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Author: Alex Strautman

COVID-19 has changed a lot of things; among them is how Americans shop. While most retailers have reopened to some extent – and malls are beginning to see a return of shoppers – the idea of holiday crowds is off-putting for some.

If you and your employees are looking for an alternative way to do your holiday shopping, consider the benefits available to you through Cal Perks. It’s one of the many value-added features of your CaliforniaChoice membership, accessible through the Member Value Suite at calchoice.com.  

What’s Available Through Cal Perks?

The Cal Perks discount program delivers access to dozens of offers that can save you and your employees hundreds of dollars (or more) annually – on gifts as well as food delivery services, online education, fitness and wellness, travel, and more.

The savings can really add up when you shop for:

In addition to being a great source of possible gifts for your friends and relatives, Cal Perks delivers 45% savings on 12-months of Rosetta Stone; $140 off virtual tech camps from ID Tech; a 30-day free trial and discounted membership at Audiobooks; 35% off your first KiwiCo box; and 30% off at ABC Mouse for kids (an early learning academy).

If your employees are working from home, or if you need new equipment for your office, Cal Perks can save you up to 25% off on HP computers, 20% off at VistaPrint.com, and 10% on office and school supplies at Office Depot.

Plus, Cal Perks offers up to 60% savings on hotel stays and 30% off car rentals. You can also take advantage of discounted family fun at Universal Studios Hollywood, amusement parks statewide, water parks, harbor cruises, boat charters, sporting events, and more.

Movie tickets from AMC, Cinemark, Pacific, Regal, and other theaters are available at up to 35% savings.

Download the Cal Perks flyer here, ADD LINK or view the Cal Perks video on YouTube here.

Cal Perks is constantly evolving. Many of the current savings opportunities were added in 2020, and more are expected in 2021.

Talk With Your Broker to Learn More

Your employee benefits broker can tell you more about Cal Perks as well as the other value-added extras offered to you and your employees when you’re a member of CaliforniaChoice. If you’re already a CaliforniaChoice member, you can contact our Customer Service team at 800.558.8003 with any questions. If you are not a current CaliforniaChoice member, but you’d like to learn more the multi-carrier, employee-choice health insurance program, you can search for a broker here.

If you’re interested in giving your employees the freedom to choose from eight different health plans in a single program, CaliforniaChoice is for you. Choice is a part of our name – and we have been offering more of it to Californians since 1996.

Having a variety of PPO, HMO, EPO, and other health plan options is important, because it gives you the opportunity to match a plan to your specific health care needs. We launched our health plan comparison series in 2020 to help you understand the advantages offered by each of the eight health plans that are part of CaliforniaChoice.

The comparison below looks at Oscar Health, which offers group coverage in Los Angeles and Orange counties, and Sutter Health Plus, which is available regionally in Northern California.

Oscar Health

Oscar is the country’s first technology-driven health insurer focused on improving the member experience through easy, personalized service.

Oscar for Business was launched to bring the same Oscar experience that individuals already love to the employer market.

 Oscar Benefits Overview

Sutter Health Plus

A not-for-profit health plan, Sutter Health Plus serves the Greater Central Valley, Sacramento, and San Francisco Bay areas of Northern California, offering competitively priced HMO health plans. With Sutter Health Plus, you have access to a high-quality provider network that includes many of Sutter Health’s nationally respected and recognized hospitals, doctors, and other health care services – all at an affordable price.

Sutter Health Plus Benefits Overview

The CaliforniaChoice Advantage

With CaliforniaChoice, one of your employees might choose Sutter Health because of its provider network, while another selects Oscar because of its focus on health care integration with technology. They both get what they want with CaliforniaChoice – plus the option to choose from six other plans. In addition, there are employer benefits, too – including single-source administration for enrollment, eligibility, billing, and customer service.

Check back to see additional comparisons for other CaliforniaChoice health plans:

To learn more about coverage options available from CaliforniaChoice, talk with your employee benefits or health insurance agent. If you don’t have an agent, you can search for one here.

Group health insurance protects your employees and their covered family members from unexpected costs associated with an accident or health condition. As an employer, it’s also valuable in recruiting and retaining employees.

Multiple studies done by the Society for Human Resource Management (SHRM) show that health insurance is among the most important benefits to employees. In fact, the human resources group found in 2018 that more than half (56%) of adults with employer-sponsored health benefits said approving of their health insurance was a key factor in deciding whether to stay on the job. Nearly half (46%) said health insurance was either the deciding factor or a positive influence is choosing their current job.

