Frequently Asked Questionsabout ArmadaCare benefits.

ArmadaCare’s plans qualify as an excepted benefit under the similar supplemental category, which means they are not subject to ACA nondiscrimination rules. So, they can be offered to select employee classes, which makes it an ideal benefit for executive reward packages to bolster employer recruitment and retention strategies.

No, ArmadaCare’s plans are employer-paid. Also, in terms of coverage, there aren’t any disease- or event-driven conditions required for coverage to kick in.

Our supplemental health plan can be written for companies based in 47 states and DC. The state refers to location of master application, not participant residence, worksite or corporate situs. The only states where we currently don’t have solutions available include NH, NJ and VT. See our state availability chart here.

Companies of all sizes: small, mid and large in various industries: healthcare, finance, biotech/pharma, food & beverage, consulting, manufacturing, retail, construction and non-profits. Ideal clients are ones that can meet the enrollment minimum (3 employees for select Ultimate Health plans) and connect with the importance of keeping key talent healthy, happy and productive.

Employers who value tax efficiencies,* experience turnover in key positions, have executives frustrated with their health coverage, want to encourage preventive care among leaders, employ family members in ownership or leadership roles, seek to improve talent retention, face compensation budget constraints, or have employees dissatisfied with reductions in primary health plan coverage.​

ArmadaCare’s plans are dynamically underwritten based on the census and the underlying primary plan(s). They are guaranteed issue, meaning you don’t need a medical exam or disclosure of medical history. There is no waiting period, and you can start coverage on the first of any month.

ArmadaCare’s premiums vary depending on the plan level chosen, the characteristics of your primary health plan and the demographics of those you enroll. We take into account who is being covered along with what amount of expenses you are likely to incur with a specific primary health plan. For instance, a primary health plan with a large deductible will have a higher ArmadaCare premium than a primary health plan with a lower deductible since we will be reimbursing more for the former.

ArmadaCare’s plans can be written on top of various types of primary medical plans as long as there is hospital, medical and prescription coverage. This includes, but is not limited to fully insured plans, self-funded plans, PEO plans, Qualified High-Deductible Health Plans (QHDHP) and TRICARE. Plus, there are options for employees waiving the policyholder’s primary medical plan and for employees enrolled in Medicare so you should definitely ask us about those. Primary dental and vision plans are not required.

No. You can put ArmadaCare’s plans in place on the first of any month, regardless of when the primary health plan starts. If you decide later that you want to sync your ArmadaCare plan start date to match the primary medical plan, we can do that!

We just need a few key details related to the company, census and underlying coverage (medical as well as dental and vision, if applicable). To request our underwriting guidelines, please contact us and schedule a time to talk to our product experts. Our typical turnaround time for pricing proposals is 5 to 7 business days.

ArmadaCare’s plans are group insurance plans, not individual plans, meaning the policy can only be purchased by an employer. As the employer, it is up to you whom you wish to enroll. There are a few conditions. First, you need to have a minimum of 3 separate employees (and their families if they are covered by your company’s primary health plan). In other words, you cannot count yourself and your spouse separately. Second, the coverage must match the coverage level on the primary health plan. So, if you have family coverage for that plan, you need to enroll at the family level in ArmadaCare’s plan.

In addition to employees, ArmadaCare’s plans are typically available to partners, >2% shareholders, retirees and even board members. This can vary by state so please inquire.

ArmadaCare’s plans are group insurance plans, which means the policyholder must be an employer. Eligible employees are determined by the employer based on title, tenure or other classifications. Enrollment minimums vary by product and plan. For example, select Ultimate Health plans require as few as three enrolled employees.​

The benefit levels vary by product and plan. Ultimate Health®, for example, has annual family maximums of $50,000 or $100,000.

What’s covered varies by plan. For example, with ArmadaCare’s Ultimate Health® product offers coverage for a broad range of 213(d) eligible expenses, such as primary plan deductible, coinsurance and co-pays as well as other medical out-of-pocket expenses, prescriptions, mental health, wellness treatments (such as acupuncture and prescribed massage therapy), preventive services (such as Executive Physicals), durable medical equipment, dental, vision.

The Prescription debit card is a convenience feature that’s included in most of our expense reimbursement plans. It allows members to receive immediate reimbursement for Rx out-of-pocket costs right at the pharmacy with no claim filing needed.

Yes, some ArmadaCare plans can be written with a deductible and paired with a high-deductible health plan (HDHP). Please inquire.​