The document describes a Personal Benefits Plan as an alternative to traditional group health insurance. It allows employers to fund individual Benefits Savings Accounts for each employee, which the employee can then use to purchase their own health insurance and other benefits. This exempts the employer from many Affordable Care Act requirements for group plans. The Personal Benefits Plan is presented as offering lower costs, more choice and flexibility for employees, and simplifying administration compared to group health insurance. Expert advisors help employees select the health insurance and benefits that best fit their individual needs and circumstances.
Open enrollment is the only time of year to get an individual policy without a qualifying life event. Our webinar makes sure you and your employees are prepared.
Every American is entitled and bound to avail Minimum Essential Coverage (MEC) under the Affordable Care Act (ACA) - also known as Obamacare. While some opt for individual health insurance plans offered by private institutions, more than 60% opt for Employer-Sponsored Health Insurance. Employer-Sponsored Health Insurance makes your work easy because you don't have to go through multiple insurance plans available online. Employers, on an average pay 82% of your premium for a single insurance policy. For employers also this is a win-win situation because it results in employee retention, better health of employees thus more productivity. Employers use good health benefits as a great tool to recruit sought-after talent in the industry.
The slide deck talks about Employer-Sponsored Health Insurance, its comparison to individual health insurance and the win-win situation for employee and employer.
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
Open enrollment is the only time of year to get an individual policy without a qualifying life event. Our webinar makes sure you and your employees are prepared.
Every American is entitled and bound to avail Minimum Essential Coverage (MEC) under the Affordable Care Act (ACA) - also known as Obamacare. While some opt for individual health insurance plans offered by private institutions, more than 60% opt for Employer-Sponsored Health Insurance. Employer-Sponsored Health Insurance makes your work easy because you don't have to go through multiple insurance plans available online. Employers, on an average pay 82% of your premium for a single insurance policy. For employers also this is a win-win situation because it results in employee retention, better health of employees thus more productivity. Employers use good health benefits as a great tool to recruit sought-after talent in the industry.
The slide deck talks about Employer-Sponsored Health Insurance, its comparison to individual health insurance and the win-win situation for employee and employer.
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
Join us for an inside look at the health reimbursement arrangement (HRA) and how it works.
In this webinar, we cover the basics of HRA compliance, what you need to know before offering an HRA, and how PeopleKeep's software helps along the way.
Our hosts are HRA compliance experts Nick Green and Jon Gelwix.
Health Care Reform Strategies for Small Employers:
• Health Care Tax Credits and Penalties
• The Recently Delayed Pay or Play Mandate
• Health Insurance Exchanges
• SHOPs
• Other Cost-Savings Opportunities
• Strategic Decision Making for Large and Small Employers
• And more!
An open enrollment checklist, created by eHealthInsurance, to help employees find the best personal health insurance solution for the 2012 benefit year - via http://www.eHealthInsurance.com
I025 - Writing - Feature - Your Federal Employee Health Benefits Options - Mc...Norfolk Naval Shipyard
I025 - Submission for Russell Egnor Media Awards - Writing - Feature - Brian Mcneal, NNSY Public Affairs Specialist - Your Federal Employee Health Benefit Options: Don't Just Check The Box - Released 11/1/14
In early July, the Department of Treasury announced it is delaying a key mandate of the Affordable Care Act: what's known as the 'Pay or Play' mandate. While pushing pause on this mandate gives large employers another year to prepare, we strongly advise businesses not to wait to start making strategic decisions. For more information, contact Fraser Trebilcock Senior Health Care and Business Attorney Mike James at mjames@fraserlawfirm.com or 517.377.0823. You can also find more information at www.milhealthlaws.com.
The ICHRA vs. the QSEHRA: Which is right for your business?PeopleKeep
The qualified small employer health reimbursement arrangement (QSEHRA) and the individual coverage health reimbursement arrangement (ICHRA) both allow companies to set allowances for their employees to use on health insurance policies and other medical expenses.
However, while they perform similar functions, they operate differently.
