Prior to COVID-19, most of us paid scant attention to the prospects of extended illness or disability. Obviously, that has now changed.
Since direct primary care plans are often built on a reference based pricing plan chassis, let’s quickly recap the key components of reference based pricing.
Ask any employer what they think about health insurance and you are very likely to get a very predictable and short response…”It’s too expensive.”
Clients want a simplified application process. The application process is becoming more palatable and electronic. For healthy applicants who meet certain parameters, it is possible to complete the process and have coverage initiated within a couple days.
Employees can be given the opportunity to buy voluntary coverage or supplemental insurance in addition to the company’s core employee benefits package.
The details matter. Let’s put a spotlight on the importance of carefully thinking through primary and contingent beneficiary designations on individual and group life insurance coverage. Our desire is to help our clients avoid future problems.
As an engaged to be married Georgia Tech senior, a wise mentor helped me create a vision of what I wanted in my future career. I wanted to be an entrepreneur. I wanted community roots and independence. I think most importantly, I wanted relationships allowing me to help others with something important to them – being a part of delivering something they want.
A recent study by the healthcare consulting firm, Avalere Health, has confirmed what most employers already intuitively knew to be the case…employer investments in their employee benefits programs drive significant return on investment (ROI).
Compliance is essential for any organization especially when having to abide by annual government regulations. One major compliance function that companies must be aware of each year is the Form 5500 reporting process which is mandated by the Department of Labor (DOL).
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