FAQ

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Frequently Asked Questions

Orbital Advisors takes a different approach to healthcare by streamlining systems, eliminating waste and scaling the collective purchasing power required to offer the quality of benefits at the price. Administrative waste is eliminated as well, so that admin costs aren't passed along to any party within the Orbital Advisors benefits system. Our team quickly and consistently identify the most cost-efficient and direct routes to address your healthcare needs without sacrificing quality.
There are no medical underwriting requirements for any companies who join.
There are no pre-existing condition sharing requirements for companies with over 20 employees. Companies with fewer than 20 employees, pre-existing conditions are considered those which have occurred in the 12 months prior to joining. Pre-existing conditions become eligible for sharing based on members' tenure with the plan on a graduated sharing schedule. Please request complete details from your advisor.
Coverage is consistently recognized across all 50 states, meaning that employers with multi-state employees are not required to register in separate states.
Yes. All covered participants may coordinate through the app to elect to use their own doctors. While most doctors are in-network, out of network doctors will be disclosed prior to a visit.
As a general rule, most carriers require that the employer contribute at least 50% of the employee health insurance premium. The employer is not required to contribute to the cost of dependent coverage. With our healthcare solution, the employer contributes a minimum of $125 per month per employee.
Dental and vision insurance are also common benefits. Around 80% of companies offer some degree of employer-provided medical insurance. Employer-provided insurance is offered by a much lower percentage of small businesses that have less than 10 employees. The reason is the cost; employees typically pay between 10% and 20% of the premiums while the employer covers the rest.2 It’s not easy to balance the types of employee benefits that could be offered to reward and retain top talent while ensuring that your business operates sustainably. If medical insurance is too great an expense for your company, you can look for other ways to reward your employees or can build the cost of medical insurance into your future business goals.
Life insurance is a less common employer-provided benefit than medical insurance—it’s offered by roughly half of companies—but it’s valued highly by employees. Sixty percent of employees report that life insurance matters to them, so there are many more people who want this benefit than are able to access it.2 And life insurance is more than just an attractive offering that employees want—it’s a promise to shield and protect your staff and their loved ones. Like medical coverage, life insurance serves both a practical and symbolic function by showing employees that you want to take care of them and are actually doing it. There are different options available to small businesses looking to take advantage of this benefit’s popularity, and a financial professional can walk you through them.
Term life insurance. The term is only as long as the employee is employed. How much it covers is up to you. Some businesses provide a small amount where others provide a full year of their salary.
As with life insurance coverage, there’s a significant gap between employees who want long-term disability insurance and the number of companies that actually offer this type of employee benefit. This is another opportunity for small-business owners to attract top talent and really stand out with what they offer and how they support employees. Short-term disability insurance is slightly more commonly offered by companies, but there’s no limitation that keeps you from providing both types of coverage.
If the employer chooses to offer coverage for part-time employees, employees who work as few as 20 hours a week may qualify.
If you have employees, you will typically need to provide a copy of your most recent quarterly wage and tax report (DE-9 in California). Some health insurance companies will consider payroll records to be sufficient documentation of employment. For partnerships and corporations, in which owners may not be drawing wages, you may need to provide a business license, articles of incorporation, or other documents to verify their employment or ownership status.
Yes. There are big differences in rate competitiveness, benefit choices, network access, administrative services, and financial stability.
With a small business health plan, you can provide a valuable benefit to your employees. You can shop for coverage at any time during the year, request a quote from as many companies as you like, compare plans, and choose the coverage you want to offer. You can do it on your own, or with the help of a health insurance broker. Contact us. We make the process simple and easy.
Having a good employee benefits package isn’t simply a benefit for your staff. It also helps your business. When you offer a quality package of benefits, including many of those listed above, it is an attractive feature for potential employees and an appealing reason for current employees to stay. Most employees say that the benefits of a job are nearly half the reason they will take it, and more than half will stay on because of those benefits. Quality employee benefits packages are more critical to retaining employees than raises, so offering small business benefits is very much an investment in your company’s future. A good benefits package tells prospective employees that you value their talent and skill and are willing to compensate them adequately for what they contribute to your company. It attracts a diverse array of potential employees and ensures you can select the best candidates for each job. Current employees are incentivized to stay when they have what they need to provide for themselves and their families and have some security for the future. Good employee benefits offer this in ways that wages can’t, which is why employees are more likely to stay on when their benefits are good, and they feel valued. We help small business owners provide big company benefits at affordable prices.
There is no incentive for health insurance companies to lower premiums as the system is not designed for preventative care. Through our self-funded healthcare, we decrease your healthcare costs and provide a solution your employees will use.
Most group health insurance policies are purchased as a month-to-month contract. When discontinuing the plan, notify the insurer in writing.
