Archives: 2019

Tips for Moving to Another State with Medicare

If you are enrolled in Medicare, moving to another state means navigating the healthcare system across state lines. It does not have to be stressful, but it may require some planning to keep your Medicare coverage intact while enjoying your new home. Here are some practical tips to help you make the transition as smooth as possible. 

Understand Your Coverage and How It Works in the New State

How Medicare works in a different state will depend on whether you have Original Medicare (Parts A and B) or a Medicare Advantage Plan (Part C):

• Original Medicare: This federal program will work anywhere in the country with any provider that accepts Medicare. If you have Original Medicare, you are mostly good to go for an out-of-state move. However, many purchase supplemental Medigap plans to help cover coinsurance, copayments, and deductibles. In most states, you can keep your current Medigap plan when you move to another state. However, before the move, you must contact the private insurance company that provides the plan and inform that provider of your upcoming relocation. The insurer can tell you whether you can keep the same plan or enroll in another.
• Medicare Advantage Plan: These health plans are provided by private insurers, each with a specific network of doctors and hospitals. If you have Part C, your current plan may not cover your new state. You will need to find out if your insurance provider offers coverage in the new location, and if not, you may have to switch to a different plan.

Pay Attention to Enrollment Periods

Enrollment periods are specific times when you can make changes to a Medicare plan without penalty. If you are enrolled in a Medicare Advantage Plan, you will have a Special Enrollment Period when you can change plans if you move to another state. 

If you notify your insurance provider before you plan to move, you will have one month before the date of the move and two months following your moving date to switch plans. However, if you tell your provider about the move after the fact, your Special Enrollment Period begins the month you inform the insurance company and continues for two months after. 

Missing enrollment deadlines could lead to gaps in coverage or late enrollment penalties. Note the timeline and act before you move to avoid any coverage issues.

Update Your Address with Medicare

Updating your address sounds like a simple step, but you may be surprised how many people forget to update their address with the Social Security Administration when they move. Medicare should have your new address on file to avoid billing, claims, or correspondence confusion. You can go online or phone the Social Security Administration to update your address. Be sure to also change your address with health insurance or prescription drug coverage (Part D) providers. 

Be Informed and Stay Covered

Moving to another state does not have to interrupt your Medicare coverage, provided you keep track of deadlines, update your address, and research your new plan options. If you are unsure of any step, reach out to one of our friendly local agents. We are Medicare experts and can guide you through the transition. 

4 Reasons to Keep Your Eye on Group Vision Insurance

Most employers focus on big-ticket items such as health insurance, dental plans, and retirement when offering employee benefits. One benefit that tends to slip under the radar is group vision insurance. Although it may not be as flashy as a comprehensive health plan, it can significantly impact employees’ well-being. Here are four reasons to consider offering group vision insurance as part of your employee benefits package:

Small Investment with Big Returns

Group vision is one of the most affordable benefits for employers and employees. Premiums are typically much lower than other types of insurance, and group plans are more cost-effective than individual plans. For a small monthly deduction, employees can access routine eye exams, prescriptions, and discounts on corrective eye surgeries such as LASIK. Employers will see improved employee satisfaction and loyalty—critical elements to help reduce turnover.

Promotes Employee Health and Productivity

Poor vision can contribute to eye strain, headaches, and difficulty focusing, negatively impacting work performance. By offering group vision insurance, employers provide employees with a way to maintain eye health and address potential issues before they interfere with work. Regular eye exams can also detect underlying health problems, such as high blood pressure or diabetes, which may not yet be symptomatic. Helping employees keep their eyes healthy leads to sharper, more productive work. 

Simple, Attractive Benefit

Today’s job market is highly competitive. Offering a robust benefits package is one of the best ways to attract and retain top talent. Group vision insurance is an easy win for employers who want to stand out. It is straightforward for employees to understand. Offering this perk shows you care about your team’s well-being. Group vision insurance is an attractive benefit that sets you apart from competitors and requires little administration. It is a low-maintenance, high-value addition to your benefits package. 

Supports Employee Health for the Long Term

Vision insurance is an investment in the long-term health of your team. Offering group vision coverage encourages employees to stay on top of their eye health with regular exams, which can catch issues before they develop into more serious and expensive problems. Common eye diseases, such as glaucoma and macular degeneration, can often be better managed if detected early. By providing vision insurance, you are looking out for your employees’ quality of life and supporting their overall health. Vision insurance can reduce absenteeism and keep your team at peak performance. 

