Group Health
We help employers, small, medium, and large. We start with a complete analysis to ensure you are ACA compliant. We then help you organize your census data to request insurance quotes from all the top participating carriers in your area. Next, we organize the quotes received from the carriers in a way that makes it easy for you to make an informed decision on which option best suits your company.
- Seamless Plan Implementation & Enrollment Support: We help you implement the plan through enrollment meetings on-site, off-site, and multi-state, working directly with personnel to make it a thorough and complete process.
- Specialized Guidance for HSA & HRA Programs: Technical advice is our specialty when it comes to Health Savings Accounts and Health Reimbursement Arrangements. These highly popular plans require solid instruction at the time of implementation, along with ongoing education to keep HR teams and employees informed and engaged.
- Centralized Benefits Administration Through Our Human Resource System Employee Navigator: We manage COBRA, Flexible Spending Accounts, and all medical plans in one package. Your Human Resource team can access our system and perform all necessary Human resource functions such as Onboarding New employees, Open Enrollment, and Payroll.
- Flexible HR Support for Businesses of Every Size: Benefit Booklets ACA Tracking, PTO, and many other features are all yours at your finger tips. No more endless spreadsheets and duplicate systems.
HSA & HRA Plans
Health Savings Accounts are personal, individual savings accounts funded by the employer, the employee, or both. They are paired with a High-Deductible Health Plan (HDHP), allowing both employees and employers to save on premium costs. The premiums savings are used to cover smaller claims under the HDHP.
- A Practical Approach to Cost Control and Long-Term Savings: This is an effective way to reduce insurance premium costs and help employees establish a retirement account. There are many advantages for both employers and employees—too numerous to list here.
- Proven Education for HR Leaders and Business Owners: We taught seminars for UNLV, the Nevada Society of CPAs, and LORMAN National Seminars on the proper use and function of Health Savings Accounts for HR managers and business owners over the last 10 years.
- Guided Adoption Through Structured Education: An education process is required to help employers and employees overcome initial differences in traditional thinking. Once achieved, the plan runs smoothly, and employees often question why they ever purchased insurance the old way (deductibles and co-pays).
- Integrated HRA Solutions With High Tech Administration: Health Reimbursement Arrangements are also relatively new to the insurance market and are gaining popularity. While similar in design to Health savings accounts, premium savings typically revert to the employer, often saving approximately 30% per year. We not only explain the benefits of HRA plans but also administer them entirely in-house. HR managers have one point of contact for education, technical assistance, and administration.
Individual Health
Individuals need health insurance as well. There are many plans available today, especially online. While we support all models, we believe customers are better served with local representation.
Access to Leading National Insurance Carriers: We gather basic information and provide quotes from all major carriers within minutes. Pricing is the same whether you purchase online or through a broker. Why not work with someone who will be there when a claim or issue arises and can resolve it for you?
We offer major HMO, PPO, and indemnity plans from Aetna, Anthem Blue Cross, Sierra Health and Life, and Humane.
Self-Funded Group Plans
A self-funded group health plan is funded by the employer. Because the employer is not purchasing a traditional insurance policy, they have the flexibility to design the plan as they choose. However, a Third Party Administrator (TPA) is required to manage enrollments and claims—functions most employers are not equipped to handle internally.
Determining if Self-Funding is the Right Fit: Employers pay a per-employee administrative fee and fund claims directly from cash flow. This approach is best suited for larger organizations with strong reserves. Smaller firms can achieve similar results by purchasing high deductibles ranging from $25,000 to $75,000 to manage large claims.
A qualified advisor is essential to determine whether self-funding is appropriate for your organization.
TPA Services
A third-party administrator provides enrollment and administrative services for employers who self-fund or implement HRA or Health Savings Account plans. Dennis Financial Services has aligned themselves with some of the Best and most experience TPA’S in the industry.
- Our Vendor Selections offer all-inclusive systems: All services required to operate the plan are handled by one vendor
- Comprehensive Administrative Support Under One Roof: Administrative services include enrollment, education, claims management, and reporting for HRA and HSA plans. Self-funding options are also available. Flexible Spending Accounts and COBRA administration are included as part of the service package.