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Thank you for inquiring about the new Chamber-sponsored health plan available to memebers today! If you have have a group renewal coming up this summer or fall, or are an interested health insurance agent/broker, please feel free to call us!
Please call the Chamber Health Plan Hotline 970-870-0250 and let us build a new health plan for your business today!
 United Healthcare (UHC) has been selected for their health plan designs that offer flexibility for this initiative, while also providing one of the largest local, state and national provider networks in the industry. Additionally, UHC offers several ancillary tools instrumental to meeting the plans objectives. Employers will also enjoy the option of providing a limited benefit plan thru UHC for employees who are not eligible for a group plan due to work status.
 Benicomp® Advantage created a supplemental group medical insurance policy that works in conjunction with core medical plans (offered by UHC). The Advantage is in how Benicomp provides employees the opportunity to earn their way to a lower "net" deductible as they better their personal health risks. The program is fully compliant with non-discrimination laws including HIPAA and is licensed by the Colorado Division of Insurance.
SSCRA member employers will have access to all UHC health plan options. However, only a few plan designs will be accompanied by the Lifestyle program though Benicomp® Advantage. Benicomp® Advantage is a voluntary, supplemental insurance product that brings uniqueness to the core medical plans provided by UHC. The Benicomp® Advantage insurance product addresses the growing fact that 70% of healthcare spending is spent on lifestyle-related diseases.
Employers may elect to add the Benicomp Lifestyle feature to one of the proposed UHC core medical plans. Employees, who participate in the employer-subsidized health plan with Benicomp, may voluntarily participate in a wellness screening (including a blood draw). The result of the screening is used to determine a dollar amount of insurance, or credit, available to each employee. This insurance or credit is applied to the deductible of the core medical plan. Employees who take personal responsibility for their health risks by not smoking, controlling weight, controlling cholesterol and blood pressure can earn their way to a lower "net" deductible; employees earn the dollar credits even if "control" is assisted with medication.
Employees who choose not to participate will not receive this additional insurance or credit and will incur whatever out of pocket costs are associated with the employer's core plan. The employer will pay a premium for the Lifestyle program but they do not pay a premium for those who do not participate or do not earn any credits. Employers receive a statement of how many credits were earned by their entire group but specific health information is protected under law by HIPAA and in compliance by Benicomp® Advantage.
Employers will be able to choose a UHC core medical plan that is either an IRS qualified "high deductible health plan" compatible with a health savings account or a more traditional plan with co-pays. In either case, the deductible options are higher to encourage a lower premium cost. Deductibles will vary between $2000 and $3500. Adding the Benicomp Lifestyle feature allows the employee's lifestyle choices to dictate their deductible expense. Through cost-benefit analysis, it is determined that when compared with those benefits of a lower deductible plan, the Lifestyle UHC and Benicomp plan, demonstrate a more competitive price.
There are potentially many favorable outcomes that could arise from implementing this health plan model, both immediate and over the long term for employers and employees alike. Immediately, it is hoped the alternative plans keep existing employer-sponsored health plans active. In doing so, the model creates incentives for employees to maintain a healthy lifestyle. This should have an immediate return on investment for employers and benefit the employees with the opportunity to lower their deductible exposure.
The model is also expected to reduce or reverse the trend of employers not offering group medical insurance. Additionally, the health plan can evolve to fully meet the needs of local employers and employees. And while the health plan collects experience patterns and health status data from UHC and Benicomp, the plan will be able to target health initiatives indigenous to Chamber members. The data retrieved may be educational to both employees and physicians in the effort of reducing medical plan expenditures which will correlate to stabilizing insurance premiums locally.
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