The Health Plan pairs a consumer-driven health plan with our self-funded plan designs so that we can position our clients to combat spiking health care costs.
The HRA is integrated with an employer-sponsored health plan and is solely funded by the employer. The HRA reimburses employees for qualified medical expenses that are not normally covered under the benefit plan. Reimbursable expenses are defined by the employer and must comply with section 213(d) of the Internal Revenue Code. Any unused account balances can be rolled over to the following plan year, as long as the employee remains enrolled in the plan. The unused contributions remain as an asset of the employer. Our technology provides consumers with a convenient payment solution and the flexibility for the employer to implement a multi-account strategy. The Health Plan offers the following HRA:
The HSA tax-advantage medical savings account is available to employees who are enrolled in a qualified high deductible health plan (QHDHP). The funds can be contributed by the employee or employer on a pre-tax basis. The funds are owned by the employee and can be rolled over at the end of the plan year. This portable savings account can be used to pay for health care expenses incurred by the employee, their spouse, and any tax dependent.
The FSA is a tax-advantage financial account that employees contribute pre-taxed funds to be used for qualified medical expenses. Reimbursable medical expenses must comply with section 213(d) of the Internal Revenue Code. Employers have the option to allow unused funds (up to $500) to be rolled over to the next plan year. In addition to the medical FSA, we offer a dependent care FSA, allowing employees to use pre-tax dollars on eligible expenses related to care for a child, disabled spouse, elderly parent, or other dependent.
Preventive services are the key to wellness. Our broad spectrum of wellness services focus on promoting healthy lifestyles.
The Health Plan’s telehealth program, powered by HealthiestYou, gives members exclusive access to a physician over the phone, 24 hours a day. This benefit has the potential to save employees and employers money.
Self-funded plans are operated by the employer, not a health insurance company. This could mean more flexibility and cost-containment and usable data.