Services
Protect and retain what matters most by customizing your benefits to your budget.
We create custom tailored insurance solutions from across an entire industry of options...
Group Health Reimbursement
QSEHRA
+
- Qualified Small Employer HRA: Individual coverage for your employees, and available for small employers with fewer than 50 full-time employees. It reimburses employees on a tax-free basis for their individual health insurance premiums and other qualifying medical expenses.
ICHRA
+
- Individual Coverage HRA: An employer-funded health reimbursement arrangement that allows employees to purchase their own individual health insurance.
GCHRA
+
- Group Coverage HRA: A health reimbursement arrangement for employees with group health insurance, used to cover expenses not fully covered by the group plan.
EBHRA
+
- Excepted Benefit HRA: A health reimbursement arrangement offering limited benefits for expenses like dental or vision, without requiring enrollment in a group health plan.
Taxable Stipend
+
- A fixed sum of money provided by an employer to cover specific expenses (like health insurance or commuting), but it is treated as taxable income, meaning it is subject to income and payroll taxes.
Stewarded Custom HRA
+
- A custom Health Reimbursement Account tailored to fit your organization.
Traditional Group Insurance
HMO
+
- Health Maintenance Organization: A health insurance plan that requires members to use a network of doctors and hospitals and typically needs referrals for specialists.
PPO
+
- Preferred Provider Organization: A health insurance plan offering more flexibility in choosing doctors and hospitals, with lower costs for in-network providers.
Ministry Sharing Plans
Medishare
+
- A faith-based healthcare sharing program where members contribute to each other's medical expenses.
Samaritan Ministries
+
- A Christian healthcare sharing ministry where members assist each other with medical costs, similar to Medishare.
Additional Coverages
Vision
+
- Insurance coverage specifically for eye care, including exams, glasses, and contact lenses.
Dental
+
- Insurance coverage for dental care, including routine check-ups, cleanings, and more complex procedures.
Group Disability
+
- An employer-provided insurance plan that offers income protection to emplyees who become unable to work due to a disability.
Group Life
+
- A life insurance policy provided by an employer that offers coverage to a group of employees, typically at lower rates than individual policies.
Solutions that help you win...
software that makes it easy.
Providing you and your team with all the tools they need to take charge of their health.
Employer portal
Employee portal
Easy to use app
Convenient reimbursements
Integrated debit card system
Case Studies
No case study is used to imply future performance. Case studies are intended to illustrate services available through the adviser. They do not necessarily represent the experience of any clients.
Case Study
ICHRA Case Study: Colorado Christian School Finds Cost-Effective, Flexible Health Benefit Solution
A Christian school in Colorado with 16 full-time employees faced challenges with their existing group health insurance plan. The school sought a more flexible and cost-effective health benefit solution that would better serve their diverse staff, ranging from young teachers to near-retirement administrators.
The Challenge
The school's previous group health insurance plan was becoming increasingly expensive, with annual premiums reaching $106,365. This high cost was straining the school's budget and offering little flexibility for employees with diverse healthcare needs. The school wanted to:
- Provide comprehensive coverage
- Allow employees flexibility in choosing health plans
- Decrease annual premium costs for both the school and employees
- Reduce employees' annual deductibles
- Minimize administrative burden
The Solution: Implementing an ICHRA
After careful consideration, the school decided to implement an Individual Coverage Health Reimbursement Arrangement (ICHRA). This approach allowed them to:
- Set a defined budget ranging from $350 for younger employees to $750 for those closer to retirement
- Give employees the freedom to choose their own health insurance plans
- Control costs while still offering a valuable benefit
Implementation
The school partnered with STEWARDED. to set up and manage the program, ensuring compliance and minimizing the administrative burden on school staff. Employees were educated about the new benefit and assisted in selecting individual health plans that best fit their needs.
Results
The implementation of the ICHRA led to significant positive outcomes:
Cost Savings: Annual healthcare costs decreased from $106,365 to $78,036, resulting in a 27% overall savings.
School Savings: The school saw annual savings of 13.5%.
Employee Savings: Employees experienced an impressive 44% annual savings.
Reduced Deductibles: Employee annual deductibles decreased from $9,100 or $3,000 under group coverage to $1,700 with the ICHRA.
Improved Flexibility: Employees now have the ability to choose plans that best suit their individual or family needs.
Simplified Administration: The school experienced a significant reduction in administrative burden related to healthcare benefits.
Conclusion
By implementing an ICHRA, the Colorado Christian school successfully addressed its healthcare challenges. The solution provided comprehensive coverage, flexibility for employees, and substantial cost savings for both the school and its staff. The school now has better control over its annual healthcare budget while offering a highly valued benefit to its employees. The success of this program is evident in the improved employee satisfaction and retention rates, making it a win-win solution for both the school and its staff.
Case Study
QSEHRA Case Study: Colorado Church Finds Flexible, Cost-Effective Health Benefit Solution
A Colorado-based church with an attached preschool faced challenges with their existing group health insurance plan. With 25 full-time employees and 15 part-time staff, ranging from young teachers to senior pastors and administrators, the church sought a more flexible and cost-effective health benefit solution.