Group Vision Insurance Pays Off

Although it may not be the most high-profile benefit in your package, the impact of group vision insurance can be far-reaching. When an affordable way to enhance employee satisfaction, improve productivity, and promote long-term employee health will benefit the company. Offering this simple but valuable benefit could significantly affect how your employees feel about support from an employer and ultimately help you build a stronger, more engaged workforce. 

Speak with our experienced agent about adding group vision insurance to your benefits package. It is an investment worth keeping an eye on. 

What You Should Know About Medicare Annual Wellness Visits

The Annual Wellness Visit (AWV) is one of Medicare recipients’ most important, often overlooked benefits. It is a yearly opportunity that can make a difference in long-term health, of which, surprisingly, many people do not take full advantage. These visits matter more than you might think.

What Is an Annual Wellness Visit?

The AWV is not the same thing as a routine physical exam. It is a preventative care service that focuses on overall health and well-being. While the Annual Wellness Visit does not involve tests or procedures such as blood draws and screenings, it is a comprehensive review of your health history, potential risks, and any changes in your condition. 

The goal is not to diagnose new conditions, although the exam could potentially identify health issues that require further investigation. It is to identify ways to maintain or improve your health through personalized advice. You receive a personal prevention plan, which includes recommendations tailored to your specific health profile; it is essentially a roadmap to guide you through the coming year.

Why Does the Annual Wellness Visit Matter?

Life can get busy, and it is easy to forget to schedule a yearly visit with your primary care doctor. The Medicare Annual Wellness Visit can help you stay ahead of the curve. These visits allow your doctor to update your medical records and screen for risks. If you are at risk for conditions such as diabetes, dementia, or heart disease, the AWV may prompt your doctor to refer you to specialists or recommend lifestyle changes. Prevention is much easier and less costly than treatment, so it is crucial to get on top of any health issues early. 

What Happens During the Visit?

During your Annual Wellness Visit, your doctor may ask about your medical history, family history, medications, and health concerns. You may be asked about your lifestyle, including diet and exercise habits. Your healthcare provider can use this information to build a clearer picture of your health and any areas that need attention.

You will be able to discuss any issues, such as fatigue or difficulty sleeping. This is the time to discuss any concerns and determine which preventative screenings should be performed. Your doctor may set health goals for the year ahead and outline steps to improve your well-being. The actions could include referrals to specialists, getting the proper vaccinations, or suggestions for managing chronic conditions. 

How Often Should You Have an AWV?

Medicare covers one Annual Wellness Visit per year. Visits must be at least 11 months apart. Although the AWV is not mandatory, taking advantage of it every year can help catch issues early before they become more significant problems. 

The Annual Wellness Visit is a valuable tool for Medicare recipients to maintain their health. It is comprehensive and focused entirely on you – and it’s free. Schedule your visit and start the year with a clear plan to take charge of your health. Our friendly agent can assist you with any questions about Medicare. 

How to Measure & Use Employee Satisfaction Metrics

Employee satisfaction is a key indicator of how well an organization performs in terms of its work environment, leadership, and support. By measuring satisfaction regularly, businesses can identify areas for improvement, reduce turnover, and foster a more engaged workforce. By using a few key insights that are standard in the HR world, you can make positive changes within your company, with the end goal being a happier, more willing, and more productive workforce.

1. Employee Net Promoter Score (eNPS)

One of the most effective ways to gauge employee satisfaction is through the Employee Net Promoter Score (eNPS). This metric asks employees how likely they are to recommend the company as a place to work using a scale from 1-10. One being “not at all.” Employees who rate 9 or 10 are considered promoters; 7s and 8s are “passives,” while those who score six and below are labeled detractors. 

The formula to calculate eNPS is simple: % of Promoters – % of Detractors = eNPS. 

Example of an eNPS Score

100 staff take a two-question survey: “How likely are you to recommend [Company Name] as a great place to work?” and “Please share the reason for your choice.”

