Solving Benefit &
Business Struggles

Employee benefits can be difficult to manage—it’s certainly hard to keep everyone happy with changes to the primary plans. So, how do you respond? Access this handy interactive problem-solution guide to find out!

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Find your solution

(by clicking the icons)

Financial Health Icon

Too Many Out-of-Pocket Expenses

Executive Physicals Icon

No Executive Physical Coverage

Recruitment Icon

Can’t Recruit with Sign-On Bonuses

High Turnover Icon

Can’t Retain with Lackluster Benefits

Coverage Icon

Providers Not In-Network

HSA Icon

Health Account Not Enough

Dental Icon

Dental Plan Too Limited

Prescriptions Rx Icon

Rx
Not Covered

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Too Many Out-of-Pocket Expenses?

Are clients constantly unhappy about the amount of out-of-pocket costs they have? And the lack of coverage for the types of expenses they tend to incur? Maybe you tried to fill in the gaps with worksite voluntary insurance, only to find out this type of supplemental coverage is limited to a defined scope, like a hospital stay or expenses for cancer treatment. Any medical expenses outside of the narrow area won’t be covered
The Solution:
Take a true gap filler to your clients: Employer-sponsored supplemental health insurance plans. Unlike voluntary insurance, employer-sponsored supplemental health insurance plans aren’t tied to a specific type of condition or event to trigger coverage. Instead, these plans are built to cover everyday prescription or co-pay expenses as well as the more unexpected expenses, like hospital stays. Some plans even expand coverage to include wellness treatments, brand name Rx, dental, vision and more. Another advantage: Under section 105(h) of the tax code, employer premium contributions are tax-deductible, and health plan benefits received by employees are non-taxable.*

*This is not local, state or federal tax advice as each person and company is unique. It is recommended that you seek the independent counsel of a professional tax adviser.

The Solution:
Give your clients a 360º approach that helps keep their top talent healthy and productive. ArmadaCare’s executive physical program is a core component of our Ultimate Health supplemental health insurance plan. In addition to offering coverage toward these elective exams, this program includes:
  • Pre-exam navigation services
  • Post-exam guidance to specialty care
  • Support so executives prioritize their health and well-being

No Executive
Physical Coverage?

Many companies see the value of executive physicals and understand that typical wellness programs aren’t sufficient for executives, especially when you consider the risk of illness that leaders face because of the nature of their jobs. These VIP screenings include several tests, such as EKG, extensive blood work and other diagnostics. At the end, the physician reviews the exam results and provides personalized preventive strategies and recommendations for follow‐up care. The goal is to detect any health issues in the early stages, which can have a huge impact on outcomes. Plus, it’s more convenient for executives to have all the tests at once and in one location. (Bonus for companies: the execs will spend less time away from the business in terms of making and going to different appointments, too.)

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Can’t Recruit with Sign-On Bonuses

With today’s tight labor market, talent acquisition is at the top of the list of challenges for companies. Savvy benefit advisers see this as a great opportunity to introduce innovative benefits. After all, forward-thinking companies don’t want to get into bidding wars; they realize that with the right benefits, they can create talent magnets that reflect their company culture and promote loyalty.
The Solution:

Add value with ArmadaCare’s employer-sponsored supplemental health insurance plans. These powerful solutions are a more tax efficient* way to incentivize employees to strengthen your clients’ recruitment and retention goals. Plus, employers can offer to select employee classes, like difficult-to-recruit-and-retain positions. Unlike a one-time bonus that’s soon forgotten, these plans offer constant reminders throughout the year every time the employee gets a claim paid via direct deposit. It’s a powerful way for employers to spend less while offering more take-home value to their enrolled employees.

*This is not local, state or federal tax advice as each person and company is unique. It is recommended that you seek the independent counsel of a professional tax adviser.

The Solution:

Boosting benefits in a targeted way for positions where employers are facing turnover issues can be an effective way to keep their key employees happy and loyal. This is where ArmadaCare’s flexible supplemental health insurance plans comes in. Employers can choose who to cover, enabling a more focused approach to preventing turnover in hard-to-recruit positions. These types of plans can be your secret weapon to help your clients find the right balance between controlling benefit costs and offering attractive benefit packages.

