Gap plans have been around since Johnny Carson was hosting The Tonight Show. And today more than ever they provide solutions for employers looking to control major medical costs. “Gap” is the generic term for supplemental plans designed to work in conjunction with an employer’s underlying major medical plan, providing benefits to offset some of an employee’s out of pocket medical expenses. A properly designed gap plan can help to manage medical costs – both current and future.
It’s generally recognized that groups with higher deductibles and higher out of pocket expenses usually have lower rate increases at renewal than groups with low deductibles and low co-insurance....
The National Association of Health Underwriter’s Capital Conference featured House Speaker John Boehner, who spoke about the 2010 Health Care Law and addressed the future of the U.S. Health Care system. Click HERE to watch the entire speech.
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Many times throughout the week I am told, “Gorden, I got a guy… And his issue is [insert medical issue here]… Who is the best fit?’ Sometimes the answer is quite easy. For example, people with family history of cancer, for smokeless tobacco users, etc – there can be some easy solutions. However, as we all know, that is rarely the case.
Someone once told me that the only time a prospect calls them looking for life insurance is when they typically can’t get it. Granted, that isn’t always true, but often times these cases can be more difficult. That is why The Cason Group employs a prescreening process to place your client with the carrier that will give him or her th...
One of the biggest challenges that brokers face in implementing voluntary benefits today is the owner shutting down the opportunity for the employees before they ever hear about the products. Brokers hear an owner tell them, “My employees don’t want those benefits – besides they cannot afford them anyway!” If not responded to properly, the door is shut for the broker right there.
When I was enrolling a group recently, more than 60% of the employees signed up for the benefits when we explained them well and made sure the employees understood the costs involved. Often times this is the situation, but you must find ways to push past the initial “No” to get there.
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