Health insurance strategies for every employer

LevelMax™ combines fixed monthly payments with the advantages of self-funding. Each monthly payment covers expected claims, administration, and stop-loss insurance, providing predictable budgeting throughout the year.

If claims are lower than expected, eligible unused claims funds may be returned to the employer at the end of the plan year, subject to plan terms and stop-loss provisions.

LevelMax™ is well suited for employers who want the predictability of fully insured pricing with the upside of a potential year-end refund when claims experience is favorable.

LevelFlex™ provides employers with maximum flexibility and control. Rather than pre-funding claims each month, employers pay claims as they are incurred while retaining ownership of their claims funds.

This approach allows employers to preserve cash flow, retain unused funds, and gain complete transparency into healthcare spending, while stop-loss insurance protects against catastrophic claims.

LevelFlex™ is ideal for larger employers who want full control over plan design, cash flow, and claims data — backed by national PPO networks and stop-loss protection.

MEC Max™ is a fully insured option with a simple, all-inclusive monthly premium. The plan includes preventive and everyday healthcare services with predictable costs and minimal administration, making it an easy solution for employers seeking ACA compliance.

Because the carrier assumes all claims risk, employers have no claims funding, stop-loss, or reconciliation responsibilities — just a fixed monthly cost.

Multiple pre-designed plan options are available, from preventive-only coverage to enhanced access to primary care, specialists, urgent care, labs, and diagnostic x-rays.

MEC Flex™ is a self-funded, pay-as-claims-are-incurred plan, giving employers greater flexibility and control over their healthcare costs. Because MEC Flex is not designed to cover hospitalization or major medical expenses, claims are generally minimal and focused on preventive and outpatient benefits.

One of the plan’s greatest cost-saving advantages is its flat $59 monthly administrative fee across all coverage tiers — Employee Only (EE), Employee + Spouse (ES), Employee + Child(ren) (EC), and Employee + Family (EF). As dependents are added, there is no additional administrative fee; the employer simply funds the additional eligible claims as they are incurred.

MEC Flex™ is well suited for employers who want a compliance-focused, self-funded plan tailored to their workforce, rather than a one-size-fits-all package.

MVP Max™ is designed for employers seeking broader hospital protection while maintaining an affordable benefit strategy. The plan combines essential healthcare benefits with enhanced hospital coverage, giving employees meaningful access to medical services at predictable employer costs.

Features include:

• Up to 7 inpatient hospital days per year
• Up to 3 surgeries per year
• Enhanced hospital coverage
• Predictable employer costs
• Affordable alternative to traditional major medical plans

MVP Lite™ provides a lower-cost option for employers seeking basic hospital protection and essential medical benefits. It is designed for employers prioritizing affordability while still providing employees with meaningful healthcare coverage.

Features include:

• Up to 5 inpatient hospital days per year
• Up to 2 surgeries per year
• Essential hospital coverage
• Lower employer costs
• Cost-effective employee benefit solution

ALE Guard™ A is specifically designed for Applicable Large Employers (ALEs) with very low or no employee participation seeking to address ACA §4980H(a) requirements by offering Minimum Essential Coverage (MEC) to substantially all full-time employees.

The key difference between ALE Guard™ A and other MEC plans is that it can remain active even when no employees enroll. Fifteen Compliance Units, at $75 per unit per month, maintain the program’s minimum enrollment requirement for a total of $1,125 per month, allowing the employer to continue making bona fide offers of coverage. As employees enroll, Compliance Units are replaced by actual employee enrollments.

ALE Guard™ AB combines Minimum Essential Coverage (MEC) with a Minimum Value Plan (MVP) to help Applicable Large Employers address both ACA §4980H(a) Penalty A and §4980H(b) Penalty B exposure.

The key difference between ALE Guard™ AB and other ACA compliance programs is that it can remain active even when no employees enroll. Fifteen Compliance Units (“ghost lives”), at $85 per unit per month, maintain the program’s minimum enrollment requirement for a total of $1,275 per month, allowing both plans to remain open for bona fide offers of coverage throughout the year. As employees enroll, Compliance Units are replaced by actual employee enrollments.