Can’t Retain with Lackluster Benefits

It’s no secret that the health benefits that a company offers affects their ability to attract and retain a competitive workforce. With today’s tight talent market, employees have plenty of job opportunities available to them. The costs of retaining important employees, or replacing them if they leave, can far exceed the costs of investing in talent-magnet benefits. This is especially true if the benefits can be offered to select employees, instead of the entire workforce population.

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Providers Not
In-Network

Are you hearing this concern from client decision makers: “Why aren’t my providers in-network?” Or maybe this one? “Why are my out-of-network reimbursement levels so low?” When it comes to health expenses and needs, everyone is different, and decision makers want what they want. As their adviser, you certainly want to make sure they are happy. Unfortunately, today’s one-size-fits-all primary plans aren’t built to handle these variances.
The Solution:

You need a supplemental health insurance solution that has the flexibility to ebb and flow with different employee needs. Depending on the specific plan, ArmadaCare’s supplemental health insurance plans range from $1,500 to $20,000 for any type of eligible medical expense (whether in- or out-of-network)*. If others are more in need of dental, Rx, DME, wellness or vision benefits, no need to worry, there’s coverage for those types of eligible out-of-pocket expenses, too.

*Note for select states: Balance bills and other charges for which there is no out-of-network primary coverage may not be covered if the company primary plan is an HMO or EPO. Please inquire.
The Solution:

There’s another option that offers tax-efficiency along with the power of insurance: Employer-sponsored supplemental health insurance plans. Your clients can now spend less to give more with tax-efficient* health insurance plan benefits that offer $10K-$100K aggregated family coverage for eligible healthcare expenses.

Health Account Not Enough

Consumer health accounts can be a great way to fill healthcare coverage gaps, but they don’t always work. There are several limitations:
  • Shareholders and partners are not always eligible or won’t receive the same tax savings.
  • FSAs and HSAs are employee funded and can only be used as they are accumulated.
  • HRAs and HSAs are “one-for-all and all-for-one” in terms of employer contributions. (Companies can’t vary the amount they put into an employee’s account.)
  • Contributions typically aren’t enough to cover the size of today’s deductibles

*This is not local, state or federal tax advice as each person and company is unique. It is recommended that you seek the independent counsel of a professional tax adviser.

Dental Plan Too Limited

Most dental plans aren’t going to give your clients all the coverage they need, which means their employees will be paying at least partially out-of-pocket for basic procedures, like fillings and root canals. The percentage of the bill will be even more for crowns, bridges and major procedures. Do you need a few different procedures done in one plan year? Most dental plans cap coverage at $1,500, so it’s all out of pocket after that.
The Solution:

ArmadaCare has various plan options with different coverage types and levels that include coverage for dental, even if there is no primary dental plan in place. Some plans offer a lot more coverage than most primary dental plans (ranging from $2,000 to $10,000 a year).

Added Bonus: They also can cover more types of dental expenses, such as adult and child orthodontia and dental implants, as well as the more routine dental cleanings and x-rays.

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The Solution:

You can show clients a way to avoid this frustration by leveraging our supplemental health insurance products that can be layered on top of almost all primary health plans. There’s no need to wait to sync with the primary health plan because ArmadaCare’s plans can be put in place on the first of any month. It’s a way to combat increased out-of-pocket Rx costs that result from formulary changes or a required deductible.

Added bonus: Some ArmadaCare plans even cover brand name and non-formulary prescriptions as well as over-the-counter medications that aren’t covered by most primary health insurance plans!

Rx Not Covered

Many major carriers are changing their formularies to no longer cover certain brand name prescriptions, like Lipitor and Nexium. Others are moving medications to higher coverage tiers, which means it will cost a lot more out-of-pocket since there’s not a lower coverage tier option available. Or maybe the issue stems from the fact that deductibles often now include Rx, which wasn’t always the case before…so there’s no Rx coverage until that threshold is met.
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