The onset of COVID-19 has forced some employers to cut back on staffing while putting a spotlight on health care – motivating some businesses that did not offer benefits to reconsider. If you’re among those looking at coverage for the first time – or shopping around if you already offer coverage – now’s a good time to begin your search. Fourth quarter is traditionally a busy time for insurance companies and employee benefits agents and brokers, because so many employers have January to December coverage.

As you consider your options, here is some valuable information on the types of group health insurance available to small businesses.

An Affordable Care Act (ACA) Primer

The federal health care law became effective 10 years ago, increasing coverage options for individuals as well as small groups. Prior to implementation of the ACA, California’s uninsured rate was 17.2% in 2013, as compared to 7.2% five years later.

The ACA mandates that Applicable Large Employers (ALEs) – those with at least 50 full-time employees, including full-time equivalent employees, on average during the prior year – offer minimum essential health coverage to full-time employees and eligible dependents.

If you are not an ALE, you are not required to offer ACA-compliant health coverage; however, many employers, regardless of group size, do offer employee health benefits for recruitment and retention purposes. (To determine if your business is an ALE subject to the ACA shared responsibility provision, link here to visit the ACA Information Center on the IRS website.)

PPOs, HMOs, and EPOs

There are several different types of health insurance coverage options available in the small business marketplace today. You can choose direct coverage through an insurance company, a public or private exchange like Covered California or CaliforniaChoice, or use an agent to help you shop and compare plans from multiple insurers.

Among the most popular options marketed by insurance carriers are Health Maintenance Organization (HMO) and Preferred Provider Organization (PPO) plans. Both have been around for decades and have broad appeal in California. In fact, according to information from the Kaiser Family Foundation State Health Facts, in 2018, HMOs had a 59.2% overall penetration rate in California (vs. 31.6% nationally). The California Health Care Foundation reported an overall PPO penetration rate of 24% in the prior year across all commercial health plans in California, ranging from 15% for large groups, 34% for small groups, and 52% for individual coverage.

Subscriber-members are often attracted to HMOs because of their lower costs and an emphasis on preventive care. What is less appealing for some, however, is an HMO’s limited provider network. An HMO typically limits access to specialists without patients first consulting with a Primary Care Physician (PCP). Using a doctor outside the HMO network also comes with higher out-of-pocket costs.

PPOs, in contrast, may charge members a higher monthly premium, but offer greater flexibility in choosing a doctor or specialist – or when seeking treatment in urgent circumstances.

A somewhat newer coverage option is an Exclusive Provider Organization (EPO) plan, which is a sort of hybrid between an HMO and PPO. An EPO offers a local network of doctors and hospitals from which its members can choose, but may limit benefits when outside the network. EPO coverage may be more affordable than PPO premiums, and EPOs often allow members to self-refer to specialists who are part of the EPO network. Outside the network, there may be no or limited coverage.

Finding Coverage for Your Business and Employees

One way to learn more about your local health plan coverage options is to talk with an employee benefits broker. Consulting a broker does not cost you more – and it can actually help you save on your employees’ coverage. That’s because a local broker is likely to be familiar with the health care providers (including doctors, specialists, and hospitals) that are part of each of the health plans available in your community. If you don’t have a broker, you can search for one here.

Since the Affordable Care Act (ACA) was signed into law 10 years ago by President Barack Obama, ACA-compliant group health plans are required to include coverage for what the legislation describes as essential health benefits (EHBs).

The ACA’s 10 EHBs include:

For additional information, visit the HealthCare.gov website.

ACA-compliant plans are available in four metal tiers: Bronze, Silver, Gold, and Platinum. Each of the tiers represents a different level of cost sharing for the insured, as shown below:

ACA Metal Tier Health Plan/Insurance Pays Insured Pays
Bronze 60% 40%
Silver 70% 30%
Gold 80% 20%
Platinum 90% 10%

Deciding which ACA tier is right for you and your employees

There are important things to consider when selecting the tier of coverage for your group. A Bronze tier plan offers the lowest monthly premium, but also higher costs when you need to seek care. The deductible (the amount paid before the insurance plans starts to pay) on a Bronze plan can be thousands of dollars annually.

A Bronze plan can be a good choice if you’re looking for a way to protect yourself from a worst-case scenario, such as a major illness or injury. While your monthly cost may be low, you will have to pay for most routine care on your own (except for preventive care and wellness services, which are part of EHB coverage).

