Good afternoon. Welcome to PCI's webinar series. Today's presentation is Introduction to Gravy and Assured Partners. This webinar is in partnership with Gravy and Assured Partners. My name is Nicole Clow, Marketing Coordinator at PCI, and I will be your moderator for this session. Before I turn the controls over to your presenters for today, I have a few introductory items to note. Earlier today, we sent a reminder email to all registered attendees that included a handout of today's presentation. That handout for this webinar can also be found in the handout section of your webinar pane. If you cannot download the handout, please email PCI Marketing at marketing at pci.org. Please note that all attendee lines are muted. The GoToWebinar Toolbox has an area for you to raise your hand. If you raise your hand, you will receive a private chat message from me. If you have a question, please type it into the questions pane where I will be keeping track of them and will read the questions to the presenters during the Q&A period. Also, a pop-up survey will appear after the webinar ends. Today's presentation will be recorded and uploaded to the PCI eLearning Center. Questions related to specific products or publications will be addressed at the end of the presentation. PCI is a registered provider of AIA at CES, but today's presentation does not contain content that has been endorsed by AIA. Today's presentation is non-CEU. Our presenters for today are Ryan Nelson, Senior Employee Benefits Consultant at Assured Partners. Joining Ryan is Mickey Person, ICHRA Program Specialist at Gravy and Jacob Barenbrook, Broker Sales Manager at Gravy. I will now hand the controls over so we can begin our presentation. Good morning, everyone. This is Ryan Nelson from Assured Partners. Mickey, can you see my screen? Yes. Okay, good. Good morning, everyone. Like I said, my name is Ryan Nelson with Assured Partners. I will get into a little bit about Assured Partners towards the end of the presentation. I just wanted to do a quick introduction that we are a full-service brokerage insurance firm, and we partner with a carrier that we utilize in multiple situations when it comes to employee benefits, both on the individual side and the group company side. Gravy is one of our preferred partners that, in this specific situation, we wanted to kind of have them reach out to everyone, all the members that are on the call, and kind of go over their specific products. And then after that, I'll go into a little bit about Assured Partners and other areas of benefits that we do for companies and groups that get put together as well. Assured Partners already works with PCI on other lines of insurance on the more commercial side and the business side, so that's where we got the connection through this and why we partnered with Gravy to kind of present options for PCI members that are looking for health benefits. So with that being said, I'm going to turn it over to Jacob and Mickey to kind of go over the Gravy presentation of the webinar. Perfect. Thanks, Ryan. Jacob Barenbrook with Gravy. I appreciate everybody joining us this afternoon. Ryan, I think you can probably move forward on the next slide here just for a brief introduction to Gravy. Gravy here, we've been in business now since 2013, headquartered in Minneapolis, about 300 employees with Gravy to date. If you think back to kind of 2013 timeframe, that was a little bit around the time of the ACA, right? And so Gravy really positioned ourselves well to really help offset the administrative responsibility and provide a much better experience for members when it came to the individual marketplace. Now, the founding team at Gravy has been a part of health care spend over the past 20, 30 years. You can see other companies there that they've had their hands in starting, Diffinity Health, Brick Health, and Bloom Health, all have been very consumer-focused driven. So consumer-focused, meaning the employees of companies that are purchasing health insurance. If you look at Diffinity Health, that was really the first concept of HSAs and HRAs, meaning we've been doing this for a while. Our founding team have always been within this space, and they've always been very focused on the consumer and making sure that we improve the way people purchase and access health care. So with that, Gravy has a couple of products that we go to market with our partners at Assured Partners and offer to the employers of Gravy as well. So we really have a two-pronged approach that allows you to explore what might be best for your particular business. And with that, Gravy's really been one of the top administrators of what we call an individual coverage health reimbursement arrangement. That my colleague, Mickey Persson, will be speaking to you a little bit more here in depth over the next couple of slides. I'll kind of jump back in and have a conversation with you about our other product as well. So, Mickey, I'll hand things over to you. Thanks, Jacob. Good afternoon, everyone. Mickey Persson, ICRA Program Manager here at Gravy. Ryan, if you want to skip to the next slide. So as Jacob mentioned, Gravy's been participating in the individual marketplace since the birth of