In these slides, we'll go over the basics of each plan, how they differ, and how to choose which one is best for your company.
This session focuses on Ed Health, a medical stop loss group captive consisting of 11 Boston-area colleges that Spring assisted in the development of. It details Ed Health’s success to date and lessons learned through the development and ongoing management of a medical stop loss group captive.
Pediatric Dental Benefits Under the ACA - What Employers (and dentists) Need ...Spring Consulting Group
With the ACA requiring health plans to cover pediatric dental plans, a number of questions have arisen from both employers and dentists. Here are a few of the basics that both groups need to know. Please note, that this information is specific to the State of Massachusetts, and some details may change from state to state.
Przedstawiamy trzecią i ostatnią część prezentacji szkoleniowej związanej z rajdem POŻEGNANIE LATA, organizowanym przez Automobilklub Wielkopolski Delegatura Mosina.
Join us for an inside look at the health reimbursement arrangement (HRA) and how it works.
In this webinar, we cover the basics of HRA compliance, what you need to know before offering an HRA, and how PeopleKeep's software helps along the way.
Our hosts are HRA compliance experts Nick Green and Jon Gelwix.
Health Care Reform Strategies for Small Employers:
• Health Care Tax Credits and Penalties
• The Recently Delayed Pay or Play Mandate
• Health Insurance Exchanges
• SHOPs
• Other Cost-Savings Opportunities
• Strategic Decision Making for Large and Small Employers
• And more!
An open enrollment checklist, created by eHealthInsurance, to help employees find the best personal health insurance solution for the 2012 benefit year - via http://www.eHealthInsurance.com
I025 - Writing - Feature - Your Federal Employee Health Benefits Options - Mc...Norfolk Naval Shipyard
I025 - Submission for Russell Egnor Media Awards - Writing - Feature - Brian Mcneal, NNSY Public Affairs Specialist - Your Federal Employee Health Benefit Options: Don't Just Check The Box - Released 11/1/14
In early July, the Department of Treasury announced it is delaying a key mandate of the Affordable Care Act: what's known as the 'Pay or Play' mandate. While pushing pause on this mandate gives large employers another year to prepare, we strongly advise businesses not to wait to start making strategic decisions. For more information, contact Fraser Trebilcock Senior Health Care and Business Attorney Mike James at mjames@fraserlawfirm.com or 517.377.0823. You can also find more information at www.milhealthlaws.com.
The ICHRA vs. the QSEHRA: Which is right for your business?PeopleKeep
The qualified small employer health reimbursement arrangement (QSEHRA) and the individual coverage health reimbursement arrangement (ICHRA) both allow companies to set allowances for their employees to use on health insurance policies and other medical expenses.
However, while they perform similar functions, they operate differently.
In these slides, we'll go over the basics of each plan, how they differ, and how to choose which one is best for your company.
This session focuses on Ed Health, a medical stop loss group captive consisting of 11 Boston-area colleges that Spring assisted in the development of. It details Ed Health’s success to date and lessons learned through the development and ongoing management of a medical stop loss group captive.
Pediatric Dental Benefits Under the ACA - What Employers (and dentists) Need ...Spring Consulting Group
With the ACA requiring health plans to cover pediatric dental plans, a number of questions have arisen from both employers and dentists. Here are a few of the basics that both groups need to know. Please note, that this information is specific to the State of Massachusetts, and some details may change from state to state.
Przedstawiamy trzecią i ostatnią część prezentacji szkoleniowej związanej z rajdem POŻEGNANIE LATA, organizowanym przez Automobilklub Wielkopolski Delegatura Mosina.
a market research presentation on the toner industry.
focus on the primary data.analysis done by SPSS.
more strategies on the product life cycle,BCG matrix,anshoff's matrix & more
"Woh aakhir kaar aane waala kaun? Jiska shohra pahle se tha, jiska awaza har daur ki faza meiN gooNj raha tha, jiska intezar wajood ke pahle hua, jo wajood ke baad bhi Muntazar raha, jiska intezar Isa ko charkhe chaharum par, millat e Islam ko duniya meiN hai. Shariyat ko uska intezar ke woh aaey to zinda ho, Islam ko uska intezar ke woh aaey to ghalib ho, haq ko uska intezar ke woh aaey to zahir ho, duniya ko uska intezar ke woh aaey to adl o insaf se mamlu ho.
