Health Reimbursement Arrangements (HRAs) - Brochure
Employers can control cost by offering a Bridge HRA Plan. Enrolling in a high deductible health insurance plan, the employer can bridge the gap on a portion of the deductible.
Offer a Limited HRA for Dental, Vision, and our Hospital Indemnity type of plan!
HRAs are still a great option for employers in today's healthcare marketplace.
Qualified Small Employer Health Reimbursement Arrangements (QSEHRAs) - Brochure
o Group Health Plan Required, in fact the employer cannot sponsor one.
Can Reimburse Individual Premiums and/or qualified medical expenses
Must be Small group under 50.
Employee must have a MEC Plan to be eligible (Minimum Essential Coverage)
Maximum Benefit for 2018 $5,050 for Individual, $10,250 for family
All employees must be eligible
No SBC Required
No COBRA Required
Premium Only Plan (POP) - Brochure
All employers that sponsor insurance programs where employers pay a portion or all of the cost need to have a POP plan. A POP plan document is required in order for them to payroll deduct the employees cost pre-tax from their paychecks.
Our POPs include the option to include employee HSA contributions pre-tax.
You can calculate your annual savings by implementing a POP Plan - Saving Worksheet
Flexible Spending Arrangement (FSA) - Brochure
Medical Expense Reimbursement - Allow employees to pay for out of pocket medical expenses with pre-tax dollars, saving approximately 19% on those expenses.
Dependent Care Reimbursements - This program allows employee to pay their child and/or adult daycare expenses with pre-tax dollars.
FSAs can include both employee and employer dollars.