Primary health insurance plans are one-size-fits-all, but you need more options to meet the demands of today’s workforce. Our supplemental health insurance plans are different by design—and offer more value with coverage for everyday out-of-pocket medical expenses. With a range of types and levels, you can layer onto most primary healthcare plans to achieve your goals. The best part: you stay in control by choosing who to enroll. This flexible, innovative structure creates powerful workforce solutions for various business challenges, such as rewarding, retaining and recruiting talent.
ArmadaCare’s insurance plans have a long tradition of being built on a solid compliance foundation, adhering to requirements of IRS code Section 105(h) and contemporary excepted benefits regulations as outlined below. Our compliance team has built considerable knowledge of supplemental excepted benefit plans. If you have any questions after reading the below synopsis, please contact us.
Insurance is not simply having a filed policy; it also requires real risk transfer to an independent carrier and risk distribution. While a “cost-plus” policy can look legitimate, if the employer funds the claims and pays a fee for administrative services, it may run into compliance issues with Section 105(h) non-discrimination provisions.
ArmadaCare’s plans are insured with full risk transfer to our A-rated carriers.
ACA’s new non-discrimination rules do not apply to insurance plans that are considered excepted benefits. It is important to understand if a plan can qualify as such and how the plan meets specified guidelines.
Yes, ArmadaCare’s plans are, in fact, excepted benefits.
The four categories of excepted benefits differ in both the nature of benefits and how they are regulated.
ArmadaCare’s plans are created from multiple categories of excepted benefits, which is key to understanding their compliance construct.