Jaise Rasool (saww) ke aane ki peshiingoiyan tamam Rasoolane ma'salaf deite rahe aur apni ummatoN ko muntazir banaate rahe, waise hi Imam (a.s.)ke aane ki peishingoi Rasool (saww) aur unke baad ke 11 Imam a.s. farmate rahe, aur har zamane waloN ko basharateiN deite rahe. Rasool (saww) ki bayan ki hui peishingoiyaN Islam ke donoN fareeq Shia wa Sunni ki kitaboN meiN mutTafeqa haisiyat se darj haiN."
The nine defendants are not expecting to be acquitted or to be sentenced to several years so they can get back to their families.
Instead, they waiting to known their fate, will it be death or life?! As they will be executed if Mufti approved it. These 9 souls do not deserve to be hanged, they deserve to live freely.
Aurat aur Islam - Syedul Ulema Syed Ali Naqi Naqvi Sahab t.s.Jamal Mirza
Aurat aur Islam:
" Mauzue kalaam 'Aurat aur Islam' hai, aur yeh ke Shariyate Islam meiN aurat ka kya maqam hai. Shariyat mutabiqe fitrat hai, to zaroori hai ke mard ke liye aise ahkam hoN jo uski mardana shaan ke munasib hain, aur aurat ke liye woh ahkam hoN jo uski nisaiyat ke liye mauzooN hoN. Mard, aurat ke sifaat haasil kar le to uska kamaal nahiN balke nuqs hai, isi tarah aurat, mard ke ausaaf hasil kar le to yeh uska kamaal na hoga, balke nuqs hoga. Iss liye ke mard aur aurat ko fitrat ne zaujain ki surat meiN paida kiya hai. Zaujain woh do cheezeiN haiN jin ka ejtema' kisi maqsade wahid ki takmeel ke liye zaroori hai. Jaise eik darwaze ke do pat ya maujooda daur ke munasib misaal bijli ke manfi aur musbat taar."
Health insurance has a language all its own.
Understanding how your insurance plan works
is something every American needs to master.
These terms are important to know to get the
most out of your health care coverage.
Employee benefit Insurance policies guide for Indian CompaniesSusheel Agarwal
This Book presents the guidelines to Employee Benefits Insurance, the best practices, all the related questions and their answers! The relevant concepts in employee insurance and examples to help the readers understand and complement the core content!
Please reach out to us directly in case of help in creating a wonderful benefits bouquet for your people.
Controlling Benefits costs: Employing Contingent Workers, HRM Outsourcing-Based Compensation Systems
NAME OF STUDENT
STUDENT NUMBER
COURSE CODE
COURSE NAME
LEARNING INSTITUTION
Compensation and Strategy: Controlling Benefits Costs
Introduction
According to Pauly, 1997 employers would want to devote much managerial effort to containing premium increases. Yet, many employers clearly have devoted resources to this end over the years, suggesting that they hold a different view. Their perspective (which Pauly terms the “business model”) places emphasis on health benefits as a cost center within each firm to be monitored and aggressively managed. If an employer could cut expenditures for health benefits, or control their rate of increase, and its competitors in the product market could not, it could lower product prices, increasing market share and profits. These gains might be short term in nature if other firms have access to the same cost containment approaches, but nevertheless they may be worth pursuing. Labor market considerations are seen as important constraints on employer cost containment efforts, but the goal of cost control is paramount.
Pauly, 1997 continues that ‘local health benefits managers may wish to manage health benefits to make them more attractive to potential employees, or to reduce costs, but they are severely constrained in doing so.