the ACA in 2013. In 2019, the administration passed some legislation that allowed for this new HRA, which is called the Individual Coverage Health Reimbursement Arrangement. It is also known as the ICRA for the acronym. It is a HRA that specifically allows employers to reimburse their employees for their individually owned health plans. So these are the plans that individuals go to carriers in their marketplace and can buy a plan that's individually owned by them, not dependent on their employment with the employer, but you're allowed as an employer to use pre-tax dollars to reimburse the employees for this. So really high end or high level, you as an employer are stepping away from managing an actual health insurance medical plan, but more just a budget and setting a budget of those dollars that you're going to reimburse your employees for for their monthly premium. And then allowing your employees to pick and choose a health plan that fits their needs. So what Gravy has done is we have approached our ICRA with a mindset of we wanted to look and feel as close as it can to a group plan. So as the administrator, we have support teams and systems all the way from setting up the ICRA and defining the dollar amounts that you, the employer, are going to offer your employees through the ICRA all the way through the process with an implementation team, account managers that help and guide our groups through the process of setting up, enrolling their employees in these individual policies, and then enrolling in the HRA to receive the reimbursements for those individual policies, to helping the individuals pick those plans with the support of our smart platform, which we'll take a look at here in a little bit. But we partner that with a team of licensed insurance experts that we call our Gravy Care Team. These are individuals that have a fiduciary responsibility to each employee that they're working with to be able to help them find a plan that fits their needs and have confidence in that plan is the plan that's right for them, and then help them use that plan throughout the year. So our approach to this is very much that we support all stakeholders through this, not just, you know, the administrators of the plan, but because these plans are individually owned by the employees, we want to make sure that they have the support that they need throughout the year. We've built those teams to do that. So again, you know, a little bit more on how it works. The employer, you determine the eligibility requirements and how much you're going to contribute to each employee through their ICRA. And then those employees use those defined dollar amounts that you're offering them via our platform, which is, it's been likened to, you know, a travelocity of the individual health insurance market where so an individual signs in, completes their profile, and then our platform will show them all of the ACA compliant plans that are eligible expenses for the HRA available to them in their marketplace. So they can choose from a multitude of different carriers and plan options and plan designs on the marketplace. In some markets, that can be upwards of 70 different plans. And so our smart platform, there's filter options and things like that to be able to filter it down and help them select those plans. But really the shining star here in our process is our gravy care team, the team of licensed insurance experts. They're all licensed to help and, you know, make recommendations to individuals on what plan they should choose. So calling into our gravy care team, they'll have one-on-one consultative support of a health care specialist to help them pick and enroll in a plan. And then after they're enrolled, use their plan throughout the year. So if they have questions about adding a dependent, removing a dependent, you know, contesting a denied claim, anything like that, the gravy care team is there to support them with you. You can think of the gravy care team for our groups that come to us with the ICRA and our comfort plan as well as an extension of your HR team. They're able to take that workload off of your plate and support your employees through their services on our platform and over the phone. Ryan, if you want to go to the next slide. When we see the ICRA as a good fit, because there are no participation requirements for the HRA, like there can be with group plans, the ICRA can be a good fit for groups that have trouble with meeting participation requirements for group plans. There can also be a good fit for groups that see consistently or sizable renewals year over year. Because you're not managing the health plan anymore, you're moving that risk to the individual marketplace, and those rates are set federally or state level every year, and those rates are just based on the individual's age and where they live. In the individual marketplace, individuals aren't required to fill out health questionnaires, and they're not going to get a higher premium if they have high medical costs. The individual marketplace premiums are set to the same age regardless of your health condition. So if you're seeing large renewals year over year, you're able to move that risk to the individual marketplace