Winter, 2007/2008CIGNA Voluntary Limited-Benefit Plans
Are limited-benefits too limited for your client or prospect?
New Starbridge plan offers richer benefits for higher-paid employees
Most limited-benefit plans are designed for uninsured employees with income of $6-$10 an hour. But what about workers with higher compensation who are also uninsured, making $12-$18 or more per hour? A new product offered by CIGNA Voluntary is ideal as a carve-out solution for management level employees, or as a solution for skilled workers (construction, nursing homes, manufacturing) with higher incomes and greater health care needs. It can also be used as waiting-period coverage for employees not yet eligible for traditional major medical coverage. This advanced plan is available to groups with 200 or more eligible employees.
This new plan features richer benefit maximums and also includes access to the CIGNA HealthCare PPO Network for optimal provider discounts. Two price points of $150 and $200 per month for employee only coverage with pooled rates require a contribution of $75 and $100 respectively from the employer.* If you’d like more information or to receive a quote for these new plans, please contact your sales representative today.
*Age and gender surcharges may apply
CIGNA Voluntary consolidates Starbridge product brands
Starbridge Select and Starbridge Choices now marketed as Starbridge
Along with all of the positive changes going on throughout our organization, CIGNA Voluntary has introduced yet another new initiative that will enhance our sales and marketing efforts. In early 2008 you will notice that our new materials will market “Starbridge” brand products. The “Select” and “Choices” identifiers and logos will be eliminated, regardless of group size. Although we will continue to offer separate web addresses on these materials as we consolidate all of our technology throughout the year, we will no longer differentiate the products as separate brands. By the end of 2008, all websites, portals and materials will be branded under the single Starbridge name.
As our plans have evolved, the Starbridge Select and Starbridge Choices products have become very similar and once the transition to one network is complete, will be nearly identical to the end-user. It is because of these factors that we are able to move toward a unified, stronger product brand in the market. In this way, we can eliminate fractured brand awareness and streamline your sales process by creating a simplified selection of collateral materials and eliminating unnecessary variations.
Obviously, there are many operational and technological steps needed to accomplish this goal. New marketing, sales and enrollment materials are being created in preparation for the transition. Existing clients and members will also receive communications explaining the new brand. We will keep you updated as changes arise, but feel free to contact your sales representative for more details as we roll out this exciting new initiative in 2008.
First phase of Starbridge move to CIGNA HealthCare PPO Network a success – Initial wave of accounts migrated
January 1, 2008
As we mentioned in the last issue of Broker Connection, more than 60 Starbridge clients were selected to transition to the CIGNA HealthCare PPO Network on January 1. To ensure a seamless transition, we undertook careful planning and communications to all of our constituents. This process proved to be a success both operationally and in terms of member and provider satisfaction. Members from these select groups are now experiencing better, more convenient access to a large pool of providers and the deeper discounts that come with the PPO network. We will continue to be dedicated to providing a successful transition as many of the remaining groups are added to the network in the coming months. If you have a CIGNA Voluntary client or prospect interested in accessing the new PPO network, simply encourage them to adopt our new enhanced plans for a fast and easy transition in 2008!
Upcoming events: early 2008
CIGNA Voluntary will have a presence at the following events:
- Workplace Benefits Association Renaissance, Orlando, FL 2/25/2008 - 2/27/2008
For more information, visit http://www.workplacebenefits.org/wbr2008.htm - Health & Welfare Conference, Orlando, FL 3/2/2008 - 3/5/2008
For more information, visit http://www.ucs-edu.net - Benefits New York Conference, New York City 3/3/2008
For more information, visit http://www.flaggmgmt.com/ben/exh_overview.htm - Staffing Industry Executive Forum, Las Vegas 3/5/2008 - 3/7/2008
For more information, visit http://www.staffingindustry.com
Events Contact - Kristen Pantenburg at Kristen.Pantenburg@cignavoluntary.com
Broker Spotlight – Dick Carr, Dick Carr & Associates
For this edition of our Broker Spotlight, we spoke to Dick Carr, president of Dick Carr & Associates. CIGNA Voluntary serves Dick Carr’s association members (employer groups) by offering limited-benefit plans to employer groups of 51 or more.
Can you tell me about your history with Star HRG, now CIGNA Voluntary?
Since 1974, my focus has been working with trade associations offering major medical health benefits for their member companies. Two of my associations, one restaurant and the other petroleum wholesale and convenience store, had members with a high percentage of high-turnover hourly employees. Unfortunately, we had no meaningful benefits to offer to this class of employee in the early days.
Then in late 1998, I flew to Phoenix to meet with the Star HRG team about the possibility of offering their limited benefit plan to my trade association members. This would allow us to provide a valuable benefit for my association members through an endorsed program. We introduced the association endorsed programs in early 1999, and they have been successful from the very beginning. In the past nine years, we have sold hundreds of groups and the book of business continues to grow.
What type of clients have been great candidates for a limited-benefit plan?
I believe the best candidates for the limited-benefit medical plans are the industries that have large numbers of entry level, high-turnover hourly employees that are not eligible for major medical plans. The plans can also be used in larger companies that have long waiting periods before employees become eligible for a major medical plan. I don’t believe in replacing a major medical plan with a limited-benefit plan, however.
What challenges have you faced pitching limited benefits?
The biggest challenge in pitching limited-benefit plans to both the employer and the employee is getting them to understand what the program “is not.” It is not a major medical program and was never intended to be. To overcome this challenge, I focus on the benefits of the plans which are to offer access to affordable health insurance and provide coverage for basic medical and dental expenses. Since these are all self-enrolled cases, we encourage employers to make use of the materials available through CIGNA Voluntary such as the posters, payroll stuffers and manager’s guide. For questions, employees are also encouraged to go on-line, call CIGNA Voluntary, or call my office. For our larger groups with multiple locations, we conduct training sessions for the managers.
What are the key selling points for CIGNA’s limited-benefit plans?
In my experience, the key selling points include: affordability, multiple plan options, centralized operations and streamlined administration. CIGNA Voluntary also offer plan options with no employer contribution required, which is a great selling point for many clients.