If you are considering a Silver tier plan, you can expect a more moderate monthly premium and moderate costs when seeking care. You’ll find a deductible on a Silver plan is typically lower than a Bronze plan deductible.

If you are willing to pay a slightly higher monthly premium, you’re likely to find more of your routine care covered under a Silver plan (as compared to a Bronze tier plan).

A Gold tier plan has higher monthly premiums than a Bronze or Silver plan, but it offers lower costs when you need care, because as shown above in the table, it typically pays 80% of medical costs. A Gold tier plan also usually offers a lower deductible before your plan begins to pay.

If you or your employees have a greater need for care, and you’re able to pay the higher premium for coverage, you may find a Gold plan is a good value.

A Platinum tier plan comes with the highest monthly premium, but the lowest costs when you get care. Deductibles are often very low, which means you plan starts paying its share of the costs earlier than plans in other tiers (like Bronze, Silver, or Gold).

If you frequently require medical services and are able to pay the higher Platinum tier premium, it may be worthwhile given that 90% of medical costs will be covered by your plan.

The HealthCare.gov website offers more information about calculating your “total costs of care” here.

What’s the Minimum?

You don’t have to be a large group to purchase group health insurance. Health plans write groups with as few as two covered persons (a business owner and an employee). It’s worth noting, though, that some carriers will not write a husband and wife group if both are owners of the business, or a business that is a sole proprietorship.

Employer Mandate

If your small business qualifies as an Applicable Large Employer (ALE), you are subject to the ACA employer mandate, which is sometimes referred to as the Employer Shared Responsibility Payment. The mandate affects employers with 50 or more full-time and full-time equivalent employees (working 30 or more hours weekly). It requires ALEs to offer health insurance that is “affordable” and provide minimum value to 95% of full-time employees and their children until they reach age 26. Failing to offer such coverage could subject your business to ACA penalties, which in 2020 range from $2,570 t $3,860 per employee depending on the violation (section 4980H (a) or 4980H (b)).

Affordability is determined by whether the employee share of the premium for the lowest-priced, self-only coverage does not exceed a specified percentage of the employee’s household income; for 2020, it is 9.78%; in 2021, it will be 9.83%. If an employee’s share of the premium cost exceeds this threshold, you must increase the employee’s subsidy to make coverage more affordable.

If you’re not sure if your business is an ALE (subject to the mandate), you can use the Small Business Health Options Program (SHOP) calculator here, or the calculators on the CaliforniaChoice website. (Just click on “ACA Calculators” in the lower-right corner of the home page.)

Multiple Options Available

If you are shopping for Group Health Insurance, you will likely be able to choose from several different health plan options for your small business. Some carriers offer one, two, or a few plan types, while others may offer dozens. An exchange program, like the Covered California public exchange, or the CaliforniaChoice private exchange, offers a range of options, including HMO (Health Maintenance Organization), PPO (Preferred Provider Organization), or EPO (Exclusive Provider Organization) plans.

Each type of plan offers different out-of-pocket costs and co-pays (shared costs), which may or may not include coverage outside of your selected health plan’s provider network service area. For example, some HMOs and EPOs may serve only a limited geographic region.

Talk to a Broker to Learn More

Ask your employee benefits broker or health insurance agent for information about the plans available in your area. A broker can give you a custom quote for your business and employees. If you don’t already have a broker, you can search for one here.

CaliforniaChoice gives you and your employees the freedom to choose from eight different health plans in a single program – plus options for Dental, Vision, Chiropractic & Acupuncture, and Life & AD&D.

To evaluate what option fits your needs, we’re shedding light on the advantages offered by each plan in our plan comparison series. This comparison provides details into the Voluntary Vision programs offered by EyeMed and VSP.

Here’s a snapshot of the two programs:

Voluntary Vision from EyeMed
(Provided by Ameritas) 		Voluntary Vision from VSP
(Provided by Ameritas)
All CaliforniaChoice members and their eligible dependents may enroll in one of the Voluntary Vision plans if the employer elects this coverage.
Comprehensive Benefits: Members access quality vision care and prescription eyewear through a vast network of doctors. Out-of-network coverage is also available. Comprehensive Services: VSP offers members access to the nation’s largest network of eye care professionals. Out-of-network coverage is also available.
Low Fee Exams: In-network benefits offer a low copay of just $10 for an eye exam.
Easy to Use: To find a nearby provider, visit www.eyemedvisioncare.com, click on “Members” and then “Find an Eye Doctor.” VSP Network: To find a VSP doctor or premier retail chain location close to you, visit www.vsp.com, and click on “Find a Doctor.”

