- Providing world class service and value for employee benefit group plans since 1987
Healthcare plans crafted by Insurance providers, and plans offered through the federal or state exchanges, are often lacking in coverage. In addition, these plans usually follow a blueprint, ensuring that no plan is different. However, Americans are not monoliths and neither are their healthcare needs.
Americans need healthcare that is individualized towards those under a specific plan. Nowhere is this more apparent than with group healthcare insurance plans provided by independent agencies.
Independent agencies, like Taylor Benefits Insurance, offer custom group healthcare insurance plans that are not in competition with insurance providers or other plans offered in your area. Each plan is unique to reflect the unique needs of groups seeking coverage. At Taylor Benefits Insurance, we have more than 25 years of experience writing custom plans, and we can write a custom plan for you group as well.
For large companies, providing group health insurance plans for employees is a terrific competitive tool and a great way to help workers stay healthy and productive. That’s one reason why so many businesses include EAPs (Employee Assistance Programs) and wellness offerings in their healthcare coverage.
Wellness programs often include education and support for employees to improve their overall health or address specific concerns. For example, employers may include smoking cessation, fitness, weight management, stress reduction, onsite immunizations, biometric screenings, disease prevention, and nutrition improvement. Some companies offer discounts on health insurance premiums for workers who complete screenings or attest to their status as a non-tobacco user, for example.
EAPs are typically offered in conjunction with health insurance. In most cases, the services are available to the employee without regard for their plan participation or selection. For example, suppose an employee is enrolled in employer-sponsored health coverage and uses the EAP to obtain mental health services in a crisis. They would not pay any deductible or copayment or file any claims. However, typically if the issue isn’t resolved within the small number of visits provided by an EAP, the subscriber’s plan would then be used to pick up the need for ongoing help.
One obstacle small businesses in Washington, D.C., may face when looking to provide health insurance to their employees is the high cost. Since the company has fewer workers, the per-employee cost can be higher. One good option to consider is a SHOP program. SHOP is the Small Business Health Options marketplace that the ACA created to assist companies with less than 25 workers. These companies may also qualify for tax credits if they provide health care insurance that meets certain specifications.
To qualify for the tax credit, small companies need to pay at least half the premium expense. However, most small companies that offer insurance pay more than half. According to the Kaiser Family Foundation 2021 survey, thirty percent of small companies pay the entire premium for individual coverage for their workers (if they offer insurance), and only three percent pay less than half the cost.
Employee benefits packages are a crucial part of overall compensation and average about thirty percent of the cost of an employee. In many cases, the most significant benefit expense component is health insurance. Still, a great benefits package includes more and can be customized to reflect the employer’s culture and budget.
Employees generally prioritize paid time off, which makes sense from their perspective and makes sense for an employer that wants productive, happy workers. Everyone needs a break, and paid time is vital to encourage employees to rest and recharge. Some progressive companies have moved away from accrual systems to provide their workers with “unlimited” leave. The term is a bit misleading since excessive use would likely be considered a performance issue. However, such policies generally don’t issue specific hours or days that an employee can take off for vacation, illness, or personal matters. Instead, the worker can schedule time away from work as needed, with their manager’s agreement and subject to the firm’s needs.
More traditional firms often provide a bucket of time for a vacation that is based on the employee’s tenure with the firm, some paid holidays (the number varies mainly by industry), and sick leave based on local regulations. In D.C., the paid sick time requirements vary according to the company’s size. For small companies with fewer than 25 workers, the federal minimum of 24 hours is required. If the firm has 25 to 99 workers, the minimum is five days, and for companies with 100 or more workers, each must have access to seven paid sick days.
In large group health insurance plans, the main benefit is that the premium is lower than it would normally be. Perhaps this is due to the ability of insurance companies to offer bulk discounts. Organizations can administer group health insurance policies easily and cover all their employees. By offering the same benefits package to all participants, this policy makes it simple for employees to enroll. Medical conditions will not prevent your employees from receiving subsidized coverage.
Group medical insurance plans are available to organizations of any size if they have a certain number of employees. Affordable group health insurance plans are available to employees. Depending on such factors as single or family status, location, coverages covered, deductibles, and so on, a small company health insurance policy in Washington DC costs between $583 and $1706 per month per employee.
It is imperative that Washington, DC’s employee benefits package include the following variables:
Include these perks in your employee benefits package to ensure that your employees are adequately protected while they are employed. It is possible, however, to customize the program to fit the needs of each employee.
Individual health insurance plans that cover major medical costs for District of Columbia residents are priced at $462 per person on average. Prices may vary depending on the insurance package you choose, the company you work with, and other factors.
Todd Taylor with Taylor Benefits gives our small business the kind of personal service we need. Insurance benefits are important to our employees and Todd helps us find a balance between benefits and value. Todd responds immediately to my phone calls & e-mails. He has even gotten in touch with me on a Sunday when we were in need of coverage answers immediately. We are very pleased with the hands-on service Todd and his staff provide.”
-Ken and Linda Orvick, Orvick Management Group, Inc.
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