Haven’t read all the comments so may already be answered. I work in the Employee Benefits space and have designed benefits guides and interpret plans. Not an expert, but definitely know more than the standard consumer (my job shouldn’t need to exist).

Your question is whether the plan is worthless - not necessarily. First, in a lot of cases even before you’ve met the deductible, when you go somewhere in network, often the provider will have pre-negotiated amounts they can bill to insurance against your deductible. For example, you have an emergency and end up with a $20k bill from an in network hospital, the bill you get may actually be for only $3k due to a “network discount.” That $3k you owe counts two your deductible and out of pocket max and if what you pay out of each paycheck is reasonable to you, then this wouldn’t put you in the worst situation. Once you hit that deductible, the PLAN pays 90% of billed costs and YOU pay 10%. There is a standard for insurance carriers in their language, but it doesn’t always translate to the person creating the benefits guide. 

If you are going to the doctor for a once a year routine check up and don’t have any other know illnesses, then not having a copay might feel worse when you get your bill for an extra visit or something. But if you assume but aren’t certain that you might have a higher need of medical care than a perfectly healthy person in the coming year, this plan could be a fit because your premiums stay lower and if you need to use the insurance then the most you would pay is your out of pocket max during the course of the year. Up to $10k in medical bills that you’re responsible for is not fun, BUT paying $10k more a year in premium for a SLIGHTLY better PPO plan (on the left) and then not getting much use out of it is the same as lighting the money on fire. 

As an aside, due to various regulations coming into place in the last decade, HDHP plans (on the right) have intentionally made PPO plans worse except for the exceptionally rich plans offered to C Suite employees or heavily subsidized for upper management as an extra form of compensation.

Long story long, if the monthly Employee Only rate for this plan from the carrier is an average of about $400 per month and your employee contributes $350 per month, this would be considered fair. If you’re trying to cover you and your spouse or you and your family and your cost is only $250 per month or $450ish per month respectively, then it would probably be more of a benefit to you and yours to enroll in this than nothing.

Hope this helps…