Employee Benefits Solutions

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HMO/PPO/HDHP Options – Florida Blue, Cigna, Aetna and UnitedHealthcare all provide a mix of HMOs, PPOs and HDHPs, giving employers flexibility when designing benefits.

High‑Deductible Health Plans (HDHPs) – several carriers, offer HDHPs that can be paired with Health Savings Accounts (HSAs) and supplemental coverage.

Self-funded Group Health Plans -

For employers who want more control over their benefits and potential cost savings, self-funded options can offer significant savings and flexibility when structured correctly.

Individual Coverage HRA (ICHRA) for Group Settings

An Individual Coverage Health Reimbursement Arrangement (ICHRA) is a formal group health plan that allows organizations to reimburse employees tax‑free for their individual health insurance premiums and other medical expenses

• Flexibility for Employers – employers of any size can offer an ICHRA either as a stand‑alone benefit or alongside a traditional group plan.
• .Employee Choice – instead of being limited to one group policy, employees select individual plans that suit their needs and are reimbursed up to the allowance set by the employer
• Tax Advantages – reimbursements are free from payroll taxes for employers and income taxes for employees.

Protect Your Team from Financial Surprises with GAP Insurance

At Trainor Benefit Solutions, we know that even the best health plans can leave employees facing unexpected out-of-pocket costs. Group Accident Protection (GAP) insurance is designed to bridge those gaps by covering expenses that traditional health insurance doesn’t fully address—helping your workforce feel confident and secure.

When your staff worry less about bills, they can focus more on their work. GAP insurance can:

• Reduce stress over medical expenses
• Increase employee satisfaction and retention
• Enhance benefits without driving up core health premiums

If an employee incurs an eligible expense, GAP insurance pays a fixed benefit toward those costs.

Common Coverage Areas

• Deductibles and coinsurance
• Hospitalization and emergency room visits
• Outpatient procedures
• Diagnostic tests and imaging

Protect Your Employees with Supplemental Hospital Plans

Unexpected hospital stays can strain any family’s finances, even when they have good medical coverage. Supplemental hospital insurance—also known as hospital indemnity insurance—gives employees added peace of mind by paying a fixed benefit if they’re admitted to a hospital or other covered facility. 

Outpatient and Mental Health Coverage: Many hospital indemnity plans provide non‑confinement benefits for follow‑up doctor visits, outpatient surgeries, urgent care or emergency room visits, and they may include benefits for mental health or substance‑use treatment.

It’s not major medical insurance and doesn’t satisfy the Affordable Care Act’s minimum essential coverage requirement; instead, it provides a cash payment directly to the insured person or their designee. 

Offering supplemental hospital insurance can demonstrate a commitment to employee well‑being and improve job satisfaction. Many workers believe their health plan isn’t enough to cover a major medical event

Oral health is an important part of overall wellness. Most dental plans follow a “100‑80‑50” structure:

• Preventive Care (100 %) – Routine exams, X‑rays, cleanings, fluoride treatments and sealants are often fully covered.
• Basic Services (80 %) – Fillings, simple extractions and periodontal treatments typically receive 80 % coverage.
• Major Services (50 %) – More complex procedures such as crowns, implants, bridges and dentures are usually covered at 50%.

Plans generally include a modest deductible (around $50 for an individual) and coinsurance for certain services, plus an annual maximum benefit (often $1,000–$2,000)

Vision insurance is a supplemental plan that helps pay for routine eye care and prescription eyewear. It focuses on preventive services such as annual eye exams rather than treatment for medical eye conditions.

Coverage

Most vision plans pay for one eye exam each year (often with a small copay) and provide an allowance for glasses or contact lenses. Some plans also offer discounts on lens coatings or laser vision correction.

Exclusions

Vision insurance generally doesn’t cover treatment of eye diseases or injuries, non-prescription glasses, sunglasses or additional exams.

By reducing out-of-pocket expenses for exams and glasses, vision insurance can make routine vision care more affordable. 

Disability insurance replaces a portion of income when an employee cannot work due to illness or injury:

• Short‑Term Disability (STD) – Benefits begin quickly (waiting periods often 0‑14 days) and typically last up to two years. STD covers maternity leave, minor surgeries and temporary injuries.
• Long‑Term Disability (LTD) – Designed for serious or chronic conditions. Benefit periods can last several years or to retirement age, with waiting periods of several weeks to month.
• Additional features may include cost‑of‑living adjustments, partial (residual) disability coverage, return‑of‑premium options, and riders that protect against losing coverage.

Providing both STD and LTD gives employees peace of mind that their income is protected regardless of the length of a disability.

