Guide to Plan Designs & Integrating Benefit Strategies

Guide to Plan Design
Integrating Benefit Strategies

(Click on Left Column Buttons to "See Benefit Choices Below")

       Core Benefit Plan
               (Traditional Choices)

    1) Broker &/or Consultant
     2) Major Medical
     3) HSA/HDHP
     4) HRA/HDHP
     5) Limited Benefit Plan
     6) Self Funded
     7) Term Insurance
     8) Dental
     9) Vision
   10) Long Term Disability (LTD)
   11) Pharmacy Plans
   12) Deductibles, Contributions, etc.
   13) Method of Communication
   14) Method of Enrollment
   15) Method of Data Management

Worksite Benefit Plan
(Voluntary Plans - Sample)

1) Broker &/or Consultant
2) Short Term Disability (STD)
3) Critical Illness / Cancer
4) Universal Life (UL)
5) Dental
6) Vision
7) GAP Plan
8) Legal Plans
9) Method of Communication
10) Method of Enrollment
11) Method of Data Managment

         Self Funding

1) Broker &/or Consultant
   2) Third Party Administrator (TPA)
   3) Health Plan Design
   4) Dental
   5) Vision
   6) Long Term Disability (LTD)
   7) Pharmacy Plan
   8) Deductibles, Contributions, etc.
   9) Cobra
10) Determine Exclusions
12   Method for Funding the Plan
13) Draft Plan Documents
14) Method of Communication
15) Method of Enrollment
16) Method of Data Management

Integrated Benefit Plans

1) Broker &/or Consultant
2) Core Benefit Choice(s)
           & /or Self Funding
3) Worksite Benefit Choices
         (Click on Worksite Button in Left
              Column to See Choices)
4) Deductibles, Contributions, etc.
5) Method of Communication
6) Method of Enrollment
7) Method of Data Management

·	(1) Core Benefits are group plans offered to all eligible employees paid in whole or in part by the employer. Consider the choices in the list to optimize your plan.
·	(2) Worksite Benefits are voluntary plans offered to eligible employees at their own cost and discretion. Plans can be either individual or on a group platform. Consider your choices to optimize your plan.
·	(3) Self Funding is the method of providing employee benefits in which the sponsor does not purchase conventional insurance but rather elects to pay for the claims directly, generally through the services of a third-party administrator. Self-funded programs often have stop-loss insurance in place to cover abnormal risks.
·	(4) Integrated Benefit Plans are combinations of the above plans formulated with an understanding of budgetary constraints of the employer and the employee as well as plans to meet the needs of the employees and their families.