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For $10 a month, it amazes me this plan pretty much covers what it should in day to day life.
Except a specialist is $90, ER per day-$25-50, hospital- $50 a day. $50 Nursing per day. $25 labs/425 xrays
And it only covers up to so much per day, like $3500-$5000 or so in a hospital.
About 60% of the basic cost of a Nursing home
So if something really bad happened, it's not the greatest plan BUT...
I also have the Indian health service so I don't pay for general medical appointments (general practitioner) and the basic dental care is free. That helps alot
For $10 a month, it amazes me this plan pretty much covers what it should in day to day life.
I flubbed. it is $90 to see any Doctor, including a specialist (& Chiropractor)
The Indian Health Service doesn't charge me if I go there to see my GP so I forgot about that.
Copays
-ER day-$25-50, hospital-
$50 a day.
$50 Nursing per day.
$25 labs & xrays
$5-$10 perscriptions
And it only covers up to so much per day, like $3500-$5000 or so in a hospital. So that is where the catastrophic insurance isn't really there. And About 60% of the basic cost of a Nursing home
So if something really bad happened, it's not the greatest plan BUT...we also get dental care free via the Indian Health Service so I am pretty happy with the whole shabang for $10 per mo.
For 2015, my employees pay about 8.75% of the cost and I pay the rest. So average employee pays about $100. The $100 figure is the same as last year due to the nationwide decrease in employer sponsored group health care plan premiums.
I also do not pay for any family member's coverage, but they can opt into the family coverage by paying the family supplement premium. This was the only way to treat single and family employee equally. Additionally, it was the employees who wanted this in exchange for full openness of health care cost.
Rabritta do your employees have deductibles with their plans? Are the co-pays seeming reasonable?
Rabritta do your employees have deductibles with their plans? Are the co-pays seeming reasonable?
thanks alot
I'm averaging it all out because my employees are primarily remote employees which means they are scattered over 20 different states. So in choosing a plan, I had to ensure its comparable across all employees on all levels (except executives which have their own plan) as I don;t want those in one state to have a better plan than a similar employee in another state. I have also elected not to self insure. I do not have plans with co-pays as employees would prefer higher premiums over co-pays. They also had the choice of deductibles but again, they decided to pay more in premiums and have lower co-pays.
Part of the reason our health insurance isn't a main focus is that I don't keep things from the employees. Because they see the actual cost, they know that they are getting a great plan at a fair price. My employees are not driven by cheapness. Since they see all the proposals, and see what they cost, when they vote on which plan(s) will be available, they are doing it from the position of full knowledge. It's not like they just pick from a list of plans I or the executives picked, no the employees are the ones who vote by super majority on which plan will be the plan for the next year. Now, because I'm paying for it, I get to set the employer contribution and the employee percentage of the cost.
To be honest, by having the employees take over picking a plan, I can spend my time doing more important business functions. They can't complain since they made the decisions. I never have to worry about those employer/company snide remarks over cost and plans. And, because they see everything related to their health insurance, the know that 99% of what they hear from others over how employer health plans operate is mostly hot air.
I'm averaging it all out because my employees are primarily remote employees which means they are scattered over 20 different states. So in choosing a plan, I had to ensure its comparable across all employees on all levels (except executives which have their own plan) as I don;t want those in one state to have a better plan than a similar employee in another state. I have also elected not to self insure. I do not have plans with co-pays as employees would prefer higher premiums over co-pays. They also had the choice of deductibles but again, they decided to pay more in premiums and have lower co-pays.
Part of the reason our health insurance isn't a main focus is that I don't keep things from the employees. Because they see the actual cost, they know that they are getting a great plan at a fair price. My employees are not driven by cheapness. Since they see all the proposals, and see what they cost, when they vote on which plan(s) will be available, they are doing it from the position of full knowledge. It's not like they just pick from a list of plans I or the executives picked, no the employees are the ones who vote by super majority on which plan will be the plan for the next year. Now, because I'm paying for it, I get to set the employer contribution and the employee percentage of the cost.
To be honest, by having the employees take over picking a plan, I can spend my time doing more important business functions. They can't complain since they made the decisions. I never have to worry about those employer/company snide remarks over cost and plans. And, because they see everything related to their health insurance, the know that 99% of what they hear from others over how employer health plans operate is mostly hot air.
Wow that's a great way to do it. Thanks for the information
We're self employed. We get screwed and tattooed by the ACA in every conceivable way. Our premiums - for very uninspiring and basic coverage - are $1137 a month. Yep. Every month.
I was allowed to keep my by BC/BS from my employer when I retired. Right now it's 137 a month, but I'm sure it will go up in January. My Dental which is a separate policy is $35.00 a month. I'm dropping it in January, it is absolutely worthless for what I pay in a year's time. Then I pay $104.90 a month for Medicare, that I started this past November.
I don't have deductible's with the BC/BS, but for some reason there are some. There definitely have been a lot of copayments. Fortunately now with combining my Medicare as Primary and BC/BS secondary, many of my bills are paid for by one or the other. At least so far, knock on wood.
I pay enough for insurances each month but when I hear, what some people are having to pay for premiums. Then then have to pay huge deductibles before the plans pay. I don't see how they possibly do it.
I pay enough for insurances each month but when I hear, what some people are having to pay for premiums. Then then have to pay huge deductibles before the plans pay. I don't see how they possibly do it.
It's no fun, believe me. It feels sort of like being financially raped or at least assaulted each and every month.
I am in a private union. I pay union dues that I think are VERY reasonable. I do not have additional money taken out of my check for health care.
In return, I do not pay co-pays for anything as long as I use a provider within the network, including specialists, for which I do not need a referral. I do not pay anything toward medications as long as I use what is on the list, which for the most part is pretty extensive. Dental is covered up to somewhere around 3K, which will probably cover most of the cost of the inevitable removal of my wisdom teeth.
My husband does not pay into his health plan either but he has co-pays for visits and medications, which I do not find to be too absurd.
When I read about how much other people pay, I feel very lucky with our situation. It will definitely be a factor when looking for new jobs.
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