• 35 employees rate the company a 9 or 10 (Promoters)
• 45 employees rate the company a 7 or 8 (Passives, not included in the calculation)
• 20 employees rate the company six or below (Detractors)

eNPS Calculation:

Promoters (35%) – Detractors (20%) = eNPS of 15

What Does the eNPS Mean?

An eNPS score of 15 suggests a generally positive sentiment among employees, though there is room for improvement. Reviewing the feedback from Detractors and Passives can help identify specific areas to enhance workplace satisfaction. A higher eNPS correlates with better retention and productivity.

Grading eNPS Scores

• Above 0: A positive score suggests more promoters than detractors, indicating overall employee satisfaction.
• 10 to 30: Considered a good score, reflecting a healthy workplace environment. The overall eNPS benchmark is 12, with variations depending on the work sector. 
• Above 50: An excellent score, signifying a highly engaged and loyal workforce.
• Above 70: Exceptional, placing the organization among top performers in employee satisfaction.

2. Absenteeism Rate

Absenteeism is a critical metric when assessing employee satisfaction. High absenteeism often signals underlying issues such as poor working conditions, stress, or dissatisfaction with leadership. It can also result in burnout and overburdening for those showing up, further affecting morale. To calculate the absenteeism rate, use the following formula:

Absenteeism Rate = (Total number of absent days / Total number of available workdays) x 100

Example: 

A company has 50 employees. Over the course of a month, employees were absent for a total of 75 days. The total number of available workdays (50 employees × 20 workdays per month) is 1,000.

• Absenteeism rate = (75 / 1,000) × 100
• Absenteeism rate = 7.5%

This means the company had an absenteeism rate of 7.5% for the month.

Organizations can identify month-to-month or week-to-week patterns that might point to dissatisfaction by regularly tracking absenteeism. If absenteeism continues, it may be time to assess workloads, leadership, or work-life balance initiatives to improve employee satisfaction and prevent burnout.

3. Employee Turnover Rate

The turnover rate is another critical metric to monitor when measuring employee satisfaction. High turnover rates indicate employees are unhappy with their jobs, leading to significant costs for a company regarding recruitment, training, and lost productivity.

To calculate the turnover rate:

• Turnover Rate = (Number of employees who left / Average number of employees) x 100

Example:

A company had 200 employees at the beginning and 180 employees at the end of the year. Over the year, 30 employees left the company.

• Calculate the average number of employees:
• (200 + 180) / 2 = 190
• Apply the turnover rate formula:
• (30 / 190) × 100 = 15.79%

Interpretation:

The company’s annual turnover rate is 15.79%, meaning that approximately 16 out of every 100 employees left during the year. 

A lower rate suggests stability and employee retention. A high turnover rate often signals dissatisfaction, especially if employees leave after a short tenure. Businesses can reduce turnover and retain top talent by focusing on satisfaction, offering career development opportunities, good group benefits, and a positive work environment.

4. Real World Feedback Through Surveys

Surveys are one of the most powerful tools to measure employee satisfaction. They provide a structured way to gather employee feedback on various aspects of their job and workplace environment. The data collected through surveys can offer invaluable insights into employee needs, concerns, and levels of engagement. Ensuring they are designed and implemented thoughtfully is essential to make the most of employee satisfaction surveys.

Designing Effective Surveys

The key to an effective survey lies in asking the right questions. Your survey should be a mix of quantitative questions (like rating scales) and qualitative ones (like open-ended questions). Quantitative data allows for easy analysis, while qualitative responses enable employees to share more nuanced feedback. Follow up rating questions (using a scale of 1-10) with open-ended questions like, “What can we do to improve your work environment?” or “How can management better support you?”

Survey Frequency and Anonymity

While annual surveys are standard, many companies now use more frequent “pulse” surveys that check in with employees monthly, weekly, or even daily. Pulse surveys are short and focused, making it easier to track changes in employee satisfaction in real-time. These smaller surveys can be sent via email, company intranet, or chatbots for a quick, informal check-in. Anonymity helps employees feel comfortable sharing honest opinions. Knowing their responses won’t affect their job security or colleague relationships encourages more candid feedback. 

Acting on Survey Results

Surveys are most effective when the organization follows through on the feedback received. Once the survey is completed, share the results with your employees, explaining what actions will be taken to address their concerns. This not only shows employees that their opinions are valued, but it also builds trust within the company.