and spread your risk out instead of maybe tens of employees or hundreds of employees to millions of individuals on the individual marketplace, and you'll see consistent rates year over year on the individual marketplace. And then smaller companies and groups that have difficulty offering consistent group coverage across multiple locations. So if you have employees in multiple states, you're able to offer a consistent health plan because the plans your employees will buy are local plans that are networks local to where they live. So the ICRA is very flexible, and when it can be a good fit, it can be used different ways to meet different strategies for groups and to ensure that you're offering a competitive and ACA-compliant plan, but also able to meet your budget or whatever your benefit strategy is. Ryan, if you want to go to the next slide, please. The ICRA also allows some flexibility. It allows you to put employees into different classes. There's 11 classes that you can split employees into, and you can either offer them different health benefits. So we have here at Gravy, some of our clients will offer our comfort plan to one class and the ICRA plan to another class. However, with that, you're not allowed to offer the ICRA and a group plan within the same class. So here we have listed out the different class options that you can offer employees, full-time versus part-time employees, seasonal employees. So if you have employees that come on for a set season and they're gone again, you can offer the ICRA. So you're offering an ACA-compliant plan, but keep them separate from your traditional group plan. Employees covered by a collective bargain agreement, salaried employees versus non-salaried employees, and then employees in the same geographical rating area are the most common classes that we see groups put their employees into and either offer a different health benefit to each employee class or different dollar amounts with the ICRA in each employee class. And then you can combine any two classes to be able to make a strategy that fits your needs. So if you could say full-time and part-time employees, and then you have employees in two different states, you'd have four classes, full-time in state A and full-time in state B, and then part-time in state A and part-time in state B. So a lot of flexibility the ICRA offers to be able to set up your benefits and the strategy to do it. The gravy experience with our ICRA is we actually operate our ICRA on a preimbursement. It's not a true reimbursement. Our administrative approach to our ICRA is to ensure that employees don't have to make the expense and then wait for reimbursement. We actually invoice and pull the full premium amount for the employee from our employer groups and then coordinate that to either the carrier that they're with or to them for them to pay their carrier directly. And that's on a pre-tax basis. So the individual doesn't have to front a $500, $600 premium and then wait for a $400 reimbursement. Gravy moves that full $500, and then our employer groups deduct the employee's responsibility via payroll on a pre-tax basis. The gravy ICRA offers cost control and reduction. You're able to concentrate on a fixed benefits budget and at the same time as offering your employees affordable coverage options. We often see what we call the buy-down effect with younger employees, employees, you know, 35 and younger. Typically on the most group plans are overinsured. They have a $3,000 deductible plan and they're relatively healthy and never use their health benefits and don't have health, you know, medical needs. They may, you know, may want to move up to a $6,000 or $7,000 deductible plan and a lower premium is going to be a richer benefit to them. So that flexibility in the marketplace of choosing a plan that fits their budget and their health insurance needs specifically for them is a big benefit. Again, with the ICRA, you can do payroll tax deductions on a pre-tax basis. So any portion that the employee is responsible for after the HRA contribution can be deducted via payroll on a pre-tax basis. Again, flexibility of the customizable contribution strategy, splitting the ICRA employees into different classes and offering different amounts to meet those strategies. The choice of group ancillary products can be offered alongside of an ICRA. So just like a traditional group health plan or comfort plans, you can offer vision plans, dental plans, life insurance, disability, all those different ancillary benefits can be offered alongside the ICRA. And then again, because the plans that the employees are purchasing are individual plans, they're owned by them. It's a contract between them and the insurance carrier that they choose. They're portable. Employees can take them when they leave or move on from the business and can continue to have that coverage without electing COBRA and have to pay an additional 2% on top of their premiums to keep the plan. They just take over 100% of the payment directly to the carrier and can keep their plans. And then again, Gravy approaches our ICRA with ease of use. We make sure we have a dedicated implementation team that walks our groups through an implementation process, comprehensive reporting, and then carrier payment coordination when available. Gravy's goal is to have this look and feel like as close as it can to a traditional group health plan for individuals, but it is very, very different. And so we have a lot of services and service teams that ensure that we're successful in the implementation and administration of the ICRA. So here we have just a few snapshots of our member experience. We build out our system for our groups, and when individuals enroll, they can enroll in both the HRA and then shop for medical plans. And that's what the screenshot on the right here is. Very high level, very simple. Again, I kind of refer to it as a travelocity of the individual marketplace. But when an individual enrolls, they'll see the plans available specifically to them depending on where they live. And then the cost they see is the dollar amount after the contributions from their employer. So that's their out-of-pocket spend for that. In this example, we have three people covered by the plan. We're seeing three different plan options with different dollar amounts for those plans. And there's a lot of filter options there on the left where individuals can filter down those plans. So a very intuitive and smart shopping experience. But really, that partnered with the Gravy Care team is what makes our ICRA so successful, is we have all the support tools to ensure that everyone is confident in the plan they're picking and using their plan throughout the year. Again, a little bit more on the Gravy Care team. Gravy Care team is a team of highly educated, very accessible, licensed insurance experts. They're located here in our headquarters in Minneapolis, a team of about 60 care members right now. Our average wait times are less than 30 seconds annually. So they're very accessible and go to bat for your employees and help them not only enroll but use that plan throughout the year. And then to request an ICRA analysis, we would partner with assured partners to be able to, you know, show you what the cost would be for your employees to move to the individual marketplace, what plan options they would be able to see. And the information we need to do that is very, very minimum. We don't need any claims experience or anything like that. So very accessible. And we can be able to show you what the individual marketplace would look like for your employees and what that costs and help you set a budget working off of those costs. So very, very easy to be able to set up an analysis and show you what your group's costs would look like with the ICRA. And with that, I'll pass it back to Jacob and he'll discuss our comfort product. Perfect. Thank you, Mickey. So I guess I'll maybe briefly summarize some of the things Mickey had just went through as well. I think if you're in a position right now that you want to offer something in terms of benefits to your employees but also don't want to take on that administrative burden. But, of course, offering benefits to your employees is such a huge retention and recruitment tool. So what this allows you to do is offer a dollar amount to kind of be that finance there to this program and allow your employees to get the assistance through Gravy, whether that be through our platform, whether that be through our advisors to help them understand what options are best for themselves and families and go about that process in that way. And Gravy really does take a very hand-held approach in that. So employees are taken care of. We answer questions for them year-round. Really allows you to, again, offer a benefits package without having to be in the middle of really administering any part of that or answering questions year-round. So appreciate that, Mickey. Really the other kind of second prong to our approach that I had mentioned earlier, Gravy does have more of what you'd consider a group plan. It is a plan design that is administered by Gravy. It is our own health plan. Here it's called Comfort. And really the purpose behind Comfort is we wanted to provide really first-dollar coverage to employees in their health plan and wanted to also remove a lot of that confusion that comes with what you'd consider maybe traditional health benefits as well. So what does that mean? We created a plan design that does not have any co-pays for your common health care services. You can see your primary care, specialty visits, urgent care, labs and imaging, generic prescriptions, and online care all will come at no cost to your employees. What we've also done is remove deductibles and co-insurance. Why did we do that? I think what you see a lot in traditional health benefits today is that frustration around really kind of two different areas. One, a little bit of that nickel-and-dime experience, right? You pay your premium each and every month, but then every experience that you have with your health insurance, you're having to pull out your wallet, pay for something. There's also really the frustration around, you know, what's all covered? What's this gonna cost? Really that kind of barrier to entry to your health insurance that is really frustrating for employees. And people should be able to get the care that they need