The Challenge
The church's previous group health insurance plan was becoming increasingly expensive, with annual premiums reaching $300,000. This high cost was straining the church's budget and offering little flexibility for employees with diverse healthcare needs. The leadership wanted to:
- Provide comprehensive coverage
- Allow employees flexibility in choosing health plans
- Control annual healthcare costs
- Minimize administrative burden
The Solution: Implementing a QSEHRA
After careful consideration, the church decided to implement a Qualified Small Employer Health Reimbursement Arrangement (QSEHRA). This approach allowed them to:
- Set a defined budget of $450 per month for single employees and $800 for those with dependents
- Give employees the freedom to choose their own health insurance plans or ministry sharing programs
- Control costs while still offering a valuable benefit
Implementation
The church partnered with a STEWARDED. to set up and manage the program, ensuring compliance and minimizing the administrative burden on church staff. Employees were educated about the new benefit and assisted in selecting individual health plans or ministry sharing options that best fit their needs.
Results
The implementation of the QSEHRA led to significant positive outcomes:
Cost Savings: Annual healthcare costs decreased from $300,000 to $180,000, resulting in a 40-45% savings for the church.
Employee Satisfaction: Most employees now pay virtually $0 out-of-pocket for annual medical costs, leading to high satisfaction with the new benefit.
Flexibility: Employees appreciate the ability to choose plans that best suit their individual or family needs, including traditional health insurance or ministry sharing plans.
Improved Retention: The new healthcare benefit has contributed to excellent employee retention rates.
Simplified Administration: The church experienced a significant reduction in administrative burden related to healthcare benefits.
Conclusion
By implementing a QSEHRA, the Colorado church successfully addressed its healthcare challenges. The solution provided comprehensive coverage, flexibility for employees, and substantial cost savings. The church now has better control over its annual healthcare budget while offering a highly valued benefit to its staff. The success of this program is evident in the improved employee satisfaction and retention rates, making it a win-win solution for both the church and its employees.
Case Study
ICHRA Case Study: Pennsylvania Church Finds Affordable, Flexible Health Benefit
A church in Pennsylvania with 40 full-time employees sought to implement a health benefit for the first time. Facing the challenge of providing comprehensive coverage while maintaining budget control, the church turned to an Individual Coverage Health Reimbursement Arrangement (ICHRA) as a solution.
The Challenge
The church had never offered health insurance benefits before, primarily due to cost concerns. They needed an affordable healthcare solution that would:
- Provide comprehensive coverage
- Offer flexibility to employees with diverse needs
- Control annual costs for the church
- Minimize administrative burden
The Solution: Implementing an ICHRA
After careful consideration, the church decided to implement an ICHRA. This approach allowed them to:
- Set a defined budget ranging from $400 for younger employees to $825 for those closer to retirement
- Give employees the freedom to choose their own health insurance plans
- Control costs while still offering a valuable benefit
Implementation
The church partnered with STEWARDED. to set up and manage the program, ensuring compliance and minimizing the administrative burden on church staff. Employees were educated about the new benefit and assisted in selecting individual health plans that best fit their needs.
Results
The implementation of the ICHRA led to significant positive outcomes:
Cost Efficiency: The church was able to provide health insurance at an average of $371 per month per employee, which was approximately 33% more cost-efficient compared to traditional group health insurance options.
Flexible Coverage: Employees had access to a wide range of networks, including HMO, EPO, and PPO plans, allowing them to choose coverage that aligned with their individual needs.
Budget Control: The church successfully implemented a health benefit while maintaining control over their annual budget.
Employee Satisfaction: The new healthcare plan was viewed as a significant benefit by employees, contributing to improved retention rates.
Simplified Administration: The church experienced a low administrative burden in managing the health benefit.
Conclusion
By implementing an ICHRA, the Pennsylvania church successfully addressed its healthcare challenges. The solution provided comprehensive coverage, flexibility for employees, and substantial cost savings compared to traditional group insurance. The church now has better control over its annual healthcare budget while offering a highly valued benefit to its staff. The success of this program is evident in the improved employee satisfaction and retention rates, making it a win-win solution for both the church and its employees.
How to get started.
Discovery Session
Speak with an advisor for a free, 30-minute discovery consultation to discuss your teams needs, goals, & dynamics.
Strategy Delivery
We review the strategic solution for your insurance plan with your key stakeholders to ensure confidence in our next steps.
Supported Enrollment
We meet with each employee personally to help them choose the options in the plan that works best for them.
Proactive Administration
We support the oversight of the plan for each employee and carry the load for you so you can focus on the mission.
Looking for more than insurance?
Stewarded.financial retirement benefits that help you retain great people.
Our strategic, multi-faceted approach encourages key executives and team members to remain at your organization.
Deferred Compensation Plans
Rabbi Trusts
403(b)
Non qualified Benefit Plans
Pastor Protection Plans
Services
Group Health Reimbursement
Traditional Group Insurance
Ministry Sharing Plans
Additional Coverages
Securities offered through Lion Street Financial, LLC (LSF), member FINRA, SIPC. Investment advisory products and services offered through Lion Street Advisers, LLC (LSA), an investment adviser registered with the SEC. Stewarded. and the above firms are not affiliated. LSF and LSA do not provide tax or legal advice. This site is published for residents of the United States only. Representatives may only conduct business with residents of the states and jurisdictions in which they are properly registered. Therefore, a response to a request for information may be delayed until appropriate registration is obtained or exemption from registration is determined. Not all services referenced on this site are available in every state and through every advisor listed.
Lion Street ADV2, Lion Street CRS
Check the background of this firm on FINRA’s BrokerCheck