Incorporating Surveys Into Your Strategy

Surveys should be integrated into your overall employee satisfaction and engagement strategy. Instead of using them as a one-time tool, they should be part of a continuous feedback loop. Combining survey data with other employee satisfaction metrics (like eNPS and turnover rate) will provide a more complete picture of employee sentiment and help guide decision-making at all levels of the organization.

Using Employee Satisfaction Metrics for Improvement

Once you’ve collected data on these employee satisfaction metrics, acting on the insights is essential. Here’s how you can use this information to drive positive change:

• Focus on feedback: Regularly ask employees for feedback. Use computerized survey tools or one-on-one meetings. Use this feedback to address any concerns and improve satisfaction levels.
• Invest in leadership and training: If absenteeism or turnover is high due to leadership issues, invest in training for your management team to improve communication, motivation, and support.
• Promote work-life balance: If your eNPS, absenteeism, and survey responses suggest stress, consider implementing or enhancing work-life balance initiatives, such as flexible hours, better benefits, or remote work options.

Managing Employee Satisfaction: An Essential Part of Business

Employee satisfaction metrics are essential for any organization aiming to improve its work environment and retain talent. By regularly tracking eNPS, absenteeism, and turnover rates while keeping a finger on the employee feedback pulse, you can gain valuable insights into employee happiness and address areas for improvement. The key is to continuously measure, gather feedback, and implement actionable changes that help foster a more positive and engaged workforce.

If your surveys find that enhancing your employees’ benefits package is a priority, our group benefits insurance agents are ready to assist. Contact our firm today for a free consultation and discover how we can help your business attract and retain top talent in today’s competitive marketplace.

Who Is Eligible for Medicare and Medicaid?

Understanding how to qualify for Medicare and Medicaid is vital, especially as you approach retirement age. These two programs provide essential healthcare coverage but differ in their eligibility requirements and benefits. Here’s a comprehensive look at who qualifies for Medicare and Medicaid and how the two programs can work together.

What Are Medicare and Medicaid?

Although they sound similar, Medicare and Medicaid serve different purposes. 

Medicare

Medicare is the federal health insurance program primarily serving individuals 65 and older. However, some younger individuals may qualify if they have specific disabilities or conditions, such as end-stage kidney disease (permanent kidney failure). Medicare has four parts:

• Part A: Covers hospital insurance, including stays in hospitals and skilled nursing facilities.
• Part B: Covers medical insurance, including doctor visits and outpatient services.
• Part C (Medicare Advantage): A private insurance plan that combines Part A and Part B coverage and may offer additional benefits like dental, vision, and hearing coverage.
• Part D: Covers prescription drug coverage through private insurance plans.

Medicaid

Medicaid is a joint federal and state program that assists with medical expenses for individuals with limited income and resources. Medicaid eligibility can vary by state, but generally, you may qualify if you meet certain income thresholds and belong to one of the following groups:

• Adults 65 or older
• Children under age 19
• Pregnant women
• Individuals with disabilities
• Parents or caregivers of dependent children

What Does “Dual Eligibility” Mean?

“Dual eligibility” refers to individuals who qualify for Medicare and Medicaid. Approximately 12 million Americans are dual eligible, which means they can benefit from both programs. Medicare typically serves as the primary insurance, covering most healthcare services. At the same time, Medicaid provides secondary coverage for services that Medicare does not cover, such as long-term care and some personal care services.

How Do You Qualify for Dual Eligibility?

To be dual eligible, you must meet the requirements for both Medicare and Medicaid:

• Medicare requirements: Be 65 or older or under 65 with a qualifying disability or condition.
• Medicaid requirements: Be within the income limits set by your state and fall into one of the eligible categories listed above.

Once enrolled in both programs, Medicaid will work alongside Medicare to help cover additional healthcare expenses.

Benefits of Being Dual Eligible

Being dual-eligible offers several advantages. Here are some of the benefits:

• Greater coverage: Medicaid helps pay for healthcare services that Medicare doesn’t, such as long-term care and some medical supplies.
• Low to no cost: Medicaid can help cover out-of-pocket costs that may not be fully paid by Medicare, like coinsurance, copayments, and deductibles.
• Comprehensive care: Medicaid may also cover dental services, counseling, and vision care, often not included in Medicare plans.

