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These benefits combine a health insurance plan with a tax-advantaged account that enrollees can use to pay for covered medical expenses. CDHC benefits are a fast growing trend that any company considering moving to a high deductible should consider.

Identity theft is one of the fastest growing crimes in the US. An estimated 15 million US citizens will have their identity compromised each year. Just trying to be careful isn't enough in a world full of electronics and online commerce. Options are available as employer paid or 100% employee paid.

Telemedicine is becoming a must have benefit. This coverage gives employees and their family members an option to remotely access a medical professional 24/7. This provides a great ROI for both employers and employees. Options are available as employer paid or 100% employee paid.

For many companies immunizations, including flu shots, are a $0 benefit imbedded in your major medical insurance. Employees don't utilize this option because life is busy and they don't have time to get to their doctors office. Protect your workforce by bringing the nurses to them.

Student debt is the fastest growing form of consumer debt in America. With the average annual cost of college increasing at a mindblowing rate over the last decade, employees need a way to lower their debt post college. This program gives companies a competitive advantage in recruiting and retaining top talent. Customizable options for this benefit make it a very affordable option for employers. 

For Brokers and HR professionals, designing insurance plans and keeping costs manageable are the top priorities. One aspect that is sometimes difficult to incorporate is delivering the best enrollment communication plan for the employees. Many organizations don't examine these options because they feel they are not big enough to have multiple options or because they have just always used paper applications. Many delivery options exist, organizations can also choose hybrid enrollments that utilize multiple enrollment communication options for their employees. Below are a few to consider.

• One-on-one enrollment with a trained insurance professional - The network of well trained benefit professionals we have allows you to be at ease that your employees can ask questions and pick the plans that fit their family's needs best.
• Online Employee Self Enrollment - The benefit administration systems we work with can allow for self enrollment.  When utilizing this option we use a system that has options to include education materials, videos and other features that can be customized for your needs.  Our system options are mobile friendly and will keep you compliant with your insurance carriers.
• Telephone enrollment - Even though this option is one of the least used options in recent years, we feel it is a must have when considering benefit delivery options.  If you have employees in remote areas with little internet access, employees that may feel uncomfortable going online or employees that may want to consult with a professional as they choose their options this would be their preferred benefit enrollment option.  This option functions best when combined with a capable benefit administration system.  

Multiple funding options are available depending on the delivery method chosen. Costs may be waived in many cases when offering voluntary supplemental health insurance programs through our organization.