Offering quality benefits to your employees doesn’t have to cost an arm and a leg. Learn unique solutions on how you can save time and money while offering competitive benefits. Here's what the slides will cover: - Latest updates on the repeal of the Affordable Care Act - Proven strategies on how to save money - Tools available to you to save time on administration

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Agenda
March 22, 2017
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• About IXSolutions
• Repeal and Replace Update
• Defined Contribution Model
• Access to Voluntary Benefits
• Consumer Driven Accounts
• Level Funded Health Insurance Plans
• Q & A

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About IXSolutions
March 22, 2017
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• Serve employers in the group and individual marketplace
• Alleviate the administration aspect of employee benefits
• Build competitive benefits package at an affordable cost
• Educate businesses on healthcare regulations

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Partners and Products
March 22, 2017
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American Health Care
Act (ACHA)
March 22, 2017
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• Affordable Care Act (ACA)
Repeal and Replace Plan
• Keep, Eliminate or Change?

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Congressional Budget Office (CBO) score
March 22, 2017
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1. How much is this going to cost the government?
– Estimated reduction in federal deficits by $337 billion
2. How will this impact how many people have insurance?
– Estimated 14 million people uninsured in 2018
h,ps://www.cbo.gov/publica:on/52486

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What is a benefit?
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noun
a payment or gift, as one made to
help someone or given by an
employer, an insurance company,
or a public agency:
“The company offers its employee
s a pension plan, health
insurance and other benefits.”

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Why don’t small business employers offer
benefits?
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• They don’t think they qualify
• They don’t think its affordable
• They don’t know how to access it

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I am too small to qualify…
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• Most lines of coverage can be offered to employees as long as ther are at
least two full time eligible employees.

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Defined Contribution
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• Two methods of Defined Contribution
• Both allow you to save money while offering your employees more choices

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Defined Contribution Method #1
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• Choose a core plan and contribute
a percentage
• Allow employees to buy up or buy
down

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Defined Contribution Method #2
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• Contribute set dollar amount
• Allow employees to buy up or
buy down

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Voluntary Benefits
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• Additional benefits at no additional cost to the employer
• Available on a voluntary basis meaning…
– making these available to your employees doesn’t cost you a dime AND they get
discounted (group) rates
• Why would I do this as an employer?

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Voluntary Benefits
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Vision Dental Life Disability

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Consumer Driven Accounts
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• Tax-Advantaged accounts that save you and your employees money

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Flexible Spending Account (FSA)
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• Employer provides access
• Employees allocate dollars at
beginning of plan year to pay
out of pocket medical expenses
with pre-tax dollars
• Use It or Lose It account
– amount not used by employees
go back to employer

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Health Reimbursement Arrangement (HRA)
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• Arrangement between employer and
employee to help fund employees out
of pocket medical expenses
• Employer reimbursements are a
business expense that are write-offs
at the end of the year
• Lets walk through a quick example

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Meet Jack – owner of XYZ Inc.
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• Jack is looking to offer health insurance as a benefit to his 15 employees
• Jack wants to pay 100% of his employees cost and offer a plan to
employees with a reasonable deductible
• Jack explores two options:

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Meet Grace
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• Grace is 28 years old and has no
dependents
• Monthly cost for two plans being
considered by employer Jack:
1 $3,000 deductible = $400/mo
2 $6,000 deductible = $200/mo
• Jack knows that Grace would
prefer the plan with the $3,000
deductible
• Jack, who is paying 100% of the
premium, would prefer the lower
cost option ($6,000 deductible)
• However, Jack would also like to
offer his employees a plan that
will keep them happy

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Jack considers an HRA
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• An HRA can give Jack the best of
both worlds.
– Jack selects the $6,000
deductible plan and pays the
$200 monthly premium for Grace.
– Jack also sets up an HRA and
agrees to fund the second half of
the deductible. IF the employees
meets the first half or $3,000 of
her $6,000.
• Therefore, Grace is only
responsible for the first $3,000 of
her $6,000 deductible.
• IF Grace meets more than $3,000
of her deductible, Jack will
reimburse Grace for any out of
pocket expenses. Jack, can then
write off the total reimbursement
amount at the end of the year.

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Health Savings Account (HSA)
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• Employees pay lower monthly premiums
• Put money away on tax free basis
• Use toward qualified health care expenses
• Savings you don’t use roll over to next
year

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HSA
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• Lower monthly premiums
• Out of pocket expenses paid
with pre tax dollars
• Money accrues over time just
like a savings account
– NOT a Use It, or Lose It
account
• HSA account is yours, may be
used as a medical savings
account during retirement
– a 401k for medical expenses
• You may only contribute to an
HSA account if you have an
HSA compatible plan
• HSA compatible plans do not
have copays, you are
responsible for total cost of
service until deductible and out
of pocket are met

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Level Funded Plans
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• Self-insured for large companies (100+)
• Fully-insured for small companies (<50)
• Level Funded is the best of both worlds

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Level Funded Plans
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• Business pays a lower premium
• Carrier is guaranteed to pay claims
• Should your employees have a healthy
year, you earn money back from the carrier

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But I don’t have time to administer benefits
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• Employee Benefits Administration Platform
• We do the work for you

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I’m trying to save money not spend it
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• Namely, Benefit Navigate these platforms can
cost up to 10-20 dollars per employee per month
• Our Platform is yours at no cost.

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Employee Benefits Administration Platform
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• Yours at no cost
• All-in One
• Year round support
• Features:

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Questions?
March 22, 2017
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(855)563-6993
info@ixshealth.com
www.ixshealth.com