Frequently Asked Questions

Common Industries We Serve: Restaurants, Staffing Companies, Retail Stores, Convenience / Grocery Stores, Health Services Industries, Hotels / Motels, Janitorial Services, Landscaping / Lawn Services. Although really, any employer group is a prospect!

The employer group signs final proposal along with underwriting rules for MVP. You complete a new case transmittal and submit to InnoBenefits along with signed proposal. All new accounts also require a binder deposit that is applied to the first month’s premium. We will coordinate with the TPA to distribute appropriate group forms, Docusign package, etc. We will also coordinate communication and enrollment support.

InnoBenefits can provide audience specific videos to explain the intricacies of the product to brokers, clients, or even individual employees. We produce a customized Enrollment Guide for each group detailing the plans offered and the employee portion of those In conjunction with our TPA, we can provide a portal for employers, members, providers and brokers and a mobile app for insured to control their own experience.

Offering an MVP plan prevents an otherwise qualified individual from obtaining a premium tax credit through the HealthCare Marketplace. However, if a group offers only MEC and/or MEC Enhanced/MEC Heavy then qualified individuals CAN obtain a tax credit by going to the Exchange and this will trigger the 2^nd tax penalty for the employer.

Premiums are taken from employees through payroll deduction. The client sends these monies to the TPA along with an Excel file that illustrates which individuals have made their deductions.

It means that the insurance company will pay a set amount each time the insured receives a covered service. The same amount is paid regardless of the fees charged by the provider.

Both part-time and full-time employees are eligible to enroll. Eligible dependents include spouses and children or stepchildren, under age 26.

Employees must sign up for insurance either during open enrollment periods or in the first 30 days of becoming eligible (after any waiting period imposed by the employer on new hires). If they do not elect to enroll in the first 30 days of eligibility, you will not be able to enroll until the next open enrollment period unless you experience a qualifying event. Standard health plan rules apply regarding coverage changes or cancellations.

If premiums are paid with pre-tax dollars through payroll deductions as part of a Section 125 Savings Plan, employees will not be able to change their elections until the next annual enrollment period, unless they have a qualifying event.