A good compensation scheme when used as a strategy by an organization aims to give rewards for the right employee behaviour. When employee achievements of the desired results are rewarded it becomes a motivator and this enhances effectiveness thereby increasing success possibilities. Compensation scheme can also be used to reinforce a desired organization culture and the compensation policy must replicate strategic business objectives. Organizations may use both financial and non financial rewards in their scheme. One such benefit is employee health insurance and when strategically used it has the ability to assist the employer and employee in various ways. However the provision of medical insurance is costly and organizations have to constantly look for ways to contain the spiralling health insurance costs to remain competitive in the industry. Most organizations seek to maximise the profitability and revenues and to have a good profit margin they must be able to constantly make cost savings.
Discuss how health insurance benefits might impact the organization’s overall strategic goal-setting process.
Quality manpower is an important asset for any organization .The provision of health insurance has great impact on organization’s overall goal setting process. Once an organization has attracted quality employs into its workforce it is important that it continues to provide quality health insurance so that the existing employees are not attracted to what is on offer by the competitors. Therefore the company is able to retain its valued manpower.
Increased productivity and reduced absent.
Savvy employers are now realising that the health of their workforce directly impacts on the health of their business and by promoting good health for their staff, everyone reaps the benefits. This new health partnership between The Insurance Partnership Health Solutions and Warners Health brings together a wealth of experience and an assurance to respond to your requirements in a flexible and cost effective way.
Our aim is to provide a sustainable health and wellbeing programme for your company.
Which is inclusive for all employees and embraces the most up-to-date technology and best practice.
Breaking Down Benefits: How to Leverage Data to Better Your Employees' Health...Aggregage
We need to shift away from the focus on purchasing healthcare and instead, focus on how we can create health for our employees. By incorporating dashboards in our benefits selection process, we can watch for trends in benefits and leverage that data to lower costs, retain employees, and attract new talent. Join Darrell Moon, CEO of Orriant, to learn if your benefits selection is meeting your employees' needs.
HealthCompare Insurance - Understanding other types of insuranceHealth Compare
Understanding your options when it comes to Health Plans or Health Insurance can be a complicated experience, especially if you are unfamiliar with your options. HealthCompare has put together this slideshare to help you navigate and know your options. Learn more at HealthCompare.com
PET CT beginners Guide covers some of the underrepresented topics in PET CTMiadAlsulami
This lecture briefly covers some of the underrepresented topics in Molecular imaging with cases , such as:
- Primary pleural tumors and pleural metastases.
- Distinguishing between MPM and Talc Pleurodesis.
- Urological tumors.
- The role of FDG PET in NET.
KEY Points of Leicester travel clinic In London doc.docxNX Healthcare
In order to protect visitors' safety and wellbeing, Travel Clinic Leicester offers a wide range of travel-related health treatments, including individualized counseling and vaccines. Our team of medical experts specializes in getting people ready for international travel, with a particular emphasis on vaccines and health consultations to prevent travel-related illnesses. We provide a range of travel-related services, such as health concerns unique to a trip, prevention of malaria, and travel-related medical supplies. Our clinic is dedicated to providing top-notch care, keeping abreast of the most recent recommendations for vaccinations and travel health precautions. The goal of Travel Clinic Leicester is to keep you safe and well-rested no matter what kind of travel you choose—business, pleasure, or adventure.
LGBTQ+ Adults: Unique Opportunities and Inclusive Approaches to CareVITASAuthor
This webinar helps clinicians understand the unique healthcare needs of the LGBTQ+ community, primarily in relation to end-of-life care. Topics include social and cultural background and challenges, healthcare disparities, advanced care planning, and strategies for reaching the community and improving quality of care.
Trauma Outpatient Center is a comprehensive facility dedicated to addressing mental health challenges and providing medication-assisted treatment. We offer a diverse range of services aimed at assisting individuals in overcoming addiction, mental health disorders, and related obstacles. Our team consists of seasoned professionals who are both experienced and compassionate, committed to delivering the highest standard of care to our clients. By utilizing evidence-based treatment methods, we strive to help our clients achieve their goals and lead healthier, more fulfilling lives.
