Whether we're helping you with the design and administration of a cost effective group health plan,or putting in place a provider network that gives your employees in another state the access they need, we’ll help you find a solution that’s right for your employees and your bottom line. Our services and expertise can help you manage your employee benefit program today and in the future.
We'll work with you to build an integrated plan specific to your business needs.
We also offer value added services like Employee Onboarding, Telehealth, COBRA administration, and ACA Compliance Reporting, and more.
We work with a variety of self-funded and level funded medical benefit plans, health reimbursement arrangements (HRA), Flexible Spending Accounts, and Medical Reimbursement plans. Our tailored administration services provide our clients with flexibility and control that allow them to offer exceptional benefits that are unique to each employer's needs.
Prodegi's self-funded plan options put the control of Employee Benefits back in the hands of the employer. Clients pay only for what they use and retain 100% of all savings. We'll handle all the administration, stop loss insurance, medical care management, network maintenance and more. Choose from traditional PPO plans, high deductible HSA plans, minimum essential coverage (MEC) plans, all on either a self-funded or level funded platform.
Prodegi's self-funded dental plans give employers control and flexibility over dental plan design with significant savings over insured plans. Because dental benefits are limited, self-funding your dental plan is an easy decision. Best of all, most companies save money by self-funding dental plans. The cost for a self-funded dental plan will be the same or less than a typical insured dental program.
HRAs can be paired with any type of health plan and employers determine contribution amounts and eligible expenses to best fit the specific needs of their workforce. Employees spending money from an HRA tend to consider their healthcare purchases more carefully; thus rewarding both the employer in reduced reimbursements and the employee in less out-of-pocket costs.
An FSA can be added to a self-funded plan which allows employees to contribute a certain amount of pre-taxed earnings to the account and apply it to IRS eligible expenses that aren't covered by the plan.
Deciding on the right benefit structure is just the first step in a succesful employee benefit strategy. We will be your partner in enrolling employees, monitoring eligibility requirements, producing the financial reports needed to track your plan's success and getting competitve renewals.
