How is Compass Health Solutions partnered with Essentials Health Plan (EHP)?

Compass Health Solutions and Essentials Health Plan (EHP) have forged a collaborative partnership to elevate healthcare services and benefits for their clients and members. This alliance entails joint initiatives focused on enhancing access to premier coverage options, simplifying administrative processes, and enriching the overall customer experience. By working closely together, Compass Health Solutions and EHP ensure that their services align seamlessly, resulting in superior health coverage outcomes for their customers.

What is the Essentials Health Plan (EHP)?

EHP is a comprehensive employee benefits solution designed to help businesses save on costs while providing top-tier coverage to employees. 

What benefits do I get with the Essentials Health Plan?

Primary Care, specialist, and urgent care office visits 

• 24/7 virtual direct primary care 

• Prescription drugs for acute and prevention 

• Health Coaches 

• Dental / Vision

• Accident / hospital indemnity

• Universal life

• Software that helps employees take a proactive approach to their health

How does EHP save businesses money?

EHP offers significant FICA tax savings, potentially saving up to $896 per employee yearly, and provides up to 27% savings on workers' compensation costs.

Will EHP disrupt our existing health insurance coverage?

No, EHP is designed for seamless integration with your current benefits offering.

Is EHP compliant with the Affordable Care Act (ACA)?

Yes, EHP ensures effortless ACA compliance, especially for employees not enrolled in your current health insurance plan.

What benefits does EHP offer employees?

EHP includes comprehensive coverage options, a wellness program, and a menu of supplemental options, including dental, vision, life insurance, and hospital plan.

Is EHP available in all 50 states?

Yes, EHP is approved for use in all 50 states.

How does EHP handle the enrollment process for employees?

We offer dedicated support to make the enrollment process smooth and hassle-free for both employers and employees.

Can I maintain our current insurance carrier while implementing EHP?

Yes, EHP allows you to maintain your current insurance carrier.

Can EHP be customized to align with our existing benefits structure?

Absolutely, EHP is designed for flexibility and can be customized to complement your existing benefits structure seamlessly.

Is EHP available for nonprofit organizations?

Yes, EHP is available for nonprofit organizations, and we can discuss specific options to align with your mission.

Can EHP help with employees' mental health and well-being?

Yes, the Amaze wellness program included with EHP offers access to mental health experts and resources.

Can I unenroll from the Essentials Health Plan at any time?

Because the EHP follows all regulations and ACA rules, unless an employee experiences a Qualifying Life Event, an employee who enrolls in EHP will not be eligible to make changes until the end of the plan year.

Who qualifies for this plan?

Employees must be W-2

• Employees must be full-time (at least 30 hours per week)

• Employees must have health insurance because the program is an Integrated 105 plan. (4980D) (If an employer already has a health plan in place, great, you may keep what you have. If an employer does not have a health plan in place, one will be provided as part of the Essentials Health Plan package at no additional cost).

How do I know this type of plan is Compliant?

EHP is a Self-Insured Medical Reimbursement Plan (SIMERP) and was purposely created, fully researched, and found compliant with IRS 213(d), 106(a), 105(b), 1.105-11(i), and 104(a)(3) codes, and all applicable IRS memos, ERISA regulations, HIPAA, and the ADA. Medical Services Are a Key Component EHP is always paired with an ACA-approved medical plan to make an integrated 105 plan.

Deduction of The Plan Is Pre-Tax Eligible The deduction of plan cost from an employee's gross wages is addressed by IRS Codes 106 (a). The Office of Chief Counsel Internal Revenue Service Memorandum (Number: 201703013, Dated: 1/20/2017) states: "The value of coverage by an employer-provided wellness program that provides medical care (as defined under 213{d)) is generally excluded from an employee's gross income under 106(a). The pre-taxing of this deduction made possible under a Self-Insured Medical Reimbursement Plan and a Cafeteria Plan ($125) creates the reduction of taxable income, generating savings for the employee and the employer.