How this works

In traditional group models, either one or two plan designs are offered, which do not take into account each employee's specific need for medical coverage, budgetary restrictions or preferred doctor networks. Utilizing a "choice model" allows each employee to elect the right coverage for themselves and their families. Adding a defined contribution from the employer allows enrollees multiple options at a defined cost without adding financial burden to the company. 

Benefit to Employer: Fixed annual budget, competitive benefits packages for existing employees as well as potential new hires, increased satisfaction, simple calculation method (healthcare budget divided by the number of enrolling employees = defined contribution)

Benefit to Employee: Employees are empowered and educated on their health plan, while minimizing wasted premium outlay by reducing the purchase of unused benefits.

Various Implementation Options:

Baseline Plan: Employers can choose an affordable health plan design allowing employees to either elect that plan at no cost or to "buy up" and pay the difference in premium for the plan they prefer.

Premium Match: Mimic the employee's contribution plan for their specific choosen plan, for example under a 50/50 or 60/40 arrangement. 

Set Annual Budget: Employers can identify a total contribution they can afford a given year, then divide the total into a per employee/per month contribution. This model allows employers to cap their spending while offering employees a flat dollar amount to purchase insurance with.

Tier Driven Contribution: Employers have the option of offering a flat dollar amount across all employee tiers or to differentiate their contribution based on dependent enrollment.