There’s also a no-cost Vision benefit available to all CaliforniaChoice members through the Member Value Suite. It includes up to 40% savings on frames and bifocals, 15% savings on non-disposable contact lenses, and exam discounts at participating Doctors of Optometry.

For additional information about CaliforniaChoice, its Member Value Suite, and available Voluntary Vision programs, talk with your employee benefits agent or health insurance broker. If you don’t already have one, we can help you find one here.

Open enrollment is now underway from coast to coast for Individual & Family Plan (IFP) coverage and employer-sponsored health coverage for 2021. If you’re among those employers considering your employee benefits options for the new year, you may wonder about the amount you might pay, advantages of offering coverage, and what you can do to ensure you get the best deal. We have some tips for you.

Offering Insurance May Be Required

The Affordable Care Act (ACA) changed many of the rules about health insurance, and one of them is a requirement that Applicable Large Employers (ALEs) must offer health insurance to full-time and full-time equivalent (FTE) employees (working at least 30 hours per week) as well as their dependent children through age 26. The minimum essential coverage must be both “affordable” and provide “minimum value” to employees.

If you’re not sure if your business is an ALE, there are multiple ACA Full-Time Equivalent Employee Calculators available to help you determine your group size. The CaliforniaChoice private exchange offers one tool, as does Healthcare.gov.

A qualifying plan meeting the minimum value requirement is one designed to pay at least 60% of the total costs of medical services and includes substantial coverage for physician and inpatient hospital services. Sixty percent is equal to the cost sharing for those enrolled in ACA Bronze Tier plans, where the insured pays 40% of the costs for coverage, while the insurance company pays the remaining 60% of costs. Additional information about ACA metal tiers is available on the Healthcare.gov website.

No More Pre-existing Conditions Exclusions

One of the most significant changes brought about by the ACA is the elimination of the pre-existing medical condition limitations or exclusions. In the days preceding the ACA, it was common for insurers to limit or exclude coverage for health conditions that predated the effective date for coverage. Today, all ACA-qualified health plans will write coverage for an individual regardless of his or her health, and all persons of the same age can expect to pay the same for their coverage.

To learn more about “what’s included” in ACA-compliant health coverage, read our related post, How to Get Group Health Insurance — and What It Covers.

Cost Considerations

If you’re wondering about costs, you should know there are many factors that go into calculating your costs for employer-sponsored health insurance. These include:

CaliforniaChoice lets you choose a Fixed Percentage of 50% to 100% of the cost of a specific plan and/or benefit – or a Fixed Dollar Amount for each employee. (The contribution needs to be the same for all employees.) Then each of your employees applies your contribution to the premium for the coverage he or she likes best. If the premium exceeds your contribution, the employee pays the difference. Link here to watch the CaliforniaChoice video on Defined Contribution on YouTube.

The Kaiser Family Foundation (KFF) annually publishes an employer survey on health benefits costs, which provides a detailed look at premium, cost-sharing, and other trends. Among the 2020 highlights are an average premium of $7,470 for single coverage and $21,342 for family coverage. The family premium for workers at smaller firms is slightly lower than for those at large firms ($20,483 vs. $21,691). Both single and family coverage premiums are up four percent from 2019. A detailed summary of the KFF 2020 survey is available here. 

Advantages of Offering Coverage

In addition to helping you attract and retain employees, there is another big reason to consider health insurance and other benefits for your workers: tax savings.

Benefits are not taxable to employees for FICA (the Federal Insurance Contributions Act) or income tax withholding purposes, nor are they taxable for you for purposes under FICA and FUTA (the Federal Unemployment Tax Act).

According to the IRS, if an employer pays the cost of an accident or health plan for employees, including an employee’s spouse and dependents, “. . . the employer’s payments are not wages and are not subject to Social Security, Medicare, and FUTA taxes, or federal income tax withholding.”

It is worth noting, however, that the cost of health insurance benefits must be included in the wages of S Corporation employees who own more than two percent of the corporation.

Supreme Court Review of ACA

The U.S. Supreme Court heard arguments in the case challenging the constitutionality of the Affordable Care Act during the week of November 11, 2020. It’s a case that could substantially disrupt health care coverage for millions of Americans – whether they get coverage through their employers, the state and federal exchanges, Medicaid, or elsewhere.

The ACA challenge brought by Republican attorneys general is based on an argument that the ACA’s individual mandate provision was made unconstitutional by a 2017 tax change by Trump administration. Under that update to tax law, Congress reset the ACA penalty for not having health insurance to zero effective in 2019. How – or when – the Court will rule on the constitutionality of the ACA is unknown at this time. Watch for more news on the matter in future posts on our site.