when they need it, and we feel this plan design accomplishes just that. And so you'll see there are still a couple of co-pays that employees will be responsible for, being around the emergency room and some prescriptions. Now that said, what are employees responsible for? That's more of those larger, what you'd maybe consider uncommon items. So inpatient stays, surgeries, hospitalizations. An employee will be responsible for that spend at a hundred percent until their out-of-pocket maximum is met. Now everybody will receive this same plan design. Really where the differences may come in are maybe the out-of-pocket max limit. So we can look at that for each particular group. We can offer one, two, three, four different out-of-pocket max limits, and of course your premium will fluctuate depending on where you're setting that limit for those out-of-pocket maximums. Once that out-of-pocket maximum is met, of course, the employee is not responsible for any other spend throughout the year outside of that premium that they're paying each and every month. So look at this as, again, a little bit more of your group plan. You will have to go through a little bit of an underwriting process, whether that's through claims experience or medical questionnaires, and we can get into a little bit more of what that would look like if there's any questions around that, and of course you can reach out to assured partners to understand what that process looks like a little bit more as well. But this is a little bit more of a group plan for your team. A big question always that I think I'll address, what is the network for a plan like this? And we'll use either Aetna or Cigna as your network that's on their most broad national PPO network, so employees will be able to get the care that they need where they want to receive that care, as it's one of, one of two of, I'm sorry, two of the kind of top five national providers that you'll see out there. So this is our comfort plan design. You can go ahead into the next slide, Ryan. What you can see here in this really benefit comparison, I won't spend much time here, is really the savings that your employees will receive throughout the year and throughout the year on this plan design, right? You're not getting that, hey, you're paying to go to your primary, you're also paying to see a specialist, maybe you're sent down the hall for labs and imaging, you're getting dinged with another bill, right? You're going and getting the care that you need when you need it without having that frustration around what is my spend going to be. Go ahead, Ryan. Here we like to just kind of bring to light kind of common occurrences that you might see on an everyday basis, right? Emma hurts her ankle, goes to the doctor, gets an x-ray for that. Under comfort, you're not going to have to pay anything out of pocket for that from an employee standpoint. From a traditional plan, that's usually going to cost you somewhere around $250, $450. Same with generic prescriptions, right? I think that's a big one. I'm sorry, 97% of generic prescriptions are covered through our comfort plan design as well, so the majority of times employees will not have any spend for any generic prescriptions. Then also, right, sent down the hall, labs, imaging, blood work, kind of the same type of thing. Generally, that might cost you $100 to $300 for that type of service through comfort. That's going to be at no cost as well. Ryan, I don't know if this is a maybe a good place for us to pause for questions or if you wanted to maybe hold till the end, but again, we'll be able to answer any of those questions for you either now or at the end of this presentation, of course, and with any follow-ups that you might have with the Assured Partners team as well. That's kind of up to everyone else. If anyone has any questions right now, you know, just because he kind of went through Gravy, anything specific, we can certainly open up right now on Gravy specific. No questions? Okay, I don't hear anything. So with that being said, just to kind of not to confuse everyone, so Assured Partners, and I'll go through a little bit on the history of the company and, you know, not in too much detail, but Assured Partners is a full-service insurance brokerage firm. So in essence, we broker employee and individual benefits for companies all over the United States. Gravy is one of our main partners that we work on different projects with, but we also work with all of the major carriers in all 50 states that, you know, where some of your groups may be at. And I say that because when we do work with PCI on the commercial side of it, and that's how this is kind of all been brought to our attention, where some of your groups and they depend on different sizes of, you know, you might have 30 people in one group, 50, 200, another. So one of the best solutions that we wanted to present to you guys, the PCI members, is the option of Gravy. Gravy has, you know, a two-pronged approach both on the ICHRA and on the group side with the comfort plan. But if neither of those options are for you, then that's where we can come into play as well. You know, not only with Gravy, but with all your more traditional carriers. So one of the things that, you know, I'll start with is Assured Partners, like I said, we were formed back in 2011. Two gentlemen by the name of Jim Henderson and Tom Riley started the company, went pretty much full active in 2015. We are, here's some of the highlights of the agency. We are currently right now, I think this actually switched, we are the 11th largest insurance brokerage firm in the United States. We cover, you know, 38 states. We're in 250, we have 250 office locations, over 6,000 employees, 800,000 clients. So we've been doing insurance for quite some time now and we do it pretty well. This slide is just some, you know, some facts kind of on the agency. The one I always like to focus on is this one right under the client advantages. No matter where your offerings are, whether it's with Gravy, with Blue Cross Blue Shield, with Aetna, or Humana, we have a national presence, but we still work and operate like a local brokerage firm. And what I mean by that is, no matter what you're doing as far as what type of benefits that you guys provide your group members, we're going to be kind of the back end of that, help servicing your group. We don't act as a 1-800 number, you're never going to call for any questions or concerns with services and, you know, be put on hold or have to dial different prompts. Any one of your members or groups that were to come on board with a sure partners, whether it's with Gravy, whether it's with Aetna, whether it's with Blue Cross, you're going to have a direct account management team. And I'll go into a little more detail on that in other slides. But that's the one I always like to kind of provide, is that we have the wholesale presence and national presence for, you know, discounts, pricing discounts, and, you know, different verticals and services. But locally, depending on where you guys are located, you will always have that local presence with someone at Assured Partners that would, you know, head up your benefit team. The next slide, these are, you know, with employee benefits, this is some of the main areas that we focus with. So depending on, you know, who you guys end up with as a carrier or a provider in the actual insurance benefits, that's irrelevant to Assured Partners. We're going to service any and all products that you guys decide to go with. So some of the key specialists that we have, we handle all the health care reform issues, any kind of regulatory compliance. We have a dedicated employment labor law firm at our disposal that help all of our clients kind of navigate through the complexities of different regulations in case, you know, specific topics come up. They have our back when it comes to kind of taking on some of the risks that you guys might take on as an employer group. Any groups that have ERISA are ERISA eligible, which is typically more than 100 on a program. You know, we have ERISA staff in-house. We have in-house underwriting teams that go through analytics. Depending on, as you get larger in the group sizes, it can be different kind of funding models with the insurance, whether it's self-insured, partially self-insured, fully insured, the ICRA. We have different underwriting teams that kind of, you know, help navigate through just different analysis to kind of make sure you guys are getting the best for your buck when it comes to providing employee benefits. Team members nationwide, we put on bimonthly calls. We put in, you know, compliance regulations, anything at your disposal that's new to the marketplace when it's concerning benefits. Over here on the right, this is just kind of a snapshot of, you know, Anthem is a big one. Anthem is Blue Cross Blue Shield in some local areas like Texas and Illinois. They go with Anthem in different states, but these are some of the main carriers that we work with. United Healthcare, Humana, Healthcare Services is also the main component of Blue Cross Blue Shield. We also work with Cigna and Aetna. So, on the ancillary side, we work with the MetLifes of the world, the Guardians, the Principals, you know, I'm drawing a blank, but all the major, major ancillary carriers as well. And then other specialties, you know, that, like, down here on the bottom is, you know, like I said, ACA compliance is huge. We do have a health exchange that was first introduced when the Affordable Care Act was passed. All compliance news that we provide all of our group partners. Multi-client webinars on different topics. And then, obviously, certified HR client support, especially in your guys' situation where you might not have a full-blown human resources team. We have what's called our Human Capital Management Team that actually supports you guys in any kind of HR related things that, you know, would come up throughout the course of the year when you're, when you're truly talking benefits. These are just some added value services that we provide groups as they come on board with the shared partners, whether it's COBRA, MLA distribution and processing, you know, Flex administration. We have wellness programs, web onboarding services, 401k plans, EAP programs, just a plethora of different services that we can provide groups that are looking for additional benefits to