MEC Plans & More...
A Complete Workforce Solution.
MEC PLANS
Choices to fit your budget, your healthcare needs, and ACA Compliant.
MEC Plan Features
To add even more value, our plans include added benefits.
Telemedicine
At no cost to you, talk to a doctor by phone or video call 24/7 and receive diagnosis and even prescriptions when necessary. Use while on vacation, at the office, or in place of a doctors visit. Convenient care 24/7.
Virtual Behavioral Health
For a $50 Copay, talk to a therapist by phone whenever you need one.
MEC Companion
With our exclusive MEC Companion card, receive discounts on benefits like dental, vision, durable medical equipment, diabetic supplies, pet care, fitness, and more...
HOSPITAL INDEMNITY
Add on a Hospital Indemnity Plan to the EliteCare MEC Plan for even more coverage.
Hospital Indemnity benefits can help pay for out-of-pocket costs associated with being hospitalized in addition to your medical coverage, and can give you more of a financial safety net for unplanned expenses brought on by a hospital stay. Payments are made directly to you, even if you did not actually incur any out-of-pocket expenses.
Ancillary
Ask to see plan designs from our suite of ancillary benefits.
Critical Illness
Critical illnesses include stroke, heart attacks, Parkinson’s, cancer, and more. Our policies can cover over 30 major illnesses. If you happen to get diagnosed with one of these illnesses, our plans can pay you a lump sum of up to $50,000.
Accident
Accident insurance pays you a lump sum in cash after you suffer an accident like a severe burn, broken bone or emergency room visit. Our accident insurance policies also offer a special benefit that pays extra for children injured while playing an organized sport.
Dental
Dental coverage helps protect your overall oral care. That includes things like preventive cleanings, x-rays, restorative services like fillings, and even more serious forms of oral surgery that you might need one day.
Vision
Vision insurance covers benefits not typically covered under your medical insurance plan. It includes things like routine eye exams and discounts on the purchase of new eyeglasses, contact lenses, or corrective surgery like Lasik.
Frequently Asked Questions
HOW LONG DOES IT TAKE TO GET MY EMPLOYEES ID CARDS?
Once all of the group enrollment documents are submitted, we can often get cards to our members within a week.
WHAT IS MEC?
MEC stands for Minimum Essential Coverage and it satisfies the ACA's mandate.
HOW AFFORDABLE IS OPTIONS PLUS COVERAGE?
Coverage starts at less than $50/mo. This makes healthcare accessible to lower wage earners as well as those who choose not to invest in traditional major medical.
HOW DOES HOSPITAL INDEMNITY WORK?
Hospital indemnity insurance can be particularly helpful since a majority of Americans don’t have enough savings to cover unplanned medical bills.1 The plan pays cash directly to employees even if they don’t incur any out-of-pocket expenses. The payments can be used for any purpose, including medical copays, deductibles, and regular expenses, such as food, rent, and utilities
WHAT ARE THESE “MANDATES”?
The Employer Mandate (Penalty A)
For the calendar year 2024, an employer will be subject to the A Penalty of $2,970 per ACA full-time employee minus the first 30 employees if the employer fails to offer minimum essential coverage to 95% of its full-time employees and their dependents and any full-time employee purchases subsidized coverage through the Marketplace.
The Employer Mandate (Penalty B)
If an employer fails to offer coverage that is affordable and provides minimum value, a full-time employee receiving subsidized coverage through the Marketplace will trigger the B Penalty. Unlike Part A, however, the Part B penalty ($4,460 divided by 12 months) is only imposed with respect to each full-time employee receiving subsidized coverage through the Marketplace for the month. Moreover, the B Penalty is limited to the monthly penalty that would apply if the employer failed the A penalty.
Generally, the coverage provides minimum value if the plan’s share of the total allowed costs of benefits provided under the plan is less than 60% of those costs. Coverage is considered affordable for an employee if the employee’s required contribution for self-only does not exceed a specified affordability percentage (set annually by the IRS) of the employee’s household income. As a reminder, since employers generally do not know an employee’s household income, the IRS allows employers to determine affordability using one of three affordability safe harbors (W-2, rate of pay, and federal poverty level).