Services Covered by Dual Eligibility

Dual eligibility can give you access to a range of healthcare services:

• Durable medical equipment: Items like walkers, wheelchairs, and oxygen equipment.
• Doctor visits: Regular checkups, specialist visits, and preventive care.
• Hospital services: Both inpatient and outpatient hospital care.
• Prescription drugs: Most dual-eligible individuals can access prescription drug coverage through Medicare Part D.
• Dental and vision services: Many Medicaid programs cover dental visits, eye exams, and glasses.

What Are Dual Eligible Special Needs Plans (D-SNPs)?

A Dual Eligible Special Needs Plan (D-SNP) is a Medicare Advantage plan designed specifically for eligible people for both Medicare and Medicaid. D-SNPs combine Medicare and Medicaid benefits into a single plan, simplifying the healthcare management process. These plans offer:

• Part D drug coverage: No additional cost for prescription drugs.
• Care coordination: A care coordinator is assigned to help you manage your health, ensuring you get the best care possible.

Conclusion: Understanding Your Eligibility

Navigating Medicare and Medicaid eligibility can seem complicated, but understanding the requirements and benefits of each program can help ensure you have the coverage you need. If you’re eligible for both programs, dual eligibility offers comprehensive healthcare coverage that can help manage out-of-pocket costs and ensure you get the care you deserve. For assistance with enrollment or to learn more about how these programs work together, contact one of our knowledgeable insurance agents and advisors, who can guide you in your next steps.

6 Cost Control Strategies for Group Benefits

Managing employee benefits costs is a critical concern for many businesses, especially as premiums and healthcare expenses continue to rise. The average price of providing employee benefits has increased by 5-7% annually over the past five years. To keep your organization competitive while controlling expenses, consider these six strategies for reducing group benefits costs without compromising the value you offer employees.

1. Assess Employee Utilization of Benefits

Understanding which benefits are used and which are underutilized can help pinpoint areas for cost savings. Conduct surveys or gather data to identify which programs employees engage with most. For example, wellness programs and smoking cessation initiatives can be promoted further if engagement is low. Conversely, benefits that aren’t being used—such as a seldom-accessed vision plan—can be eliminated, reducing unnecessary costs.

2. Optimize Plan Design

Instead of adopting a one-size-fits-all approach to benefits, tailor your offerings to fit the needs of your workforce. High-deductible health plans (HDHPs), zero-cost sharing options, and telemedicine are all viable choices for reducing premiums. Work with a benefits advisor to design a plan that balances cost control with value, ensuring employees receive meaningful coverage. Some more custom options for group benefit programs include: 

• Tiered health plans: Offer multiple levels of coverage, from basic to comprehensive, allowing employees to choose based on their needs and budget.
• Health savings account (HSA)-compatible plans: Pair high-deductible health plans (HDHPs) with HSAs to give employees a tax-advantaged way to save for medical expenses.
• Flexible spending accounts (FSAs): Provide FSAs for healthcare and dependent care, helping employees manage out-of-pocket costs with pre-tax dollars.
• Supplemental insurance options: Employees can add voluntary coverage like dental, vision, life, disability, or critical illness insurance.
• Zero-cost or low-cost preventive care: Cover routine checkups, vaccinations, and screenings at little to no cost to encourage proactive healthcare.

3. Encourage the Use of Telehealth

Telemedicine has rapidly grown in popularity, and for good reason. Encouraging employees to use telehealth services for non-urgent issues can dramatically reduce costs by cutting down on unnecessary emergency room visits and in-office consultations. This is especially effective for remote or rural employees with limited access to healthcare providers.

4. Invest in Employee Education

A common mistake companies make can be offering benefits without properly educating employees about how to use them. Employees who don’t understand their benefits may make costly decisions, such as visiting the emergency room for minor illnesses instead of using telehealth services. Providing comprehensive benefits education—through in-person sessions, webinars, or digital tools—can help employees make better choices and reduce overall healthcare expenses for your company, like keeping your premiums from increasing.

5. Explore Pharmacy Cost Management

Pharmacy costs are a major driver in rising employee benefits expenses. Encourage employees to opt for generic or biosimilar medications, which can provide the same therapeutic benefits at a lower cost. A prescription risk management program can also help identify and mitigate unnecessary pharmacy spending, ensuring employees use medications efficiently and affordably.