provide that their, provide their employees that we can help out with. We also have bilingual. We are, you know, we have Polish, Spanish, and English are the three main ones that we always have on staff. And then, we've obviously contracted out different other languages that may come up depending on where you're at and what specific kind of language that you would need. Our account advisors, this kind of piggies back to what I was telling about if you were to come on board with an assured partner as an assured partner client, one of the things I always point out is is the average tenure to all of our account managers. All of our groups are pretty much provided a three-tiered approach where we have account managers that come on board, they also are supported by a client services representative, and then they're also supported by a claims advocate. So, depending on what the situation is, we have a full-throttled staff that can help your employees as well as your administrators provide the best service to your group and make sure that everything is educated or put forth to the employees that they know exactly what the benefits are doing. We assist on day-to-day functions, whether it's obviously the meetings or just, you know, I lost my ID card, I need a new one. We obviously provide open enrollment meetings to all of the groups depending on the products that you pick. We'll do a full-blown meeting to make sure that the benefits are announced and, you know, spelled out specifically to what everyone picked and what it means, how to navigate through different networks and finding doctors and hospitals, costs associated with their contribution strategies, any kind of, if anything specific on a fully insured program is turned down, we'll obviously have a claim advocate that'll do appeals and any kind of billing and enrollment issues. We can do audits on different claim problems. And then, like I said, employee engagement and communication through webinars and seminars is huge as you come on board with an insured partners. But I can't stress enough, I just want to kind of go back to this, the tenure of our account management team, because these are the folks that you would be dealing with on a day-to-day basis. The average tenure is 12 years. We just don't have the turnover that a lot of agencies have where, you know, sometimes with other agencies you get signed in a team and then, you know, one year later the team leaves or someone from the team leaves. So we just don't have that turnover. So once you're assigned, you're dealing with the same people on a yearly or daily, monthly, and yearly basis throughout the course of the benefit year. This is just a screenshot of all the different services that we provide our clients. The consulting is kind of what I do on the broker side of it, where I sit down with the group administrator and kind of go through the different plans and vendors, whether it's Gravy, whether it's Blue Cross, whether it's MetLife, and we kind of go through all the different benefits and the best case scenario for the group. Web-based, that's just, you know, we have onboarding tools that we provide companies where they can go paperless. Gravy obviously offers that same services, whether you do an ICHRA or you do the Comfort program. But, you know, some companies don't have this and they're still dealing with paper applications when they enroll a new hire or they terminate an employee, they got to go in. We have full-blown web-based enrollment. Communications, benefit guys, creating things for the employees to take home with them so they know exactly what their benefits are. AP Now is just, like I said, the dedicated client service team that would be provided to each of our AP clients. AP Transactional, this is, you know, this is more for larger groups, dependent audits, things of that nature. Same with AP Financial, underwriting and actuarial teams, that just gets more into the predictive modeling. This is more for, you know, the self-insured groups, the more larger 200 plus. So, if any of the PCI groups incorporate more that 150 employee up, we can start getting it to the different financial resources that, you know, we can put forth outside of just a fully insured program. Compliance is what I talked about a little bit, about the staff that we have on, you know, that can handle any kind of compliance and regulatory issues that the company might face or the group might face. The exchange, this really just doesn't really play that much into it. When the Affordable Care Act was first passed, you know, having an exchange was a big deal, but now, outside of, you know, if you're not going a part of, you know, a group benefit program to help, you know, whatever state you're in, typically has an exchange that you guys can go to. International, we just have an international presence. So, if there's any groups out there that has that international need, we have teams and offices overseas that we can certainly help with benefits. We do have an AP captive. This is just kind of bundling different groups together to kind of get different kind of rates and different programs. Wellness, like I said, we have an AP wellness team if you're a group that's trying to