Small Employer seeking guidance for offering medical benefit

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Hi all, I’m way too many hours into exploring a medical benefit for our staff, maybe someone can point me somewhere.

In short, we have 5 full time, 14 part time, and we’d like to offer a medical benefit to attract a higher quality of staff. Our business is seasonal (peak summer, struggle winter) so a number of the staff are part time based on 12-month lookback even though in the summer they may work 40 hour weeks.

We’ve ruled out a group plan due to cost.

QSEHRA we don’t like the idea of offering our 6 hr/wk employees the same as our ownership/management/full time staff.

ICHRA we don’t like having to choose Marketplace plans, many of our employees have opted for Health Sharing plans (I know, I know – they’re the devil and everyone will get screwed one day) -but we can’t offer these folks anything unless they buy an MEP from Marketplace in addition to their health sharing.

Stipend we like that we can choose what class of employees get what amounts but it’s awful that it’s taxed on the payroll side and the employee side both. It’s equally frustrating that we can’t ask for proof of coverage for the stipend, we just have to take everyones words for it.

Is there something I’m missing on the HRA side of the house that makes the most sense? If our business was as busy year around as it is in July I think we’d purchase a group plan and be done with it, but it’s hard to kick out $60k (7 employees/families quoted) and also have the employees paying $800/mo to come up with a $12k deductible.

So, is it as awful as it seems, or have I missed an important piece of information?

submitted by /u/tacotruck4me
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Hi all, I’m way too many hours into exploring a medical benefit for our staff, maybe someone can point me somewhere. In short, we have 5 full time, 14 part time, and we’d like to offer a medical benefit to attract a higher quality of staff. Our business is seasonal (peak summer, struggle winter) so a number of the staff are part time based on 12-month lookback even though in the summer they may work 40 hour weeks. We’ve ruled out a group plan due to cost. QSEHRA we don’t like the idea of offering our 6 hr/wk employees the same as our ownership/management/full time staff. ICHRA we don’t like having to choose Marketplace plans, many of our employees have opted for Health Sharing plans (I know, I know – they’re the devil and everyone will get screwed one day) -but we can’t offer these folks anything unless they buy an MEP from Marketplace in addition to their health sharing. Stipend we like that we can choose what class of employees get what amounts but it’s awful that it’s taxed on the payroll side and the employee side both. It’s equally frustrating that we can’t ask for proof of coverage for the stipend, we just have to take everyones words for it. Is there something I’m missing on the HRA side of the house that makes the most sense? If our business was as busy year around as it is in July I think we’d purchase a group plan and be done with it, but it’s hard to kick out $60k (7 employees/families quoted) and also have the employees paying $800/mo to come up with a $12k deductible. So, is it as awful as it seems, or have I missed an important piece of information?
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