Choose FreedomCare because it is the law… and because not compliance will be very painful in a number of ways.
Choose FreedomCare because it is the best option for the company’s culture.
Choose FreedomCare because it will attract better employees.
Choose FreedomCare benefits because this choice will make your company more profitable because better employees correlates into better productivity.
Choose FreedomCare for your family because this is the only ACA-ObamaCare option that can make your company more profitable and allow owners to protect assets, transfer wealth, reduce tax and avoid probate.
November 15 - Enrollment Deadline
Too many employers think that their ObamaCare deadline is December 31, 2014… But that is only partially correct.
Employees may enroll at Exchanges effective November 15, 2014 making this an effective deadline.
Failure to already have an ACA compliant coverage option prior to enrollment can be very expensive.
The Exchanges will report non-compliant employers to the regulatory authorities.
To avoid being placed on an IRS non-compliant list have you ACA compliant plan in place prior to November 15.
ObamaCare Is Not A Disease
FreedomCare has the best elements of time tested risk management strategies to include risk retention, risk transfer and progressive company culture.
Substantial financial advantages only found in the 831b tax preference provided to small captive insurance companies are very material to company owners, their families and other key employees.
Structural and regulatory flexibility to comply with the Affordable Care Act that traditional insurance products simply do not consider or offer.
A turn-key solution; Education, enrollment services, ongoing administration, claims management and Self Directed Insurance Trust (SDIT) management.
FreedomCare is the singular / exclusive coverage mechanism that creates a format to actually profit (yes profit) from the introduction of the ACA – ObamaCare.
Self-Insurance is one of the most overused and misused terms in the insurance industry.
Self-Insurance in practice and execution is much more that a large deductible and/or a large co-payment.
Self-Insurance should be part of a risk management culture and more than an undercapitalized rainy-day fund devoid of strategic planning.
Self-Insurance is a pathway into ERISA and a strategic way to navigate through ObamaCare profitably.
Self-Insurance is made easy and simple with FreedomCare via its turnkey solution.
Captive insurance is neither esoteric nor exotic but instead a strategic option available to companies of various size for nearly three decades.
Captive insurance is part of a company’s strategic choices and an election and a process demanding strategic planning, commitment and professional execution.
A business Trust is established primarily to protect assets of the company and its owners.
A business Trust creates an asset transfer mechanism and may control how beneficiaries can receive assets.
A business Trust assists in avoiding probate.
Any company that has a strong risk management culture, takes the long-view regarding wealth management and has strategic perpetuation plans can take full advantage of FreedomCare’s unique Self Directed Insurance Trust (SDIT) turnkey option.
A.C.A – ObamaCare Solved
The FreedomCare advantage is the unique fusion of self-insurance, captive insurance and a business trust.
This fusion of strategies is neatly package as a turnkey product.
The first benefit of this fusion is the time tested risk management and risk transfer mechanisms resulting in increased productivity and profit.
The second benefit is from the captive insurance (831b) tax preference that can have a material impact regarding retained income not found anywhere else.
The next benefit is from the long range planning, asset protection – asset transfer the company owners will enjoy typically found within a well-structured business trust.
A & B Taxes
What are the A-Tax and the B-Tax? In the simplest terms these two taxes are as follows:
A-Tax of $2000 per employee - per year when a company fails to offer healthcare to less than 70% of their full time employees.
B-Tax of $3000 per subsidized employee - per year if the employer fails to offer a plan that is affordable and minimum value.
What happens when an employee goes to an exchange and declares that their employer is knowingly non-compliant with the Affordable Care Act Laws?
Where does the exchange send that noncompliant employer information to? (Read - IRS)
What can state and federal regulatory authorities do with this non-compliant employer information and what other scrutiny can a state or federal authority deliver?
What kind of “whistle-blower” protections does an employee or class of employees receive when they report non-compliant employers to regulatory authorities?
Pundits and Traditional Solutions
ACA-ObamaCare pundits have complained and vilified and fought what is now the law.
Similar pundits attacked Social Security and promised the courts or the next congress or the next administration would make this entitlement go away.
The Affordable Care Act – ObamaCare is the law validated by the US Supreme Court.
Insurers are participating and profiting in Exchanges while more and more hospitals groups and other providers are embracing the Affordable Care Act.
Companies can choose to be non-compliant and be heavily penalized… or
Companies can choose a solution…
A solution that improves company culture, a solution that improves company productivity and a solution that improves company profit margins.
Isn’t it time to stop arguing about the Affordable Care Act and review the best solutions for your company?
There is only one Affordable Care Act solution that will allow a company to be 100% compliant and also profit from the new law and the one solution is FreedomCare.