You can change your benefits program at any time. Employee benefits will become effective on the first day of the month following the month of enrollment.
Yes, our plans provide companies with an avenue to meet Minimum Essential Coverage (MEC) and Minimal Value Plan (MVP) requirements stipulated by the Affordable Care Act.
Any need can be requested at any time by simply calling us or entering the need into our app. Our medical coordinators will reach out -- usually within 30 minutes -- to address the specific need.
One of the primary considerations new employees have when applying for a job is the wage paid. Payment for work is standard, whether it is a consistent weekly salary, compensation per hour of work, or payment for services as delivered. Non-wage compensation or employee benefits includes various perks and incentives to improve your employees’ quality of life, increase their security, and encourage them to remain a part of your small business staff. An employee benefits package may include: • Health benefits • Disability coverage • Paid and unpaid vacation and sick leave • Social security • Retirement benefits • Childcare • Profit-sharing in the company Employees may earn other types of benefits as they reach milestones with the company, such as first-choice of assignments, scheduling preferences, or the option to work from home. Our benefits advisors are knowledgeable in all areas of employee benefits.
As a general rule, most insurers require at least 50% of eligible full-time employees to enroll under their plan. The number of eligible employees can be reduced by those who have other “group coverage”, such as coverage through a spouse, parent, Medicare, VA, or second employer. In some cases, employees covered under an individual or Exchange policy may also qualify as an exemption.
Most employees aren’t just working for the present but the future. With families to provide for and retirement on the horizon, savings plans and life insurance become essential elements of good employee benefits. Group life insurance can be a comforting and practical addition to the package. It allows employees to ensure that their loved ones are protected and cared for in the event of an accident, serious illness, or death. Group retirement savings plans are another essential benefit with an eye to the future for your employees. Saving money can be difficult for many people. Having a retirement benefits package that automatically contributes to an employee’s retirement is a valuable incentive for them to continue working for you and will attract the best talent to your company. Our benefits advisors are knowledgeable in all areas of employee benefits.
The so-called “employer mandate” only impacts companies with 50 FTEs (full-time equivalents) or more. Note that this is 50 FTEs, not 50 employees. The law specifies the calculations for converting part-time employees to FTEs. Note also that companies under common control have their employee counts added together for the purposes of qualifying for the employer mandate. Our benefits advisors will educate you on the law while sharing their knowledge in all areas of employee benefits. Potential penalties are in effect for companies with more than 50 FTEs who don’t take certain actions with regard to their workforce. Penalties are assessed if an employer either does not offer health coverage to at least 95% of its full-time employees and their child dependents, if the plan is considered unaffordable, or if the plan does not meet a minimum value test.
If you have 50 or more full-time employees, you are required to provide health insurance or you will be penalized under the employer mandate of the Affordable Care Act. If your company has fewer than 50 full-time employees, you are not legally required to provide your employees with health insurance. An innovative healthcare solution helps small businesses recruit and retain top talent. Orbital Advisors provides big company benefits with small business affordability.
At present, if you are a small business with fewer than 50 employees, you are not required to provide health care coverage. You may also choose to provide coverage to certain employees, but not all, if your decision is not discriminatory, and based on “bona fide employment-based classifications,” such as full- or part-time employment status, salary versus hourly wages, employee tenure, or seniority, or job title. With our solutions, you can offer healthcare to all your employees.
You need at least two full-time “eligible” employees or owners. The two “eligible” can be an owner and an employee, two partners of a partnership, or two officers of a corporation (not husband and wife).
Usually not, although some group health insurers offer some limited flexibility on this issue.
When considering employee benefits, it is important to remember that some are optional, whereas others are required by law. For example, all employers are required to pay Social Security taxes, and employers of a certain size are required to comply with federal family leave and COBRA laws. At the state level, you must participate in the workers’ compensation system, and possibly unemployment and/or disability programs. The Affordable Care Act (ACA) mandates that employers with 50 or more employees provide health insurance or pay a fee. ACA requirements do not apply to part-time workers, but other unemployment and tax obligations may. Orbital Advisors will help you understand the law and create a solution that fits your needs.
As an employer, there are certain benefits you’re legally mandated to provide. This includes social security, unemployment insurance, and worker’s compensation. There are more options companies can include sweetening the package for employees. Health insurance, sick pay, vacation time, and personal leave are common. Other benefits might include disability insurance, life insurance, retirement plans, education reimbursement, and bonuses. Creating competitive employee benefits is simple and easy. Our benefit advisors will guide you.
Under the passage of the Affordable Care Act (ACA), all pre-existing conditions are now covered.
Yes. Insurers are required to present at least two plan options. Our healthcare solution offers an Every Day Care plan and Hospitalization plan.