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Cost Comparing

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Many employers can obtain medical insurance coverage from group health plans that their employers purchase from insurance companies. They have riders or options that employers can purchase from insurance companies like dental insurance or vision insurance. Under this plan employers can take away some benefits such as certain coverage’s or prescriptions to help cut down on cost. At certain times of the year they will have what is known as open enrollment periods. This is when employees can make changes to their benefits usually through web-based tools. While some employees choose to obtain plans through employer-sponsored health plans, some companies choose to go with self-funded health plans. Self-funded health plans are used by employers to save money. Their strategy is to save money by providing medical benefits they have purchased themselves that allows these employers to create plans that do not require them to pay premiums to other insurance companies. The employer or companies with self-funded health plans have the option to set up their own provider networks or lease a managed care organization’s network. Most self-funded health plans will hire what is known as a third party claims administrators. The TPAs will take care of task such as: collection premiums, maintaining lists of members, processing claims, and paying claims. Under COBRA the cost of health plans are affected by allowing employees to continue their health coverage after leaving a job for a little more money or higher premium for a certain time. Along with COBRA HIPAA helped add more and new rules to help employees with preexisting conditions when they find new employment. HIPAA states that while private plans will limit or remove coverage for previous illnesses or conditions of the employee. This is to help with cost control; however HIPAA helps regulate the rules insurance

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