
PPO vs. HMO vs. HDHP/HSA: How to Explain the Differences
PPO, HMO, HSA, WTF? Employees’ eyes bug out when they see insurance acronyms. But fret no longer: here are some easy ways to explain the differences.
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PPO, HMO, HSA, WTF? Employees’ eyes bug out when they see insurance acronyms. But fret no longer: here are some easy ways to explain the differences.
If you can avoid making the same mistake that other benefits managers make, your employees will have better benefits literacy, enrollment, AND utilization.
Creating questions for surveys is a science, not an art. Luckily this article will give you the formula: 13 essential post-OE questions. Read ’em. Send ’em.
For employees, there is a very clear case for funding their HSAs: the “triple tax advantage.” Essentially, for HSA accountholders, HSA contributions aren’t taxed, HSA funds grow tax-free and all withdrawals for HSA-qualified expenses are also free from any taxes. The HSA triple tax advantage
HDHPs and HSAs are a win-win for a lot of employees. But the plan still sounds scary. Use this email template to educate your employees on this topic.
A Health Savings Account (HSA) is an enticing option for employees and employers alike. HSAs offer employees the most control over their healthcare decisions plus valuable tax-savings and long-term-investment options. Meanwhile, HSAs provide myriad cost-saving opportunities for employers offering a supplemental high-deductible health plan (HDHP).
Not understanding benefits terminology is near the top of the list of the many reasons that open enrollment and benefits selection stresses out employees. Employers that take the extra step to educate their employees on these key terms, in advance of, and during, benefits enrollment
Open enrollment communications can be overwhelming for HR leaders as well as employees. Take it one step at a time and start with the basics. Below we provide you with three email templates that will help frame your OE communications and get you started on
It’s that time of year again, when many companies roll out new or returning healthcare options to employees. The problem? SHRM observed that employers and employees have different ideas about the best methods for selecting and enrolling in healthcare benefits. That observation is backed up
Last year, we helped conduct 200 open enrollment campaigns to nearly 750,000 employees. What would you want to know if you had access to that type of data set? We dug through all that data with a focus on pulling out actionable insights to help
Just give us your email below. A member of our team will create your survey on Google Forms and then add you as an editor. From there, it’s very simple to edit and launch!
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