Voluntary Benefits

Beyond health insurance.

With rising premiums, high deductibles and sky rocketing healthcare costs, today’s employees face real financial risk. Offering voluntary (worksite) benefits gives your employees an affordable way to manage that risk.

Learn How Voluntary Benefits Help You

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Employee Selection:

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Beyond health insurance.

How They Work

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Employee Selection:

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Promote Financial Wellness

Our experienced agents will help implement your Voluntary Benefit program at little or no cost to you.

How Voluntary Benefits Work

Voluntary benefits are a key component of today’s total benefit package. Also known as worksite or ancillary benefits, these plans allow employees to augment and enhance employer paid benefits by purchasing additional coverage through pre-taxed payroll deductions, at a discounted group rate.

Employees benefit from:

Higher job satisfaction
Lower payroll taxes
Sense of financial well-being

Employers benefit from:

Increased productivity
Increase competitiveness
Enhances benefits at little or no cost

How Voluntary Benefits Work

Employees benefit from:

Higher job satisfaction
Lower payroll taxes
Sense of financial well-being

Employers benefit from:

Increased productivity
Increase competitiveness
Enhances benefits at little or no cost

Voluntary Benefits

Voluntary Benefits

Beyond health insurance.

(Click products to learn more)

Beyond health insurance.

(Click products to learn more)

Promote Financial Wellness

Our experienced agents will help implement your Voluntary Benefit program at little or no cost to you.

How Voluntary Benefits Work

How Voluntary Benefits Work

Promote Financial Wellness

CBA will help implement your Voluntary Benefit program at little or no cost to you.

Fiction: An employer will get stuck with the bill for large claims.

Fact: Employers that self-fund plus purchase stop-loss insurance are protected.

Fiction: Claims exceeding the aggregate attachment point are going to be reclaimed by the carrier at renewal time.

Fact: Each year is a new contract period and many stop-loss insurance carriers do not try to recoup money with pricing in future contract years.

Fiction: The benefits are stripped down compared to fully insured plans.

Fact: Many self-funded plan designs include most EHBs.

Fiction: After the plan year ends, claims are no longer administered for self-funded plans.

Fact: Employer’s claims are administered by the TPA during the designated runout period.

Fiction: Claims from the current year will carry over into the next contract year.

Fact: Claims from the current year do not carry over into the next contract year because each year is a new contract period.

Fiction: Only large companies are a good fit for self-funding.

Fact: Although once believed to be primarily for larger companies, self-funding is a viable option for many smaller businesses.

Costs are unpredictable and future benefit decisions are challenging.

Fact: With self-funding, employers have transparency of costs when they receive healthcare-utilization reports at various intervals throughout the year.

Fiction: At renewal time, a large claimant will be lasered.

Fact: Many small to mid-size stop-loss insurance carriers do not laser.

One last fact: Self-funding can provide your employers with alternative ways to continue offering healthcare benefits in today’s market.