Stop calling 800 numbers. Get someone who knows “your story.”
Large employers want to incorporate digital health programs like wellness, telemedicine, and wearable health technologies into their health plans. Those are proven to improve employee health and drive down employer and employee premiums substantially over time. Most importantly, you want a “one-stop shop” where someone knows your story and is ready to “make things happen for you.”
Busy business owners and H.R. managers have enough on their plates that you don't want or need to spend your time explaining benefits to your employees, help with every claim, or spend time on hold with an 800 number. You're smart enough to know that you need someone to help you stay in compliance. And wise enough to know that anything that streamlines things allows you to spend more time working on your business than for it.
This is the traditional health insurance option that is risk-free for an employer. A fully-insured plan offers full coverage for an annual premium. Costs in this place are partially shared with your employees. Premiums are calculated by looking at the size of the group, average age, claim’s history, type of work, and what coverage and add-ons are needed.
Self-funded plans place the burden of risk on the employer. Employers charge premiums, pool the money, and use it to cover medical costs as they occur.
Health Maintenance Organization (HMO)
An HMO requires members to pay monthly premiums for medical services. However, they will only have access to a specific network of healthcare providers and facilities. Receiving care out of network can result in significant extra costs for the individual.
Preferred Provider Organization (PPO)
A PPO plan functions much like an HMO, but members are able to use healthcare services that our outside of their network. Out of network visits will require a higher co-pay.
High-Deductible Health Plan with a Savings Option (HDHD/SO)
The HDHD/SO is a flexible and accessible insurance option that provides health insurance for a lower monthly cost. Employees will pay for medical expenses out of pocket and get a portion of them reimbursed by the company. Members can also pay into a savings account (tax free) and use this pool of money to pay for health costs.
Flexible Spending Accounts
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