Drug

Teva provides a range of medical plans you can choose from to best meet your health care needs—and the needs of your same- or opposite-sex spouse, domestic partner and/or dependents. When you elect Teva medical coverage, prescription drug coverage is included through CVS Caremark.

Medical Plans

Teva offers four medical plan options—all administered by Meritain Health (an Aetna company). Each medical plan provides access to Livez to make preventive care easy.

Option 1 with Health Reimbursement Account (HRA)

Automatic HRA credits from Teva for enrolling in the plan.
Higher deductibles and out-of-pocket maximums, but lower employee premiums (what you pay per pay period) than traditional health plans.
Unused HRA credits in Option 1 with HRA roll over each year (up to $900 for Employee Only coverage; up to $1,800 for Family coverage); the rollover funds are reduced by the automatic HRA credits provided by Teva.
If you enrolled in Option 2 with HSA for 2024, you will not be allowed to carry over any remaining HRA funds from 2023.
See the HRA / HSA / FSA / LSA page for more details.

Option 2 with Health Savings Account (HSA)

A high-deductible health plan (HDHP) that features a Health Savings Account (HSA) to help you save pre-tax dollars to pay for—and save for—eligible health care expenses today and in the future.
Automatic HSA contributions from Teva for enrolling in the plan.
Higher deductibles and out-of-pocket maximums, but lower employee premiums (what you pay per pay period) than traditional health plans.

Option 3

A more traditional health plan with lower deductibles and out-of-pocket maximums, but higher employee premiums (what you pay per pay period).
Teva does not provide an HRA—or a contribution—for Option 3. See the HRA / HSA / FSA / LSA page for more details.

Option 4

Higher deductibles and out-of-pocket maximums, but lower employee premiums (what you pay per pay period) than traditional health plans.
Teva does not provide an HRA—or a contribution—for Option 4. See the HRA / HSA / FSA / LSA page for more details.

Detailed Medical Plan Comparison Chart

What to Know

Meritain Health is the administrator of our four medical plans—they handle claims, billing and management of our HRAs and Flexible Spending Accounts (FSAs).
Quantum Health provides our Teva Care Coordinators—experts who know our benefits and who are ready to help you with health-related issues and questions.
All four Teva medical plans offer in- and out-of-network care for the same health care services (including in-network preventive care at 100%) and feature access to Amwell.
Coverage is available for same- or opposite-sex spouses, domestic partners and dependents.
When you enroll in Option 2 with HSA, you must meet your deductible before the medical plan begins to pay benefits. There is no individual deductible in Option 2 with HSA when you cover one or more dependents. This means that all covered family members combined must reach the $3,200 deductible before the plan begins to pay medical or prescription drug benefits.
If you change medical plans, HSA funds cannot be rolled over into an HRA, and vice versa.
Your health plan requires a doctor to obtain pre-certification to confirm the medical reason for certain services or procedures.

Additional Support

Preventive care (Livez): Access to self‑test screenings, automated appointment scheduling and a personalized preventive care plan—all within one easy-to-platform
Telehealth (Amwell): Connect with doctors and mental health professionals via phone or computer through Amwell. If you are new to Teva, please enter the service code TEVA when creating your account.
Virtual second opinions (The Clinic): In partnership with Amwell, get an expert medical opinion (also referred to as a second opinion) through The Clinic, powered by experts at Cleveland Clinic, at no cost to you. This service is available to all Teva employees regardless of medical plan enrollment.
Virtual physical therapy (Sword Health): In partnership with Amwell, receive support to prevent pain before it starts, repair, recover and regain mobility after an acute injury, manage chronic conditions and prepare for and recover from an operation.
Voluntary Benefits: Select Voluntary Benefits are designed to complement your medical plan coverage and pay you cash to help offset higher-cost health care expenses under all four medical plans. Before you enroll, think about if these Voluntary Benefits are right for your physical and financial situation.

Not sure which plan to choose? Scroll through these examples:

Meet Jeff and Jill

Ages: Mid-30s
Medical Plan: Option 1 with HRA
Coverage: Employee + Family
Premiums: $169.70 per pay period
Automatic HRA Funding: +$1,200 in HRA credits from Teva
Deductible: $3,000 (in-network)
Out-of-Pocket Maximum: $7,000 (in-network)

Situation:

Jeff and Jill live an active lifestyle with two kids. Jill enrolled in Option 1 with HRA. It has premiums they can afford and a lower deductible. Knowing a hospital stay is a possibility for any family member, Jill also enrolled in Hospital Indemnity Insurance. If a covered family member is hospitalized, Jill will get cash to help cover their medical expenses.

Meet Javier

Age: 45
Medical Plan: Option 2 with HSA
Coverage: Employee Only
Premiums: $29.22 per pay period
Automatic HSA Funding: +$400 in HSA contributions from Teva
Deductible: $1,600 (in-network)
Out-of-Pocket Maximum: $4,000 (in-network)

Situation:

Javier likes to travel. He enrolled in Option 2 with HSA because the premiums and deductibles are affordable. Plus, he likes the tax advantages and long-term savings opportunities of the HSA. Javier also enrolled in Identity Theft Protection. Due to his extensive travel and complicated personal finances, he chooses to enroll in case he needs additional financial protection if his identity is compromised.

Meet Amanda and Kristen

Age: Mid-40s
Medical Plan: Option 3
Coverage: Employee + Spouse
Premiums: $256.64 per pay period
Automatic Account Funding: None
Deductible: $1,000 (in-network)
Out-of-Pocket Maximum: $4,000 (in-network)

Situation:

Amanda’s wife, Kristen, has chronic health conditions. Amanda enrolled in Option 3 even with its higher premiums because she knows she and Kristen will reach the deductible (and possibly the out-of-pocket maximum). For extra coverage, Amanda enrolled in Critical Illness Insurance. Should she or Kristen have a covered illness, they’ll receive cash to help cover the medical expenses.

Meet Carmen

Age: 35
Medical Plan: Option 4
Coverage: Employee + Child(ren)
Premiums: $41.64 per pay period
Automatic Account Funding: None
Deductible: $3,600 (in-network)
Out-of-Pocket Maximum: $9,600 (in-network)

Situation:

Carmen is living paycheck-to-paycheck, so she likes the low premiums of Option 4—even if the deductible is higher than other plans. Carmen is healthy and mostly wants coverage for her daughter. She also enrolled in the Legal Plan to make sure she has access to legal services if something unexpected happens.

Prescription Drugs

What to Know

In Option 2 with HSA, prescription drugs are subject to the medical plan deductible—meaning you will pay the full cost of non-preventive medications (including Teva generics) until you reach the annual deductible under the medical plan.

You can use your HSA to pay for prescription drugs.

Maintenance medications must be filled with a 90-day supply at a Smart90 retailer (CVS or Walgreens) to avoid paying the full cost of the medication.

If you are not currently prescribed a 90-day supply, you can receive up to two, 30-day courtesy fills at any network retail pharmacy.

If either you or your doctor requests a brand-name medicine when a generic is available, you will pay the brand copay, plus the difference in cost between the brand and generic medicine (except Teva medicines).

Generics, if available, will be substituted for brand medicines unless your doctor indicates “Dispense as Written” on the prescription, or you request to receive only the brand medicine.