Let’s be real…
Companies today are finding it extra challenging to provide valuable benefits for their employees while controlling costs. Many employers are raising deductibles in order to keep costs under control. Placing the burden on employees is not the solution.
When an employee is faced with a serious health event, deductibles, out-of-pocket maximums and uncovered expenses create debt and may lead to bankruptcy. Additional financial stress is compounded by missed or decreased paychecks, experimental treatments and bills from out-of-network providers when second opinions are needed. Some employees may even forgo treatment in order to avoid expense.
Voluntary benefits create a stopgap for medical bills by providing FIRST Dollar CASH BENEFITS when an employee is sick, hurt or experiences a life change such as maternity or death. Consider the following example:
According to the American Cancer Society, cancer strikes one out of two men and one out of three women. Molly Mabry, one of our advisors, was diagnosed with cancer after a routine mammogram when she was 43. Her out-of-pocket costs looked like this:
$3,000 annually for two years
$1,500 annually expense for two years
Second opinion at the Mayo Clinic
|Uncovered Medical Expense:
Unpaid time off work
Hotel, gas, and meals
Here is how a cancer policy would have paid her:
|First Occurrence Benefit:||$3,000|
|Diagnosis: Second opinion ($300), Mammogram ($100) and MRI ($100)||$500|
|Surgery: Surgical procedures ($3,000), Anesthesia ($750) and Inpatient drugs ($135)||$3,885|
|Chemotherapy: Treatment ($20,000) and Chemo Port installation ($900)||$20,900|
|Hospitalization: 3 days in the hospital ($900) and Attending Physician ($180)||$1,080|
|Cosmetic Recovery: Prostheses ($3,000), Wig ($150) and Reconstructive Surgery ($750)||$3,900|
|Therapy: Physical Therapy ($150) and Cancer suppressive therapy ($5,000)||$5,150|
|Total Monthly Cost||$25.05|
It’s better benefits for employees at no additional cost for the employer.
In addition to added protection, voluntary benefits also promote wellness by offering a cash bonus for each year employees participate in a wellness test. Best of all, since premiums are pre-taxed, offering your employees voluntary benefits costs you nothing. It may even save you money through payroll taxes on the premium.
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