FlexChoice

We know customers value flexibility in designing their health benefits. With FlexChoice, employers can choose from a wide range of options to meet their specific needs.

• Dual deductible plans. Separate in- and out- of-network deductibles apply.
• Deductibles and copays do not apply to coinsurance maximum.
• Separate copays for primary care physician office visits and specialist office visit.
• PPO Primary Care and Specialist Physician Visit $ Limit - For plans with a copay, PPO physician visit limited to $500 per visit at 100% after copay; amounts in excess of $500 subject to deductible and in-network coinsurance. For plans without a copay, PPO Physician Visit subject to deductible and plan coinsurance.
• Emergency room and Urgent Care copays are optional.

Enhanced Value Plan

We know customers sometimes find it difficult to balance employee benefit needs with limited financial resources. That's why we developed Enhanced Value Plans....plan designs that can meet both of these goals.

• Dual deductible plans.
• Plans with or without copays are available.
• Physician Office Charges - For plans with a copay, certain charges subject to deductible and coinsurance rather than 100% after copay (outpatient surgery, equipment other than DME, supplies, TMJ, dental services, anesthesia).
• PPO Physician Visit $ Limit - For plans with a copay, PPO physician visit limited to $500 per visit at 100% after copay; amounts in excess of $500 subject to deductible and in-network coinsurance. For plans without a copay, PPO Physician Visit subject to deductible and plan coinsurance.
• EVP Basic = separate deductibles for in and out of network and are NOT included in out of pocket.
• EVP Plus = separate deductibles for in and out of network and ARE included in the out-of-pocket.

PPO

We know what customers are looking for in a health care plan: Convenience, affordability, and support. By choosing a Preferred Provider Plan from Nippon Life Benefits, you'll enjoy all three.

• Single or dual deductible plans.
• Out-of-pocket maximum includes deductible, but not copays. Plans with or without copays are available.
• PPO Physician Office Charges -- For plans with a copay, charges for certain PPO services received in a physician's office, clinic or ambulatory care center paid at 100% after copay.
• PPO Physician Visits -- For plans with a copay, PPO physician's office or clinic services paid at 100% after copay. For plans without a copay, PPO physician's office or clinic services subject to deductible and plan coinsurance.

High Deductible Health Plan (HDHP) / Health Savings Account (HSA)

High Deductible Health Plans (HDHPs) offer high-quality, cost-effective coverage with innovative preventive care programs.

Once an employee is covered under our HDHP, he or she can contribute to a portable Health Savings Account (HSA) and the funds deposited will accumulate tax-free. The employee may withdraw funds from the account without any tax penalties and apply them toward the deductible or any qualified medical expense. If an employee chooses to pay deductible costs or other medical care out-of-pocket, he or she can leave the money in the account for future use on a tax-advantaged basis.

HSAs are portable. When an employee leaves his/her employer a rollover must be completed within 60 days after the employee's last day.

The Nippon Life Benefits HSA is offered through UMB Bank, a subsidiary of UMB Financial Corporation. UMB Bank shares our commitment to service excellence and our focus on customer relationships - all while providing a comprehensive suite of banking products and services. From commercial banking to asset management for individuals and institutions, to health care financial services to asset servicing, UMB focuses on creating a customer experience that is more than people have come to expect.

Flexible Spending Account (FSA) and/or Limited Flexible Spending Account

If employers are looking to give their employees more control over their health care expenses, a Flexible Spending Account (FSA) may be the best choice. Nippon Life Benefits offers two FSA options -- Health and Dependent Care. Both are tax-advantaged savings accounts that provide employees the ability to manage their own cost-savings.

Limited FSAs are a savings option for those employees enrolled in an HSA. Eligible expenses for reimbursement are vision and dental expenses. Both types of FSAs are available for clients with 25+ employees.

Health Reimbursement Arrangement (HRA)

Health Reimbursement Arrangement (HRA)
For employers wanting to get employees more engaged in their health care decisions, a Health Reimbursement Arrangement (HRA) from Nippon Life Benefits may fit the bill.

An HRA is an employer-funded and -designed program to help employees:

• Pay for expenses eligible for reimbursement,
• Meet deductibles and/or coinsurance, and
• Encourage involvement in health care decisions.

Nippon Life Benefits offers three HRA reimbursement options:

HRA First
The HRA pays expenses eligible for reimbursement first, and the employee covers the remaining portion of the deductible and/or coinsurance.

Employee First
The HRA pays expenses eligible for reimbursement after the employee covers a set part of the deductible and/or coinsurance.

HRA Share
The HRA shares expenses eligible for reimbursement with the employee for each medical claim that applies to the deductible and/or coinsurance.  The employer sets the percentage of the split.

Distributions are considered tax deductible (to the employer). Reimbursement dollars received by the employee are generally tax free.