Helping folks with noveau insurance technology.

Original Medicare (Parts A and B) is a government-run program that covers hospital and medical services with predictable core benefits. You typically pay Part B premiums, deductibles, and coinsurance, and many people add a Medigap plan to limit out-of-pocket costs plus a separate Part D plan for drugs. It offers broad, nationwide provider access (as long as providers accept Medicare) with no network restrictions, giving you flexibility to see any doctor or hospital that accepts Medicare. Drug coverage isn’t built in—you enroll in a separate Part D plan.

Medicare Advantage (Part C) is a private-plan alternative that bundles Part A and Part B, and most MA plans include or offer Part D drug coverage. These plans use networks (HMO/PPO) and may require referrals, but they often add extra benefits like dental, vision, hearing, wellness perks, and a yearly out-of-pocket maximum. Premiums vary, with some $0 plans available, but you’ll still pay Part B premiums. Travel or residency changes may affect coverage differently depending on the plan, and out-of-network benefits (if offered) can be limited.

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#MedicareChoices #OriginalMedicare #MedicareAdvantagePlans
#MedicareCosts #OutOfPocket
#DentalVisionHearing #WellnessPerks

Group Health Plan Advantages

Advantages of Group Health Plans Everything you need to know Choosing a group health plan for your business offers a range of valuable benefits for both employers and employees. Here’s why group health plans are a smart choice.

1. Cost Savings for Everyone Group health plans use risk pooling, which means premiums are often lower than individual plans. Employers usually contribute to the premium making healthcare more affordable for employees.

2. Comprehensive Coverage Group plans typically offer broad coverage including preventative care, prescription drugs, and coverage for pre-existing conditions. This means employees get access to the care they need.

3. Simplified Enrollment Enrolling in a group plan is straightforward, with defined periods and support from HR. This makes the process easier for everyone involved.

4. Attract and Retain Top Talent Offering group health insurance is a major perk that helps attract skilled candidates and keeps your current team happy.

5. Tax Benefits and Reduced Turnover Employers can benefit from tax deductions on contributions and enjoy lower employee turnover thanks to improved morale and productivity.

Consider a group health plan to support your team and your business.

If you'd like a quote:

Call Matt Boland 877-480-4325

 

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ICHRA Explained in Under a Minute

What is an ICHRA? An ICHRA is an Individual Coverage Health Reimbursement Arrangement. It lets organizations reimburse employees tax-free for individual health insurance premiums and qualified medical expenses. Employers set a monthly allowance. Employees buy their own health insurance and submit expenses for reimbursement. The employer pays back approved expenses up to the allowance amount. Flexibility 1 Employees pick the plan that fits their needs. Tax Advantages 2 Reimbursements are tax-free for both employers and employees. Customization 3 Employers can offer different allowances to different employee groups. Want to learn more: Matt Boland 877-480-4325 www.mminsuranceagency.com #ICHRA#HealthBenefits#Healthcare#HealthInsurance#EmployeeBenefits

New Employee Benefits Legislation BBB 2025 2026

What is the “One Big Beautiful Bill?” The “One Big Beautiful Bill” (OBBB) is a sweeping piece of legislation passed by Congress and signed into law on July 4, 2025. The bill carries serious implications across a wide range of sectors, including energy, defense, taxation, and employee benefits.

The article discusses the significant impact of the "One Big Beautiful Bill" (OBBB), a comprehensive piece of legislation passed by Congress on July 4, 2025. This bill introduces essential changes affecting employee benefits, particularly how they are taxed and who qualifies for them. HR and benefits leaders must adapt to these changes to maintain compliance and competitiveness in the workforce. The article outlines the key provisions of the OBBB, which include updates to health savings accounts (HSAs), telehealth policies, expanded eligibility for various plans, flexible spending account limits, and new student loan repayment assistance measures. The article also notes what proposals were omitted from the final version of the bill and provides recommendations for employers to adapt to the new regulations.

Key Points

1. Overview of OBBB:

   • A major legislation affecting various sectors, including employee benefits.
   • Represents significant updates to benefits-related tax laws.

2. Key Provisions Affecting Employee Benefits:

   • Health Savings Accounts (HSAs):

     • Enhanced flexibility and accessibility.
     • Permanent reinstatement of first-dollar telehealth coverage under HSA-qualified plans.
     • Expanded eligibility for ACA Bronze and Catastrophic plans as HDHPs.
     • Direct primary care (DPC) eligibility adjustments.

   • Flexible Spending Accounts (FSAs):

     • Dependent Care Flexible Spending Accounts’ limits increased to $7,500 starting in 2026.

   • Commuter Benefits:

     • Permanently eliminate tax-free bicycle commuting reimbursements.

   • Student Loan Repayment Assistance:

     • Permanently allows tax-free contributions up to $5,250 for employer-sponsored student loan payments.

   • Trump Accounts:

     • Introduces new tax-advantaged savings accounts for children, with federal and employer contribution opportunities.

   • Paid Family and Medical Leave (PFML):

     • Permanent expansion of the PFML tax credit for employers who offer paid leave.