6. Streamline Administrative Costs

Benefits administration can be costly, mainly if it’s handled manually by HR staff. To reduce overhead, consider using an automated online platform for enrollment, benefit communications, and claims management. This saves time and empowers employees to manage their benefits, leading to fewer mistakes and greater self-sufficiency. Outsourcing some of these administrative tasks to a third-party provider can further reduce in-house costs.

Keeping Quality High and Costs Low: Using Your Group Benefits Program Right 

By employing these six cost control strategies, businesses can keep their employee benefits programs affordable without sacrificing quality or employee satisfaction. The key is to stay proactive—regularly assess your plans, gather feedback, and adjust based on the evolving needs of your workforce. With careful planning and strategic partnerships, reducing benefits costs is possible while offering a competitive package that attracts and retains top talent.

Need help working out the best group benefits plan for your company? Our agency offers a free consultation to discuss group benefit strategies. Contact one of our agents today.

A Guide to Paying Medicare Premiums Online

As you get closer to retirement age and you have met all eligibility requirements, you gain the opportunity to enroll in Medicare. Your premiums will be lower but must be kept current, just like any other insurance policy. Thankfully, Medicare has several options for paying your premiums online. 

How Often Will I Receive Medicare Bills?

Most people have their Medicare Part B (Medical Insurance) premiums automatically deducted from their Social Security benefits (or Railroad Retirement Board benefits). However, if you don’t receive these benefits, Medicare will send you a bill for the premium.

• Part A: You’ll receive a monthly bill if you pay for Part A (hospital insurance).
• Part B: If you only pay for Part B, you’ll receive a premium bill every three months.
• Part D: If applicable, you will also receive monthly bills for Part D’s income-related monthly adjustment amount (IRMAA); if you are below a certain income bracket, you do not have to pay this. IRMAA is a sliding scale charge added for those with higher incomes. 

Three Ways to Pay Your Medicare Premium Bill

There are four main ways to pay your Medicare premiums online. Each option has advantages. Choose the best one for your needs.

1. Pay Through Your Medicare Account

The fastest and most secure way to pay your premiums is by logging into your Medicare account. Here’s how to do it:

• Log in: Create or log into your secure Medicare account (https://www.medicare.gov/account/login)
• Select payment: Click on the “Pay My Premium” option.
• Choose your payment method: Use a credit or debit card, Health Savings Account (HSA) card, or checking or savings account.

Once your payment is processed, you’ll receive a confirmation number. Payments from checking or savings accounts may take around five business days, while credit card payments are faster.

2. Medicare Easy Pay (Recurring Payments)

Medicare Easy Pay is a convenient service that automatically deducts monthly premium payments from your checking or savings account. You can sign up for Medicare Easy Pay in two ways:

• Log in: Log into your Medicare account and select “Sign Up for Easy Pay.”
• Complete a form: Complete and send in the paper “Authorization Agreement for Pre-authorized Payments” form. You must print this at home; your local library may also have printing services. 
• Mail it in: Send your authorization for recurring payments to:
  Medicare Premium Collection Center
  P.O. Box 979098
  St. Louis, MO 63197-9000
• Receive your confirmation: Once enrolled, you’ll see a message in your Medicare account confirming that Easy Pay is active.

Deductions typically occur on the 20th of each month, and it can take 6-8 weeks for automatic deductions to begin.

3. Paying Medicare Premiums with Your Bank’s Bill Payment Service

Many banks provide online bill payment services, where you can pay your Medicare premiums through their portals. While convenient, this method requires you to manually update your payment information each year if your premium amount changes.

How to Pay Medicare Part D, Medicare Advantage, and Supplement Plan Premiums

Private insurers often offer Medicare Advantage, Part D, and Medicare Supplement plans. Payment methods for these plans vary by insurer, but common options include:

• By Phone
• By Mail
• Electronic Funds Transfer (EFT)
• Online

Always check with your private insurer to determine the available payment methods for your plan.

Why Is My First Medicare Bill Higher Than Expected?

It’s not uncommon for your first bill to be higher than anticipated. This could be due to the addition of the income-related monthly adjustment amount (IRMAA) or other administrative fees. If you’re unsure, you can contact Medicare for clarification or review the details on your bill.

