Now more than ever, employers need an advocate to assist them in understanding how the Affordable Care Act (ACA) will affect them. Changes are coming in almost every week from our government causing the medical providers to change their procedures. Most employers do not have an in-house specialist to keep up with all the changes. Some are forced to wade through this on their own or place their trust in an unqualified agent.
At MESSER Financial Group we are on top of the latest changes no matter where they originate. We have a fiduciary responsibility to our clients and will offer the most competitive rates along with creative plan designs.
Our 97% client retention rate is proof that the services we provide are superior. But don't ask us, ask our clients!
Want to learn how to break out into Group Insurance? Just watch the video below!
Group Gap Insurance
Gap Insurance provides indemnity benefits to help offset larger financial out-of-pocket expenses related to events such as hospitalization, outpatient surgery and diagnostic tests. Benefits are paid directly to insureds so they can use the money for both medical and non-medical related expenses.
Coverage underwritten on members of a natural group, such as employees of a particular business, union, association, or employer group. Each employee is entitled to benefits for hospital room and board, surgeon and physician fees, and miscellaneous medical expenses. There is a deductible and a Coinsurance requirement each employee must pay.
Level funding offers the same coverage and protection as fully-funded insurance plans, with the opportunity to get a refund on any un-used claims dollars. How does that work? The same as fully-funded insurance plans – a large portion of your premium dollars are put into reserves to pay claims. With level-funding plans, if your group has a healthy year they keep the claims dollars at the end of the contract term. Level-funded can be coupled with a PPO, POS, and HMO service platforms.
The plan will cover an employee for a flat amount equal to one, two, or three times the employee's annual salary. The employee may purchase additional coverage if desired at his/her own expense. Dependent family members may or may not be covered.