put together a wellness strategy for your employees. And the rest are just kind of secondary, you know, things that come up. You know, we have Teladoc resources, virtual telemedicine companies that we promote. We obviously have retirement and life plans, like 401Ks, 403Bs, depending on your situation. And then, obviously, individual and different RX programs. So, a lot going on. You know, it's not one one-size-fits-all. Depending on the size and scope of the group, there's, you know, a plethora of different services that we can provide for each situation. This slide's just more on our, you know, there's two key areas that I think really sets Assured Partners, especially when it's situations like PCI, where you might not have in your employee group a dedicated HR or compliance team. Like I kind of briefly already stated, we have an HR human capital management team that would be at every one of our groups disposal. So, if you're the person that's kind of handling the benefits for a PCI group and you really just don't focus mainly on HR or compliance, we have a team that would be here to just answer any and all of your questions to kind of help you navigate anything through HR consulting, project work, handbooks, you know, different training modules that you might want to put in place with your employee group. So, plenty of resources on the HR side, as well as the healthcare reform and compliance side. One of the biggest things is state and federal compliance needs. So, we have a tool that we call Compliance Dashboard that we actually get all of our HR administrators set up with it, which is pretty similar to what we would call like an Outlook, a Microsoft Outlook for compliance. It's a calendar that gets built into your system that you get trained on. It'll tell you monthly and daily on different compliance needs that need to be done, and you can also access, you can delegate it to different people on your team and you make sure that they're completed. This could be anything from just a notice to an actual thing that needs to be done as far as signatures and things for employees. So, we set that up for each employee group once the benefits are added, and we kind of assist you through all that compliance needs. Lastly, this is just kind of a little snapshot, you know, all the brokers on our team, myself included, we have more than 20 years in the insurance business. I've been doing this for over 20 years. I focus in, you know, kind of the group set of anywhere from 10 employees all the way up to 250 and so forth. You know, our niche is probably in that 50 to 250, but we have groups that have 1,000 employees, we have groups that have 5,000 employees, but just a ton of different, all of our producers here at the company, our account managers, have just a massive amount of experience in the insurance world. So, we're here to help you guys navigate any and all needs as far as it comes to your health care needs. And in summary, just, you know, kind of want to reiterate, Assured Partners is one of the largest broker firms in the country. Plethora of services and staff at your disposal if you were to ever to come on and start wanting to look and research setting your specific group up with insurance needs. Complete market presence, we have plenty of providers, including Gravy and all the other medical and ancillary carrier providers that at our disposal, and we're, like I said, we're a premier broker with all the different carrier providers. So, we have access to, you know, concierge teams and premier broker services. And then lastly, what I, you know, kind of would want people to get out of this webinar is, obviously, learn about Assured Partners, who we are, what we can provide, the services that we provide to each client, as well as the additional capabilities that come along with partnering with our agency, and just hoping, wanting to discuss the different types of insurance, whether it's the ICHRA with Gravy or the Comfort Plans with Gravy, and then also with the other side of the fully insured model with the other medical and ancillary carriers that we have access to, as well. So, whether it's with Gravy, whether it's with other carriers, whether it's, whatever you guys are looking for, Assured Partners can be the main contact going forward as the broker to help set you guys up with your insurance needs. And that's that. So, I'll kind of turn it over if there's any questions. I'd be happy, all of us would be happy to answer, and I'll turn it back over to Nicole. Perfect. Thank you, Ryan. So, thank you, Ryan, Mickey, and Jacob for a great informative presentation. I haven't seen any questions come through yet, but I'll give it about 10-15 seconds, see if any do come through. Perfect. So, I'm not seeing any questions come through from the audience, so I'll go ahead and wrap today's webinar. On behalf of PCI, I'd like to thank our presenters for a great presentation. If you have any further questions about today's webinar, please email marketing at PCI.org. Thank you again, have a great day, and stay safe.

Introduction to Gravy and Assured Partners

webinar presentation

Assured Partners

Gravy

ICHRA

employee benefits solutions

Comfort Plan

insurance industry