Can I Get Help Paying Premiums and Medicare Costs?

If you’re experiencing financial hardship, assistance may be available to help cover your premiums and other costs, such as deductibles, coinsurance, and copays. You may qualify for programs offering reduced premiums based on income level. Visit your state’s Medicare website for more information about financial assistance.

Online Payments Make Paying for Medicare Easy

By understanding your options and setting up automatic payments, you can simplify paying your Medicare premiums, ensuring your health coverage remains uninterrupted. Stay informed and choose the best payment method for your lifestyle. Please don’t hesitate to ask if you need further assistance or have questions regarding your Medicare coverage. Call one of our Medicare insurance agents for help today.

The Ins & Outs of Group Term Life Insurance

Group term life insurance is an attractive addition to an employee benefits package. It is generally very affordable for employers and advantageous to employees. In today’s competitive job market, offering employer-provided group term life insurance is a cost-effective way to show employees care about their well-being and increase job satisfaction.

What Is Group Term Life Insurance?

This type of life insurance is provided to employees by their employers, typically at little or no cost to the employee. Term life insurance provides coverage for a specific period, usually for the duration of employment. Unlike individual policies, group term life insurance pools the risk among an entire group of people, which is why it is more affordable. 

Employers can choose from different benefit plans. Death benefits may be a fixed dollar amount, such as $50,000, or the plan may tie benefit amounts to a multiple of the employee’s annual salary. In some cases, employers may provide a base amount of coverage and allow employees to purchase additional coverage at their own expense. Premiums for supplemental coverage under a group plan are typically lower than for individual life insurance policies. Most group term plans do not require health assessments, and coverage is not contingent upon the results of a medical exam.

What Are the Key Features of Group Term Life Insurance?

Here is a summary of the key features of group term life insurance:

• Affordable life insurance: Many employers pay the full cost of a basic coverage amount, making it a no-brainer for employees to enroll. Because risk is distributed among a group of people, these plans are inexpensive for employers.
• No underwriting: Typically, there is no medical exam or lengthy underwriting process. A group term plan makes life insurance accessible to employees who might otherwise have trouble obtaining it.
• Supplemental coverage options: Many group term life insurance plans offer employees the opportunity to increase their coverage and, in some cases, extend it to family members.
• Temporary coverage: Group term life insurance usually ends when employment is terminated. For this reason, it is not necessarily a substitute for individual life insurance. 
• Limited coverage: These insurance policies may cap coverage at a multiple of the employee’s salary, which may not be sufficient to meet a family’s financial needs in case of an unexpected death. 

What Are the Benefits of Group Term Life Insurance for Employers?

Including group term life insurance in an employee benefits package is a strategic move for employers. It can set your business apart in a crowded job market and help you attract and retain top talent. It can provide employees with peace of mind and boost morale, translating into greater productivity and job satisfaction. Group term life insurance is an inexpensive way to offer employees a high-value benefit. Premiums are lower because risk is spread across the group, and they may be tax-deductible as a business expense.

Meet with our knowledgeable agent to discuss group term life insurance. We can help you tailor an affordable employee benefits package to give your business a competitive edge. 

Common Medicare Myths Debunked

As one of the most vital health programs in the U.S., Medicare serves older adults and individuals with specific disabilities. In September 2024, Medicare enrollment totaled 68 million, as reported by the Centers for Medicare & Medicaid Services (CMS). For many individuals, Medicare is a subject that can inspire confusion. It is surrounded by myths and misconceptions that could lead to missed opportunities for coverage and costly mistakes. Here, we set the record straight by debunking some common Medicare myths.

Myth #1: Medicare Covers Everything

Although Original Medicare (Parts A and B) covers many essential healthcare services, including hospital stays and outpatient care, some notable gaps exist. Routine dental care, vision exams, hearing aids, and most prescription drugs are not covered. If you want more comprehensive coverage, consider opting for a Medicare Advantage Plan (Part C), adding a Medigap (Medicare Supplement) plan, or a stand-alone prescription drug plan (Part D) to help fill the gaps in Original Medicare coverage. 

