We believe the employer is entitled to prompt and accurate attention, and that the individual plan participant deserves the same focus on his or her health and financial needs. With Allegiance, claims are handled using state-of-the-art technology for efficiency at every step.
Rather than charging a commission, Allegiance charges companies a capitalized fee based on the number of employees served. This assures that we act solely on your behalf, with nothing to gain, for example, by recommending a particular health coverage provider. Unlike insurance companies, our income is not tied to whether plan participants become sick and use health care services.
Our willingness to work on behalf of the client and the participant has been demonstrated time after time. We are highly proactive in negotiating bills for the employer, the plan and the employee. Our strong relationships with health care provider networks and medical facilities give us an edge in accessing centers of health care excellence to meet the needs of the patient, while saving the plan and the individual money. We negotiate so all details are handled reasonably and fairly.
Specific services provided by Allegiance include benefit plan consulting, claim processing and reporting, claim accounting, coordination of Medicare benefits, benefit plan compliance, Section 125 administration (flex plans), managed care coordination, mandated benefits administration, network re-pricing, risk management, reinsurance underwriting, reinsurance intermediary services and many others related to benefit management.
ERISA Compliance Assistance
The Employee Retirement Income Security Act of 1974 set standards for administering private employee benefit plans to protect the interests of people who depend on the benefits. Allegiance assists employers in meeting ERISA rules, including disclosing financial and other information to participants and beneficiaries and complying with reporting requirements. We process claims and assure that benefits are set up and managed according to ERISA.
The Health Insurance Portability and Accountability Act of 1996 made changes to group health coverage rules that affect disability extensions, pre-existing condition limitations and coverage of newborns and adopted children. Subsequent regulations addressed claims and appeals, privacy, security and standardized electronic transactions. Allegiance assures that these rules are fully incorporated into HIPAA administration.
The Consolidated Omnibus Budget Reconciliation Act of 1985 mandated the continuation of group health coverage for qualified terminated employees and their covered dependents. Allegiance assists clients by sending continuation notices to the qualified beneficiaries; coordinating enrollment, coverage and eligibility; administering billing; receiving premium payments; and handling a range of related details until the individual is no longer covered under COBRA.
Strong planning and execution can assure not only the monetary success of your program, but also its enthusiastic acceptance by your employees. We develop custom plans including benefits and features that your company managers believe are meaningful and will meet the needs of the employees. Here, we help you sort through the maze of HMOs, PPOs and insurance companies and creatively design a plan that is valuable to you, the employer, and the plan participant. Plan design includes developing necessary plan documents and summary plan descriptions.
Allegiance can conduct a comprehensive study of your current benefits program, taking into account your company's history of premiums, claims, age range of employees and other details. Such an analysis may help you determine if a self-funded plan is right for your company. Should you decide to stay with your existing benefit plan design and providers, this study will enable you to negotiate with your present insurance carriers from a stronger, more enlightened position.
Human Resource Service
Allegiance can assist you with a broad range of employer compliance issues including the development of employee manuals. Please email: email@example.com, so we may contact you to discuss your options.
Section 105 Reimbursements
We can guide your company in complying with this provision of the Internal Revenue Code by assuring that plans allowing certain expenses to be deducted are implemented fairly and uniformly.