We've designed a plan to easily navigate the complex healthcare landscape. With TAAP, we provide a secure and efficient solution that boosts employee satisfaction and mitigates risks with the CAA.
The Alternative Plan
TAAP is a unique state-of-the-art solution designed to safely transport you through this increasingly expansive and bewildering healthcare terrain. By providing an exceptional health benefit to your employees, you’re also safeguarding against the most pressing liabilities posed by key aspects of the CAA.
ICHRA
Included: Affordability Calculator and virtual payments.
Care Navigation & Virtual Care
Mental Health (optional)
Complimentary Products
Additionally, we offer complimentary products, providing exceptional value and catering to the diverse needs of employers and employees.
COBRA
If employees are leaving a company, whether voluntarily or for other reasons, they can opt to stay in the company’s health plan for a limited time, ensuring continuity of coverage during their transition period.
ERISA Compliance Documents
Documents containing specific information required under federal law, describing the terms of the group health plan in a manner that is easily understood. We provide an easy way to maintain an up-to-date ERISA Summary Plan Description (SPD) and WRAP document, which the Department of Labor requires most employers to have.
Fiduciary Guide
The go-to resource for administering benefit plans with integrity and in accordance with regulatory requirements. This 30-page document is curated by our ERISA attorney and legal team, featuring email templates, checklists, valuable tips, and more.
ID Theft Protection
Ameriflex cardholders get complimentary access to Mastercard® leading Identity Theft Protection service. Benefits include 24/7 ID theft resolution service, online identity monitoring, dashboard credit monitoring, report, and score, and suspicious activity alerts.
HealthLock
Cardholders can have an innovative, tech-driven solution at their fingertips to help ensure medical privacy, validate healthcare claims and receive money back on potential overcharges. HealthLock automatically monitors medical claims for overbilling, strengthening fiduciary decision making and giving your employees more protection and another layer of review in cost savings.
An Affordable and Fully Equipped ICHRA:
Additionally, we offer complimentary products, providing exceptional value and catering to the diverse needs of employers and employees.
Technology-based plan design: ensures enhanced efficiency, cost savings, and compliance.
Guided Enrollment: provides your employees with dedicated support to choose the optimal health plan for their needs.
Easy reimbursement: Premiums and Qualified 213(d) Expenses. If employees use the card for 213(d) expenses, our Card Swipe Guarantee alleviates compliance liability by leveraging advanced technology to process eligible card transactions without the need for additional documentation.
Affordability calculator: provides silver plan costs.
Virtual payments: a dedicated virtual account funded monthly, from which carrier payments are made via ACH.
Affordable: by not retaining the Broker of Record, we can offer our solution at a low price.
TAAP navigates the challenging healthcare terrain by ensuring compliance, fostering employee satisfation through optimal health plans, and effortlessly managing risks associated with the CAA.
Pricing
- ICHRA
- Care Navigation & Virtual Care
- COBRA
- ERISA Compliance Docs
- Fiduciary Guide
- ID Theft Protection
- HealthLock
$10.30
Per Employee Per Month
Minimum Pricing Applies
CAA Protection
Mental Parity and Addiction Equity Act Protection
FAQ
Most full-time employees are eligible for an ICHRA, although employers can set certain eligibility criteria such as length of service or job classification. ICHRAs can also be offered to part-time employees, as long as the eligibility criteria are met.
ICHRA funds can be used to reimburse employees for individual health insurance premiums, as well as eligible medical expenses such as deductibles, copayments, and coinsurance. However, expenses must be IRS-qualified medical expenses as defined in Section 213(d) of the Internal Revenue Code.
Yes, employees have the flexibility to choose any individual health insurance plan that meets their needs and preferences, as long as it complies with the Affordable Care Act (ACA) requirements. This includes plans purchased from the Health Insurance Marketplace or directly from insurance carriers.
The Consolidated Appropriations Act (CAA), passed in December 2021, expands on ERISA fiduciary duties for employers managing employee benefit contributions. It mandates robust processes to protect plan assets and ensure compliance. Compliance is essential to avoid legal and financial penalties, making understanding and adhering to the CAA crucial for employers offering group health benefits.
An ICHRA helps employers navigate new fiduciary responsibilities imposed by legislation such as the CAA. Under CAA mandates, employers must make plan design choices that prioritize price transparency and reporting, including mental health parity and pharmacy reporting. For more details on the CAA's implications for employers, please refer to What does the Consolidated Appropriations Act (CAA) mean for employers?
Customer Information
What you'll get
Navigate away from healthcare complexities with our effective TAAP. Here's what sets us apart: