SMALL GROUP

Fully insured Small Group Health Plans are available as Co-Pay or High Deductible Health Plan Options.

Co-Pay plans require the insured to pay a flat fee for certain medical expenses and the plan will pay the balance.  Plans may include different copay amounts for primary provider office visits, specialist office visits, urgent care, emergency care, and prescriptions. 

High Deductible Health Plans (HDHP) feature a high deductible with a limit on annual out of pocket expenses. This type of plan is typically coupled with a HSA (Health Savings Account). HSA is an account established to save money toward medical expenses on a tax-free basis. In order to have an HSA you must have a High Deductible Health Plan. Final Rates are NOT subject to Underwriting per ACA Regulations.

Let's look at some options to help you build a benefits program that gives you an advantage when it comes to recruiting and retaining top talent:

DENTAL is available for small groups to offer employees on either a Voluntary Basis or Employer Paid. Participation requirements exist for these plans to be considered Voluntary or Employer Paid. 

VISION is available for small groups to offer employees on either a Voluntary Basis or Employer Paid. Participation requirements exist for these plans to be considered Voluntary or Employer Paid. 

LIFE is available for small groups to offer employees on either a Voluntary Basis or Employer Paid. Participation requirements exist for these plans to be considered Voluntary or Employer Paid. 

SHORT TERM DISABILITY is available for small groups to offer employees on either a Voluntary Basis or Employer Paid. Participation requirements exist for these plans to be considered Voluntary or Employer Paid. 

LONG TERM DISABILITY is available for small groups to offer employees on either a Voluntary Basis or Employer Paid. Participation requirements exist for these plans to be considered Voluntary or Employer Paid. 

HRA (Health Reimbursement Account) is established by you, the employer, to reimburse your employees’ medical expenses. Only an employer can contribute to a health reimbursement account and the employer is required to sponsor a fully insured group health plan. When these are paired with a fully insured group health plan, they are administered by a TPA (third-party administrator).

QSE HRA (Qualified Small Employer Health Reimbursement Account) is established by you, the employer, to reimburse an employee’s medical expenses. Employees are able to use the money for insurance premiums, co-pays, deductible, eye care, dental care, or any other qualified medical expenses. QSE HRA requires less than 50 full-time employees, and stipulates that the employer is not able to offer a Group Health Plan to the employees. These are administered by a TPA (third-party administrator).

FSA (Flexible Spending Account) is established by you, the employer, for employees to save money towards medical expenses on a tax-free basis. This is a yearly established account and any balance remaining at the end of the year is lost. These are administered by a TPA (third-party administrator).

Rely on the experience and expertise of our Health & Benefits team to guide you through the options. 920-898-5731