When comes to protecting the health and financial security of your company and it’s employees, why consult an ordinary insurance broker when you can have a benefit partner that provides creative, intelligent plan design, impeccable service and so much more at no additional cost?
Benefits that fit our clients. To design the right benefits for a client, we must first know the client. We work to understand their company culture and long term goals, and use sophisticated metrics to analyze past benefit data, which helps to identify areas of risk. Then we leverage carefully cultivated relationships, cutting-edge resources and deep industry expertise to advise our clients on the best options that meet their unique needs.
End-to-End Client Administration. Triad Insurance Group does not just sell insurance as a one-off event. We follow through with plan implementation, employee education and advocacy, assistance with billing and difficult claims issues, as well as proactive, timely renewals. Our goals is to always ensure your plan is meeting your needs, and is not draining your finances OR resources.
Plan Overviews
Traditional Group Health
A Health Maintenance Organization (HMO) requires group members to obtain their health care services from doctors and hospitals affiliated with the HMO. Members are required to designate a primary care physician who treats and directs health care decisions and who coordinates referrals to specialties within the HMO network. HMOs offer access to a comprehensive package of covered health care services in return for a prepaid monthly amount (or “premium”). Most HMOs charge a small co-payment depending upon the type of service provided.
With a Preferred Provider Organization (PPO) members save the most money on healthcare, if they use providers within their network. If providers outside of the network are used, it is possible that those services may not be covered at all. Deductibles must be met on this plan before some services will be covered. PPOs require a co-pay for physician visits.
An EPO is an “Exclusive Provider Organization” plan. It is similar to a PPO except members can utilize only doctors and hospitals within the EPO network. They cannot go outside the network for care. This plan may be beneficial to an employer who is seeking to receive services at a much lower negotiated rate than with a PPO or HMO. However, any services received from providers outside the network will not be covered at all.
A Health Savings Account (HSA) combines a high deductible/lower premium health insurance plan (PPO) with a savings account. Both employer and employee can contribute, tax-free to the savings account, which can help fund the deductible and other qualified medical expenses. Once the deductible is met, the insurance starts paying.
A Health Reimbursement Account (HRA) combines high deductible/low premium health insurance with a tax favored savings account. Employers contribute to the savings account, which can be used for to fund co-pays and other qualified expenses prior to the deductible being met.
Single, Dual or Triple Option Plans offer eligible employees a choice between several different types of plans as described above.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Self-Funded Health Plans
A self-funded health plan requires the employer to become the insurer. Most often, employers will partner with a PPO to provide services for the plan. A third party (a TPA) is engaged to handle claims and processing. Because self-insured employers run the risk of large catastrophic claims, they will purchase stop-loss insurance to protect them in such an event. Even with the additional expense of stop-loss insurance, employers can enjoy saving thousands in premiums and other advantages.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
FSAs (Section 125 Plans)
The average working employee in America spends thousands of dollars annually on certain types of medical benefits, daycare expenses and transportation services. By participating in an FSA, an employee’s taxable income is reduced, which increases the percentage of pay they take home and allows them to pay for these benefits and services with the pre-taxed dollars, in essence giving them a discount on these services. Here’s how they work.
This tax-favored savings account is funded solely by the employee through regular pre-tax payroll deductions. Employees elect how much they want withdrawn from each pay period, which can be changed annually or upon a qualifying event such as marriage or divorce. Throughout the plan year, funds can be withdrawn from the account (tax-free) to pay for eligible medical, dental, vision, prescription and dependent daycare expenses. Some FSAs include work-related parking and transit costs. The administrator of the FSA account can issue a debit card that is tied to the FSA making it easy to use the account when needed.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Covered California (SHOP)
We suggest you use our Business Tax Calculator to find out if you qualify. Those who qualify will be able to purchase traditional group health plans as described above through SHOP.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Premium Only Plans (POPs)
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Shared Funding Plans
Here’s how it works.
First, an employer will select any of the fully insured plans that the carrier offers and rates will be determined by the group’s claim history. Stop-loss insurance is added to protect against catastrophic claims. Just like with an insured plan, the carrier will handle the administration of the plan, processing claims and offering members online access to benefit explanations and other reporting tools.
Premiums for shared funding plans are generally much lower than fully insured plans because the employer shares some of the risk. Employers who opt for shared funding plans may save even more costs by implementing wellness programs into the workplace.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Group Dental and Vision
Dental Plans
Regular dental exams help employees stay healthier and more productive in the work place. Simple routine visits to the dentist, which are usually covered 100% by insurers, help to detect serious underlying conditions such as heart disease and diabetes. The National Association of Dental Plans and the Centers for Disease Control have performed studies that show that employees with Dental Insurance plans have better attitudes and are less likely to suffer from depression, a common condition in today’s fast-paced world.
Dental Plans offer a variety of diagnostic, preventative care and corrective services including cleanings, exams, x-rays, fillings, root canals, orthodontia for children, and emergency care while traveling.
Vision Plans
Similar to dental policies, vision plans are inexpensive and save money on routine exams, eyeglass frames and lenses, contacts, and even discounts on procedures like LASIK. Monitoring your eye health with regular exams also helps to prevent serious eye diseases like glaucoma and cataracts and also helps to detect early stages of diabetes, high blood pressure, and high cholesterol.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Accidential Death and Dismemberment (AD&D)
AD&D can be offered either on a Voluntary basis or as part of the employer sponsored benefit package.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Group Life Insurance
Whether employer paid or voluntary, a good life insurance policy provides for an employee’s final expenses, taxes, mortgage and even their children’s education as well as offering additional added benefits. Carmichael Associates can help employers protect their employees and their employees’ families with a variety of different life insurance products.
Permanent Life Insurance
Life insurance that builds cash value and the savings can be tax deferred and/or borrowed against, if needed. These policies are known as Permanent Life Insurance.
Term Policy
Life insurance that does not build cash value, however, it will pay a set amount to the named beneficiary upon the death of insured within the stated term. Some policies may also make payments upon terminal or critical illness.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Group Disability
Short Term Disability
During the time an employee is unable to work due to a qualifying disability (illness or injury), STD generally allows for income payments to the employee to begin after about a two-week waiting period and will continue to pay the employee until he/she recovers or maxes out the benefits–usually anywhere between one month to two years, depending on the policy.
Long Term Disability
During the time an employee is unable to work due to a qualifying disability (illness or injury), LTD generally allows for income payments to the employee to begin after about a 90-day waiting period, although it could be much longer depending on the policy, but will continue to pay the employee far longer than STD–for a few years, up to age 65, or even for life.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Group Long Term Care
Savvy employers know that access to additional resources can increase employee productivity when confronted with managing long-term care situations. Long-Term Care plans demonstrate to your current and prospective employees that your company cares about them–increasing the ability to attract and retain the very best talent.
Most LTC plans are designed to provide benefits for care through nursing homes, assisted living centers, home health care and adult day care. Employers can provide a base benefit while giving the employees the opportunity to “buy up” and obtain the level of coverage that they need for their families.
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
GAP Policies
If you would like a quote, please close this window and refer to the Group Quote Form at the top right of the page.
Request A Quote
To request a quote, please fill out the short form below. For the most accurate quote, we will also need you to complete a CENSUS FORM. Please click here and DOWNLOAD the CENSUS FORM. Once complete, please click here to email or fax to 818-938-5288.
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