Learn More by Talking to a Broker

To get more information about how you might implement an employee benefits program, talk with a broker. A broker can provide a customized quote for you, your business, and your employees. If you’re not currently working with a broker, we can help you find one here. If you want coverage to begin in January, you’ll want to act soon.

The 2020 holiday season will be unlike any other you and your workers have experienced thanks to COVID-19. That doesn’t mean you should skip celebrating the upcoming holidays with your employees. In fact, coming together – even virtually – is important to building and maintaining team morale. Be sure, though, you do it in a safe and comfortable way for all.

Here are several ideas to consider.

Start by Decorating

Everyone likes a festive office. If your employees have returned to work, even for reduced days, a decorated space sets a positive tone. You may also want to give awards for individually decorated cubicles or offices. This will add some friendly competition to the mix. If your workforce is mostly remote, you can base your contest on home decorations.

Get the Trees Involved

Decorating does not have to be limited to the office or home. Whether your employees celebrate Christmas or not, they may still enjoy a tree-decorating contest. This can happen on site or remotely. On-site workers can decorate on a staggered schedule to uphold social distancing. Remote workers can compete against each other with their home-decorated trees.

Classic Ugly Sweater Contest

The ugly sweater contest never seems to gets old. It’s a chance for your team to be creative. Define categories – funniest, ugliest, and most festive – and have employees vote on each one. Prizes can go to the winner in each category. This competition is particularly easy to coordinate whether staff is on- or off-site.

Holiday Party with a Twist

Unfortunately, a big, in-person holiday party is probably not an option this year. If you do attempt a socially distant party, all employees should wear masks. Many companies are opting for virtual holiday parties this year. You could get together on a video conference platform like Zoom, Skype, or Microsoft Teams, and play holiday-themed games and music.

Virtual Gift Exchange

Something else you can do virtually is a gift exchange. You can ask employees to share a short list of gift items or gift cards they would like, and then draw names among those who volunteer to take part. (It’s a good idea to make the whole thing voluntary, since some staff may not celebrate Christmas.) You can ask that all items be mailed to your office and then redistribute them to employees’ home addresses, share addresses so employees can mail items directly to their coworkers, or limit gifts to e-cards that can be sent via email. The folks at Teambuilding.com offer other Secret Santa ideas here.  

We offer tips on streamlining your gift giving using Cal Perks here. ADD LINK TO OTHER POST FOR DECEMBER

Start Planning Now

If you haven’t started planning, now is the time. Don’t wait to announce your plans. Give your employees something to look forward to – and a chance to prepare for your holiday activities.

You and your employees know that having choices is important. We do, too – “choice” is part of our name. CaliforniaChoice gives you the freedom to choose from eight different health plans in a single employee benefits program.

However, having choices is not enough if you don’t understand how each of the health plans we offer differ from one another. You need to understand the advantages offered by each. Our ongoing series of plan comparisons breaks it down for you.

The comparison below looks at Anthem Blue Cross and Sutter Health Plus, two of the statewide health plans available through CaliforniaChoice.

Anthem Blue Cross

Among the top insurers in the state, Anthem Blue Cross delivers health insurance coverage to millions of Californians. The insurer offers health improvement programs, simplified administration, and flexible, innovative benefits. 

Anthem Benefits Overview

Sutter Health Plus

A not-for-profit health plan, Sutter Health Plus serves the Greater Central Valley, Sacramento, and San Francisco Bay Area areas of Northern California, offering competitively priced HMO health plans. With Sutter Health Plus, you have access to a high-quality provider network that includes many of Sutter Health’s nationally respected and recognized hospitals, doctors, and other health care services – all at an affordable price.

Sutter Health Plus Benefits Overview

The CaliforniaChoice Advantage

You can offer your employees coverage from eight health plans through CaliforniaChoice – so it’s easy to find one that best meets their unique health care needs. For example, one employee might select Anthem Blue Cross because it includes a preferred doctor, while another employee might choose Sutter Health Plus because of its premier regional provider network. With CaiforniaChoice, they both get what they prefer, while other employees have access to six additional regional and statewide health plan options.

CaliforniaChoice offers other advantages, too. Like one monthly bill for all employees’ coverage, a Member Value Suite with discounts on gym memberships and fitness gear, a Business Solutions Suite that includes a no-cost Premium Only Plan, and a single email and toll-free phone number for customer care.