Cancer insurance provides additional financial protection beyond medical insurance:

• Policies offer benefits at every stage—from annual cancer screenings and diagnostic exams to hospital stays, surgeries and anesthesia.
• During treatment, benefits may cover chemotherapy, radiation, stem‑cell or bone‑marrow transplants, and experimental therapies.
• Supplemental coverage can also reimburse home health care, transportation and lodging, reproductive services, reconstructive surgery and prosthetics.
• Many plans pay cash for preventive screenings, an initial diagnosis, and continued care—helping employees manage both medical and non‑medical expenses during recovery.

Cancer policies address the high out‑of‑pocket costs that often accompany a major diagnosis and allow your employees to focus on recovery.

Critical illness insurance pays a lump-sum cash benefit when a covered condition (e.g., heart attack, stroke, cancer) is diagnosed. Benefits can be used for deductibles, lost income, travel for treatment, experimental procedures and everyday expenses. 

• Offered through employers; premiums are often payroll‑deducted and may be subsidized by the employer.
• Usually guaranteed-issue, meaning employees can enroll without answering health questions. However, policies may exclude pre‑existing conditions and reduce benefits at older ages.
• Benefit amounts commonly range from $5 k–$500 k and cover serious illnesses such as invasive/non‑invasive cancer, heart attack, stroke, kidney failure and organ transplants.
• Tiers typically include a low option ($5 k–$15 k), mid option ($20 k–$30 k) and high option ($40 k–$50 k+) with premiums rising for higher benefits. Younger employees can obtain coverage for just a few dollars per month, while those in their 50s may pay around $50/month for modest coverage.

Accident insurance provides a cash benefit to employees (or their families) if they are injured in a covered accident. This coverage helps with costs that traditional health insurance may not fully pay for.

• Pays a lump-sum or scheduled benefit when an accident occurs (e.g., broken bones, ER visits, hospital stays).
• Benefits are paid directly to the employee, who can use the money for medical or non-medical expenses (like bills, transportation, or childcare).
• Coverage is typically guaranteed issue (no medical questions).

What It Covers

• Emergency room and urgent care visits for accidents
• Ambulance transportation
• Hospital admission and confinement for accidents
• Surgeries related to accidents
• Follow-up care and physical therapy
• Common injuries such as fractures, dislocations, burns, or concussions

Enhance Your Employee Benefits with Group Life Insurance

• Low‑ or no‑cost protection: Employers often pay most or all of the premiums for base coverage, which provides a death benefit to the beneficiary if the insured employee dies while the policy is in force
• Coverage tied to salary: Benefits are commonly based on a multiple of the employee’s salary, and premiums increase by age bands over time
• Not portable: Group term life insurance usually ends when employment terminates. Some plans allow employees to convert their coverage to an individual policy, but premiums can be higher.

Supplement Your Protection with Voluntary Life Options

Basic group life may not offer enough coverage to support a family long‑term. Many employers allow staff to purchase additional life insurance for themselves or their dependents

Supplemental coverage can fill gaps and deliver tailored protection.

Freshbenies is a bundled membership that helps employees control healthcare costs and simplify care:

• Advocacy support – A personal healthcare advocate helps find highly rated, cost‑effective doctors, compare procedure costs and review medical bills.
• Telehealth services – Members get 24/7 access to U.S. doctors with no visit fee for routine issues, plus behavioral telehealth with therapists and psychiatrists at a fraction of the cost of in‑person visits. Upgrades can include $0 virtual primary care visits.
• Savings networks – Discounts on prescriptions, dental and vision services (10–85 % on medications, 20–40 % on dental and 10–60 % on vision) help reduce everyday healthcare costs.
• Member tools – The membership includes a mobile app, portal, digital wallet and utilization dashboard to track savings and usage.

By packaging advocacy, telehealth and discount programs together, freshbenies offers employees convenient, cost‑effective access to care.

Benefits enrollment platforms are digital systems that streamline how employees choose, review, and manage their benefits (health, life, dental, vision, supplemental products). Enrollment tools make the process simpler for both HR teams and employees.

Key Features

• Online Enrollment: Employees can review plan options, compare costs, and enroll from any device.
• Decision Support Tools: Calculators, plan comparison charts, and guided questions help employees select the right coverage.
• Document Management: Centralized storage for plan documents, SPDs, compliance notices, and forms.
• Integration: Connects with payroll, HRIS, and insurance carriers for seamless data flow.
• Self-Service Access: Employees can make life event changes, update dependents, and view coverage year-round.

Benefits to Company

• Efficiency: Reduces paperwork and manual errors.
• Compliance: Ensures proper tracking of ACA requirements, COBRA notices, and eligibility.
• Reporting: Real-time data on participation, costs, and trends.
• Cost Savings: Fewer administrative hours spent on enrollment.
• Employee Engagement: Modern, user-friendly experience improves benefit understanding and satisfaction.