Whether your business size is 2 or 2000, we will create a benefits plan for your employees aligned with your business or organization’s goals and philosophies.
A self-insured health plan means the employer pays healthcare claims directly, uses a company to administer the plan, and buys insurance only to protect against unusually high costs. When employers leverage a self-inured plan, they stop the “Increase/change plan/renew/repeat year after year.”
Cash-centric health insurance plans are designed to minimize reliance on insurance billing and instead emphasize direct payment (cash or card) for routine medical services, while insurance is reserved mainly for high-cost or catastrophic events.
This design on a self-funded health insurance platform offers an amazing opportunity to reduce insurance expenditures and changes the perspective on healthcare funding. It is a solution to the “third-party healthcare payer game” that has been running for quite some time.
1. Direct cash payments for routine care.
Everyday services—doctor visits, labs, imaging, medications—are paid directly by the patient at the time of service.
2. Usually provides large savings when compared to any PPO plans’ discounts.
Providers often offer transparent, discounted cash prices that are lower than insurance-negotiated rates.
3. Most plans are designed with little to no put-of-pocket costs to the employee.
An individual life insurance plan can protect you no matter what occupation you choose. A personal/individual life insurance plan designed to protect you, not tied to your employer.
In some cases, leveraging your business can help in funding, as well attract and retain talent.
Health Savings Accounts are established on a non-taxable basis to reimburse individuals for out of pocket liabilities. By purchasing a high deductible health insurance plan, an employer reduces his/her premiums. From these premium savings, monies can be set aside to help offset some or all of an employee’s additional out-of-pocket liability.
By purchasing a high deductible health insurance plan, an employer reduces his/her premiums. From these premium savings, monies can be set aside to help offset some or all of an employee’s additional out-of-pocket liability.
Employers can elect to have the entire fund assigned to the employee, or only reimburse for actual eligible expenses incurred.
Voluntary benefits enhance core benefit packages and deliver added incentive without employers spending more on insurance. A solid voluntary benefit platform offers your employees the ability to purchase competitively-priced coverage, and in most cases without underwriting questions. Voluntary Benefits complement your core benefit strategy while reducing company costs and employee financial risk.
It is time to end the “same old” health plans that always renew, pay an increase, and repeat every year.