Myth #2: Medicare Is Free

Medicare is a valuable program that makes healthcare more affordable for older adults, but it is not free. Although most people pay no premium for Part A (hospital insurance), Part B (medical insurance) requires a monthly, income-based premium. In 2025, the standard Part B premium was $185 per month. Higher earners pay more based on Medicare Income Related Monthly Adjustment Amounts (IRMAA). Individuals with yearly incomes above certain thresholds pay additional fees on top of Part B and Part D premiums. 

Myth #3: You Are Automatically Enrolled in Medicare at Age 65

If you already receive Social Security benefits when you turn 65, you may be automatically enrolled in Medicare. For those not yet collecting Social Security benefits, you must actively enroll during your Initial Enrollment Period. This is the seven-month period that begins three months before your 65th birthday and ends three months after. This timeline is crucial, as missing your enrollment period could result in late penalties and gaps in coverage. Individuals who delay enrollment because they have employer-sponsored coverage may qualify for Special Enrollment Periods, but strict rules apply. 

Myth #4: Medicare and Medicaid Are the Same

Although Medicare and Medicaid are government programs that make healthcare more accessible, they are not the same. Medicare is for people who are older or disabled, and Medicaid is for individuals or families with limited income and resources. Medicare is a federal program, and individual states control Medicaid programs. A person qualifying for Medicare and Medicaid is “dual eligible.” These two programs combined could cover most healthcare costs. 

Myth #5: Medicare Covers Long-Term Care

The myth persists. Medicare does not cover long-term care in nursing homes or assisted living facilities. It only covers short-term stays in skilled nursing facilities following hospital admissions under specific conditions. Options to explore for your long-term care needs should include long-term care insurance, personal savings, and Medicaid. 

Debunking myths and understanding the facts about Medicare allows you to make informed decisions about your healthcare coverage. Our friendly agent can answer any questions you may have and help you choose the best Medicare options for you. 

March Madness and St. Patrick’s Day cheer!

March is here, and that means a whole lot of basketball—not to mention a little St. Patrick’s Day luck. Just wanted to check in, share some trivia, and let you know we have a bracket attached for you to join in on the fun! We even included a recipe here to help you step up your game-day snack lineup!

March Madness is wild because anything can happen—but let’s be real, teams don’t win on luck alone. They’ve got a solid game plan, and that’s what sets the champs apart.

📌 Cool tournament facts you should know:

🏀 The SEC just made history with 14 teams in the tournament—the most ever from one conference!

🏀 First-timers are making moves—schools like High Point, UC San Diego, SIU Edwardsville, and Omaha are making their big dance debuts. (UC San Diego even pulled this off in their first year of eligibility!)

🏀 The NCAA Tournament has been around since 1939, starting with just eight teams. Oregon won the first championship by beating Ohio State 46-33. Today, it has grown to 68 teams, making it one of the biggest sporting events of the year!

And hey, speaking of game plans, you can’t watch the madness on an empty stomach. So here’s a recipe to keep you fueled through the action:

Twice-Baked Potatoes

Ingredients:

• 4 large russet potatoes

• 4 tbsp butter, softened

• ½ cup sour cream

• ½ cup whole milk or heavy cream

• 1 cup shredded cheddar cheese (divided)

• 4 slices crispy bacon, crumbled

• 2 green onions, sliced

• ½ tsp garlic powder

• ½ tsp salt

• ¼ tsp black pepper

How to make them:

1️⃣ Bake ‘em – Preheat oven to 400°F (200°C). Poke a few holes in the potatoes, then bake for 45-60 minutes until tender.

2️⃣ Mix it up – Let them cool, slice in half, and scoop out the insides. Mix with butter, sour cream, milk, ½ cup cheese, bacon, green onions (save some for garnish), garlic powder, salt, and pepper.

3️⃣ Bake again – Spoon the mixture back into the skins, top with the remaining ½ cup cheddar cheese, and bake at 375°F (190°C) for 15-20 minutes until golden and melty.

4️⃣ Enjoy – Garnish with extra bacon, green onions, or sour cream, then dig in while watching the games!

So whether you’re glued to the tournament or just here for the St. Paddy’s vibes, we hope you have a fantastic March filled with excitement and good fortune. And if you ever want to chat or need anything, just hit reply—I’d love to catch up!

Cheers to a month of madness, luck, and good eats!