Visit our website again to see other CaliforniaChoice plan comparisons, including:

For additional information about CaliforniaChoice and its Member Value Suite and Business Solutions Suite, talk with your employee benefits agent or health insurance broker. If you don’t already have one, we can help you find one here.

CaliforniaChoice gives you and your employees the freedom to choose coverage from eight different health plans in a single program. “Choice” is a part of our name – and we have been offering more health plan options to Californians since 1996.

Choice is important, but having information to help you understand the advantages offered by each of your health plan options is essential, too. That’s why we launched this ongoing series of comparisons to break it down for you.

The comparison below looks at UnitedHealthcare, available statewide, and Sharp Health Plan, which serves the San Diego area.

UnitedHealthcare

UnitedHealthcare of California provides access to quality care and helps you manage your family’s health care costs. The insurer’s large California HMO network includes local physicians and health care professionals in your community. Offering a combination of benefits, quality care, wellness programs to help keep you and your family healthier, and award-winning customer service makes UnitedHealthcare the smart choice for your family’s health care coverage needs.

UnitedHealthcare Benefits Overview

Sharp Health Plan

Sharp Health Plan is the only local, commercial health plan serving San Diego since 1992. As a non-profit company, Sharp Health Plan gives back to the community by providing access to affordable health care of the highest quality, serving a variety of organizations ranging from small businesses to large employers to municipalities.

Sharp Health Plan Benefits Overview

The CaliforniaChoice Advantage

With CaliforniaChoice, you and your employees can find a health plan that best meets your individual needs. One of your employees might choose UnitedHealthcare because of its statewide provider network. Another employee might prefer the benefits of a “hometown” health care provider like San Diego-based Sharp Health Plan. With CaliforniaChoice, they both get what they want – plus the option to choose from six other plans, too.

The advantages of CaliforniaChoice are not just for your employees. There are benefits for you, too — like the ability to manage all of your employees’ health insurance benefits in a single program and pay just one monthly bill. CaliforniaChoice also offers single source administration for enrollment, eligibility, and customer service.

Check back to see additional CaliforniaChoice comparisons for these health plans:

An employee benefits agent can help you learn more about all of the advantages and coverage options from CaliforniaChoice. If you do not have an agent, we can help you can find one here.

CaliforniaChoice gives you and your employees the freedom to choose from dozens of coverage options from eight different health plans — in a single program.

Since 1996, we’ve understood that health care is not one size fits all. When it comes to something as important as your health, you deserve the freedom to choose the plan that fits your unique needs. You also need to understand your options. That’s why we’re highlighting the advantages of each of the eight participating health plans available through CaliforniaChoice. This ongoing series of comparisons gives you valuable insights into each plan.

This comparison looks at Sutter Health Plus, which is available regionally in Northern California, and UnitedHealthcare, available statewide in California.

Sutter Health Plus

A not-for-profit health plan, Sutter Health Plus serves the Greater Central Valley, Sacramento, and San Francisco Bay areas of Northern California, offering competitively priced HMO health plans. With Sutter Health Plus, you have access to a high-quality provider network that includes many of Sutter Health’s nationally respected and recognized hospitals, doctors, and other health care services – all at an affordable price.

Sutter Health Plus Benefits Overview

UnitedHealthcare

UnitedHealthcare of California provides access to quality care and helps you manage your family’s health care costs. The insurer’s large California HMO network includes local physicians and health care professionals in your community. Offering a combination of benefits, quality care, wellness programs to help keep you and your family healthier, and award-winning customer service makes UnitedHealthcare the smart choice for your family’s health care coverage needs.

UnitedHealthcare Benefits Overview

The CaliforniaChoice Advantage

With CaliforniaChoice, you can offer your employees coverage from eight health plans, so they can easily find the one that meets their needs. For example, one employee could choose Sutter Health Plus because of it offers treatment through many of its own facilities, while another employee might select UnitedHealthcare because of its wide provider network across the state. With CaliforniaChoice, they both get what they want.

CaliforniaChoice offers more than great health insurance. There are other advantages, too. Like one monthly bill for all of your employees’ coverage, value-added benefits like the Member Value Suite and Business Solutions Suite, and a single email and toll-free phone number for enrollment, eligibility, and customer care.

Visit our blog page to see other comparisons for CaliforniaChoice plans, including:

For additional information about all of the advantages offered by CaliforniaChoice, talk with your employee benefits agent or insurance broker. If you don’t have one, we can help you find one here.