3. Proposals Omitted from OBBB:

   • Changes to Individual Coverage Health Reimbursement Arrangements (ICHRAs) were not included.
   • Ambitious reforms to HSAs, including modifications for Medicare enrollees and increased contribution limits, did not make the final cut.

4. Recommendations for Employers:

• Audit current benefits to identify compliance issues.
• Review new contribution limits and eligibility rules.
• Educate HR and payroll teams on legislative updates.
• Clearly communicate changes to employees.
• Collect employee feedback on new benefits.
• Consider versatile benefits platforms for managing compliance with new regulations.
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• Want to learn more: www.MMinsuranveAgency.com 
• 877-480-4325

Health Insurance Coverage for Green Card Holders

Great for people to know.

A green card health insurance refers to health insurance coverage for individuals who hold a green card, which is a permanent residency status in the United States. Green card holders are eligible to purchase health insurance plans through the Health Insurance Marketplace or through private health insurance companies.

Green card health insurance works similarly to health insurance for U.S. citizens. Green card holders can choose from various health insurance plans with different coverage levels, premiums, deductibles, and networks of healthcare providers. They can also qualify for premium tax credits and cost-sharing reductions based on their income and household size.

When a green card holder enrolls in a health insurance plan, they pay monthly premiums to maintain coverage. They may also have to pay deductibles, copayments, and coinsurance when they receive medical services. The insurance plan will then help cover the costs of eligible medical services, such as doctor visits, hospital stays, prescription medications, and preventive care.

It's important for green card holders to understand their health insurance coverage, including what services are covered, how much they will need to pay out-of-pocket, and which healthcare providers are in-network. By having health insurance, green card holders can access necessary medical care and protect themselves from high healthcare costs.

For more information go to our website:  Green Card Coverage: Click Here !

Adding benefits for your employees !

Helping folks with noveau insurance technology.

Helping folks with noveau insurance technology.

Medicaid redetermination is the process of reviewing an individual's eligibility for Medicaid benefits. This process typically occurs every year, and individuals must provide updated information about their income and household size to determine if they are still eligible for Medicaid.

Employers may be impacted by Medicaid redetermination if they have employees who receive Medicaid benefits. If an employee's eligibility for Medicaid is redetermined and they are no longer eligible, they may lose their health insurance coverage. This could lead to increased healthcare costs for the employee and potential financial strain.

Employers can help their employees by providing education and resources on Medicaid redetermination and other healthcare options. They can also encourage employees to stay up-to-date on their eligibility status and provide support during the redetermination process.

In addition, employers should be aware that Medicaid redetermination can impact their own healthcare costs. If employees lose their Medicaid coverage and do not have access to other affordable healthcare options, they may be more likely to seek medical care through emergency rooms or other costly avenues.

Overall, employers should stay informed about Medicaid redetermination and its potential impact on their employees and healthcare costs. By providing support and resources, employers can help their employees navigate the redetermination process and maintain access to affordable healthcare.

Matt Boland  877-480-4325

Michele Boland  505-881-2638

Helping folks with noveau insurance technology.

A cafeteria POP (Premium-Only Plan) is a type of employee benefit plan that allows employees to pay for certain benefits, such as health insurance, with pre-tax dollars.

This means that the portion of the employee's salary that is allocated to pay for the benefits is not subject to income or payroll taxes, which can result in significant tax savings.

Under a cafeteria POP plan, employees are given a choice of benefits, which may include health insurance, dental insurance, vision insurance, and other types of benefits.

Employees can choose to participate in one or more of the available benefits and can choose the amount of their salary that they want to allocate towards each benefit.

Cafeteria POP plans are typically offered by employers as part of a larger benefits package, and they can be a valuable tool for attracting and retaining employees.

By allowing employees to pay for benefits with pre-tax dollars, employers can help their employees save money on taxes and increase their take-home pay.

Additionally, offering a variety of benefits through a cafeteria POP plan can help employers meet the diverse needs of their workforce. Want additional information: www.MMinsuranceAgency.com 877-480-4325 info@insuranceAgency.com

What is an HDHP high deductible Health Plan

An HDHP, or High Deductible Health Plan, is a type of health insurance plan that has a higher deductible than traditional health insurance plans. The deductible is the amount you have to pay out-of-pocket before your insurance kicks in to cover your medical expenses.

To qualify as an HDHP, the plan must meet certain criteria set by the IRS.

HDHPs typically have lower monthly premiums than traditional health insurance plans, but you will pay more out-of-pocket when you need medical care. However, HDHPs are often paired with a Health Savings Account (HSA), which allows you to save money tax-free to pay for medical expenses.

It's important to consider your healthcare needs and budget when choosing a health insurance plan, including whether an HDHP is right for you. If you're generally healthy and don't expect to need a lot of medical care, an HDHP with an HSA may be a good option. However, if you have ongoing medical needs or anticipate needing significant medical care, a traditional health insurance plan with lower deductibles and copays may be a better choice.

Want to learn more.

Call us: 877-480-4325

info@MMinsuranceAgency.com

www.MMinsuranceAgency.com

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