Our mission is to provide a safe and supportive environment where our clients can receive the highest quality of care. We are dedicated to assisting our clients in reaching their objectives and improving their overall well-being. We prioritize our clients' needs and individualize treatment plans to ensure they receive tailored care. Our approach is rooted in evidence-based practices proven effective in treating addiction and mental health disorders.
COVID-19 PCR tests remain a critical component of safe and responsible travel in 2024. They ensure compliance with international travel regulations, help detect and control the spread of new variants, protect vulnerable populations, and provide peace of mind. As we continue to navigate the complexities of global travel during the pandemic, PCR testing stands as a key measure to keep everyone safe and healthy. Whether you are planning a business trip, a family vacation, or an international adventure, incorporating PCR testing into your travel plans is a prudent and necessary step. Visit us at https://www.globaltravelclinics.com/
Medical Technology Tackles New Health Care Demand - Research Report - March 2...pchutichetpong
M Capital Group (“MCG”) predicts that with, against, despite, and even without the global pandemic, the medical technology (MedTech) industry shows signs of continuous healthy growth, driven by smaller, faster, and cheaper devices, growing demand for home-based applications, technological innovation, strategic acquisitions, investments, and SPAC listings. MCG predicts that this should reflects itself in annual growth of over 6%, well beyond 2028.
According to Chris Mouchabhani, Managing Partner at M Capital Group, “Despite all economic scenarios that one may consider, beyond overall economic shocks, medical technology should remain one of the most promising and robust sectors over the short to medium term and well beyond 2028.”
There is a movement towards home-based care for the elderly, next generation scanning and MRI devices, wearable technology, artificial intelligence incorporation, and online connectivity. Experts also see a focus on predictive, preventive, personalized, participatory, and precision medicine, with rising levels of integration of home care and technological innovation.
The average cost of treatment has been rising across the board, creating additional financial burdens to governments, healthcare providers and insurance companies. According to MCG, cost-per-inpatient-stay in the United States alone rose on average annually by over 13% between 2014 to 2021, leading MedTech to focus research efforts on optimized medical equipment at lower price points, whilst emphasizing portability and ease of use. Namely, 46% of the 1,008 medical technology companies in the 2021 MedTech Innovator (“MTI”) database are focusing on prevention, wellness, detection, or diagnosis, signaling a clear push for preventive care to also tackle costs.
In addition, there has also been a lasting impact on consumer and medical demand for home care, supported by the pandemic. Lockdowns, closure of care facilities, and healthcare systems subjected to capacity pressure, accelerated demand away from traditional inpatient care. Now, outpatient care solutions are driving industry production, with nearly 70% of recent diagnostics start-up companies producing products in areas such as ambulatory clinics, at-home care, and self-administered diagnostics.
Letter to MREC - application to conduct studyAzreen Aj
Application to conduct study on research title 'Awareness and knowledge of oral cancer and precancer among dental outpatient in Klinik Pergigian Merlimau, Melaka'
Empowering ACOs: Leveraging Quality Management Tools for MIPS and BeyondHealth Catalyst
Join us as we delve into the crucial realm of quality reporting for MSSP (Medicare Shared Savings Program) Accountable Care Organizations (ACOs).
In this session, we will explore how a robust quality management solution can empower your organization to meet regulatory requirements and improve processes for MIPS reporting and internal quality programs. Learn how our MeasureAble application enables compliance and fosters continuous improvement.
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
3. Employer funds the
benefit plan.
Each employee is given a
Benefits Savings
Account.
Funds may be used by the
employee to buy whatever
health insurance and
other benefits they want
and need.
You help the employer set the
BUDGET.
Help each employee
CHOOSE
their own benefits package.
The Personal Benefits Plan Is An Alternative to Group Health Insurance.
IT’S THAT SIMPLE!
4. Here’s How The Personal Benefits Plan Works…
It’s Smart, Simple, and Hassle Free!
1. We will use our ONLINE ANALYSIS TOOL to calculate the costs & savings for each
employee’s health benefits, and give you a true ‘apples to apples’ comparison between group
health insurance and an individual policy solution for your group.
