Most employers recognize that an attractive small business medical insurance package promotes loyalty as well as generates better productivity amongst the company’s employees. On the other hand, it also can easily be one of the most expensive costs an employer has to consider. Like most businesses in our tough economy, you are probably looking at ways to cut benefit premiums, pronto.
Creative Insurance Alternatives
As premiums continue to increase, Imedical Healthcare Solutions insurance carriers are offering more creative benefit solutions. The strategy is to offer valuable benefit coverages, with premiums affordable to average income earners.
Some insurance carriers have experienced increased growth in their alternative health plans, such as a High Deductible Health Plans (HDHP) compatible with a Health Savings Account (HSA). An HDHP plan allows for participants to have the richness of a traditional PPO plan, with lower premiums. Participants are more cognizant of the cost of their care; in part due to the plan’s higher deductible and also the ability of participants to retain any unused portion of the employer/ employee contribution from their HSA to use for future medical needs. Furthermore, many participants under this plan take a more proactive approach when it comes to their health. They are more likely to maintain a healthier lifestyle, seek generic alternatives to brand pharmaceuticals and visit urgent care facilities linked to their plan, lowering their healthcare costs to preserve assets in their HSA.
This creative insurance alternative not only benefits the overall health of employees, but also helps mitigate renewal increases to employers, as many HDHP plans tend to see a decrease in utilization. As a result, these lower costs allow employers to reward employees participating in the plan (some HDHP plans cost less than a HMO coverage) by increasing their employer contribution towards an HSA account.
What is an HSA?
An HSA, or Health Savings Account, is medical savings account wherein the funds contributed to the account are not subject to federal income tax at the time of deposit. Unlike a flexible spending account (FSA), funds roll over and accumulate year over year if not spent. HSAs are owned by the individual. The amounts put into an HSA are not only federally taxed exempt (HSA’s in California are NOT tax exempt), but employees are also able to take the money with them when they leave their current employer.