Zane Benefits Publishes New Information on Small Business Health Insurance Alternatives

A Stand-Alone HRA Helps Small Businesses Offer Health Insurance for the First Time.

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Park City, Utah (PRWEB) May 14, 2013

Today, Zane Benefits, Inc. published new information on small business health insurance alternatives. Zane Benefits, which provides comprehensive and flexible alternatives to traditional employer sponsored health benefits, is the leader in health care reform, defined contribution and health reimbursement arrangements.

According to Zane Benefits’ website, a stand-alone health reimbursement arrangement (HRA) is an alternative way to provide small business health insurance. Rather than paying the costs to provide a specific group health plan, an employer can fix their employee health benefit costs on a monthly basis by establishing a stand-alone HRA.

Designed right, a stand-alone HRA saves both the employer and employee money on health care, and helps businesses recruit and retain top employees. Zane Benefits provides 5 tips for small businesses designing a stand-alone HRA.

Stand-Alone HRA Design Tip #1: Set a Realistic Budget

According to Zane Benefits’ website, when small businesses are designing a stand-alone HRA, one of the first tasks the company decides is the overall budget -- the amount the small business wants to contribute to employee allowances. One advantage of the stand-alone HRA (also referred to as a pure defined contribution plan) is that the employer has complete control over the cost -- there are no minimum or maximum contribution amounts.

In other words, if a company wants to contribute any amount to employees' individual premiums and health care costs, the company can afford a stand-alone HRA.

When considering the company's HRA budget, we recommended starting off with a conservative budget. The company can always increase allowance amounts down the road. This is a smarter approach than having to decreasing benefits.

Also, stand-alone HRAs are notional arrangements. No funds are expensed until reimbursements are paid. With HRAs, the company reimburses employees directly only after the employees incur approved medical expenses. This allows flexibility and control of cash flow for the business.

Stand-Alone HRA Design Tip #2: Keep It Simple

According to Zane Benefits’ website, stand-alone HRAs provide great flexibility, but in general a simple and well thought-out HRA plan design generates happier employees, and easier administration for the company. The HRA Software Provider can help the company strike a perfect balance of customization and simplicity. For example:

HRA Classes: If the company provides different benefit amounts to different types employees (called "classes"), keep the classes of employees simple such as job description (ex: Executive Director, Managers and Coordinators) or job location (New York branch and Chicago branch). While the company can set up an unlimited number of classes (as long as they are based on bone fide job criteria), fewer classes make the benefit easier to communicate and administer. For example, a company with 20 classes based on years worked (1 year, 2 years, 3 years, 4 years, etc) will require more administrative work because employees change classes every year (and probably at different times of the year). Another strategy would be to set up classes for every three years worked (1-3 years, 4-7 years, etc).

HRA Benefit Features: HRAs allow the company to add many flexible plan design features such as an HRA deductible, HRA co-insurance, or HRA annual maximums. These HRA plan design features are great benefits of an HRA and can serve a company well in achieving budget and benefit goals. Our suggestion is to use these thoughtfully. If the plan design is too complicated, employees may be confused and see less value in the health benefit.

Stand-Alone HRA Design Tip #3: Select an Insurance Professional

According to Zane Benefits’ website, by selecting an insurance professional to work with the company, employees receive personal assistance in selecting and purchasing individual/family policies. The company can make an insurance professional of their choosing available to meet with employees, and be on-call for any new hires.

Select an insurance professional that is experienced with individual health insurance, HRAs and health care reform. HRAs and individual health policies are a new concept to many employees. This step helps employees with the change. And even when the employee health benefit is awesome, change is still hard.

Stand-Alone HRA Design Tip #4: Integrate HRA Reimbursements with Payroll

According to Zane Benefits’ website, a small business time-saving tip is to design the stand-alone HRA to integrate with existing payroll or HR activities. This is as simple as selecting an HRA Software that integrates automatically with any payroll system, allowing the company to administer the HRA in only 5 minutes a month. The HRA reimbursements to employees simply becomes a payroll function.

Click here to read full article.

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About Zane Benefits
Zane Benefits was founded in 2006 to provide a revolutionized SaaS (Software-as-a-Service) administration platform ("ZaneHRA") for Health Reimbursement Arrangements (HRAs) and defined contribution health care. The flagship software provides a 100% paperless administration experience to employers and insurance professionals that want to offer better health benefits without a traditional group health insurance plan at lower costs. For more information about ZaneHRA, visit http://www.zanebenefits.com.


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