2. Based on that, you decide how much you want to deposit into each employee’s BENEFITS
SAVINGS ACCOUNT with AHR each month.
3. We will meet with each employee one-on-one to help them choose their optimal health
insurance & other benefits they may want.
4. Employees use their Benefits Savings Accounts at AHR to pay for the benefits they choose.
It’s consumer-directed benefits!
5. Personal Benefit Plans are ACA Exempt
Personal Benefits Plans are not
considered a “group health plan” by the
ACA, so complex ACA rules & reporting
mandates are eliminated:
No annual returns to document
healthcare benefits
No Summary Plan Descriptions (SPD)
or CMS Credible Coverage reports
No COBRA
Benefits Savings Account
deposits are COMPENSATION,
NOT premium reimbursement.
They can be ADJUSTED to fit the
needs of each individual
employee, because there aren’t
any nondiscrimination
requirements.
ACA EXEMPT MEANS
SIMPLE, FLEXIBLE
& STABLE BENEFITS
6. Personal Benefits Plan: The Smart Alternative to Group Health Insurance
Benefits based on real numbers:
1.Employer’s Budget
7. Personal Benefits Plan: The Smart Alternative to Group Health Insurance
Benefits based on real numbers:
2. Actual Employee’s
Medical Expenses
Premiums paid by employee
Out of pocket expenses
8. Personal Benefits Plan: The Smart Alternative to Group Health Insurance
Benefits based on real numbers:
3. Actual Individual
Insurance Premiums
Plan is designed for the employee’s
needs.
Individual policies allow for
subsidies.
9. Personal Benefits Plan: The Smart Alternative to Group Health Insurance
Benefits based on real numbers:
4. Financial Support
Premium Tax Credits
Cost Sharing Reductions
10. Personal Benefits Plan: The Smart Alternative to Group Health Insurance
Benefits based on real numbers:
5. Alternative Coverage
Options
HSA’s
Cafeteria Plans (FSA’s)
11. Personalized ‘Concierge’ Service
Expert help makes choosing insurance easy. Each employee gets a Personal Benefits
Advocate who will help them choose their optimal coverage, based on their own unique
needs:
Out-of-pocket expense & premium limits
Special kinds of coverage they may need
The doctors & hospitals they want
The insurance companies they prefer
It’s health insurance with a human touch, making benefits
choices simple, pleasant & easy for your employees.
12. Personal Benefit Plans are a Better Solution.
Employee Satisfaction & Retention
Retain your top talent! Employees overwhelmingly prefer to choose their own Personal
Benefits Packages over group health insurance.
Plan Stability & Simplicity
Once your clients shift to a Personal Benefits Plan, their benefits problem is solved. They
don’t have to worry about group health insurance again.
Cost Efficiency & Effectiveness
Personal Benefits Plans are more cost efficient, & provide insulation against insurance
rate increases. For most employers, these plans cost substantially less than group health
insurance.
13. Employee Satisfaction and Retention
Out of Pocket
Costs?
In network
Doctors?
Premium Cost?
Insurance
Company?
REAL TIME information and reporting
Online through our website
Call AHR and we will help you
Each employee will have the
guidance of an expert healthcare
advocate to help them choose their
optimal coverage.
Decisions on cost for out-of-
pocket expenses & premiums
Decisions on type of coverage
they want, with doctors &
hospitals they like, and with
companies of their preference.
Deductible?Hospital?
14. Employee Satisfaction and Retention
A variety of
compliant health
plans to choose
from with the help of
an expert to make it
all very simple for
you.
Infinite flexibility
We offer HSA’s and FSA’s
Our new BENEFITS SAVINGS
ACCOUNT is like no other in
the industry
Free Wellness Planning for a
healthier workforce
15. Employee Satisfaction and Retention
That’s what benefits are all
about. A Benefits Savings
Account lets employees
choose the benefits they want,
so, they will be more satisfied!
They choose their own health
insurance, and may choose less
expensive coverage so they
have money left over for:
Co-pays and deductibles, & anything not covered
by their insurance
Life, accident, disability, dental, vision, critical
illness policies
Gym memberships or home exercise equipment
Any kind of health, recreational or nutritional
product or service
Tuition and educational expenses
They can save their money for retirement, a new
car, a down-payment on a home, emergencies or
any other use.
Or not. It’s their choice.
See why Benefits Savings Accounts make so
much sense?
17. Plan Stability and Simplicity
Personal Benefits Plans
are far more stable than
group health insurance,
because you can adapt
them as needed without
disrupting anyone’s health
insurance policy.
Adjust the dollars, not the
insurance.
Personal Benefits Plans are not
considered a “group health plan” by the
ACA, so complex ACA rules and
reporting mandates are eliminated:
No annual returns to document
healthcare benefits
No Summary Plan Descriptions
(SPD) or CMS Credible Coverage
reports
No COBRA ACA exempt means simple & stable!
18. More Cost Efficient and Cost Effective.
Federal Protection In The
Individual Market
If an insurance company
overcharges for health insurance
on the individual market, they must
return the excess premiums to the
consumer. This is one of the
reasons why premiums are typically
lower on the individual market than
they are for group policies.
Alignment of Incentives
By providing a Benefits Savings
Account, two additional opportunities
of savings occur:
You eliminate waste
Now, it’s their money, and they will
use it wisely to buy what they actually
need.
You eliminate excess
enrollment
Dual coverage and unnecessary
enrollment is gone.
19. Why Personal Benefits Plans are More Cost Efficient and Cost Effective.
You no longer have to buy a
health policy for your whole
group based on the sickest
person in your group.
Personal Benefit Plans are scalable,
meaning that you can set the amount
you deposit into each persons’
Benefits Savings Account depending
on their individual needs. There
are no discrimination rules, so you can
do what makes sense for each
person, and your business.
Federal Subsidies: Premium tax
credits and cost sharing reductions
that reduce out-of-pocket medical
expenses do two important things:
They reduce premiums now
They insulate you from premium
increases in the future, because
subsidies are based on income,
not insurance premiums
20. Let AHR get you out of this dynamic...
Have increased over 172% over
the last 15 years.
Increased FASTER than inflation.
It’s the fastest growing expense
faced by businesses to date.
Group Health Insurance Premiums:
Source: Kaiser/HRET Survey of Employer-Sponsored Health Benefits, 1999-2012. Bureau of Labor Statistics, Consumer Price Index, U.S. City Average of Annual
Inflation (Apr. To Apr.), 1999-2012; Bureau of Labor Statistics, Seasonally Adjusted Data from the Current Employment Statistics Survey, 1999-2012 (Apr. to Apr.).
21. …And Simplify Your Life.
HAVE A PRO MANAGE YOUR BENEFITS
We help you set a budget, & we take care of the rest.
Benefits simplified.
Reduce or eliminate future rate increases.
Never go through the turmoil of changing health plans
again!
Single Check Solution: write 1 check to AHR, & we
pay all of the voluntary & other related employee
benefits for you.
Eliminate the administrative & regulatory hassles of
having a group plan. No COBRA, no reporting, no
worries.
And most important: Employee satisfaction.
Everyone gets what they want, and
you no longer have to choose for
them!
23. This Is What We Will
Show You
An “apples to apples”
comparison between the cost
of your current group health
insurance, including employee
out-of-pocket expenses, & the
cost of a
Personal Benefits Plan.
29. AHR Is Committed To Our Clients
AHR takes more care of small & mid-market clients than any other provider,
offering a personalized ‘concierge’ benefits experience that includes a
unique combination of technology innovation, expert advice (from specially
trained independent insurance brokers) & dedicated customer service. This
gives our clients and their employees the freedom to choose the most
personalized and hassle-free benefits plan for them and their employees.
We’ve been helping employers for over 20 years, and our passion is making
benefit choices simple, pleasant and easy for both you and your employees.