Archive for the ‘Broker Updates’ Category

ChoiceBuilder March 2021 Updates

For business effective March 1, 2021, ChoiceBuilder is welcoming big groups (up to 500 employees) to their ancillary program.

Offer your larger groups the only place with the nation’s premier dental, vision, chiropractic/acupuncture, and life insurance benefits in a single easy-to-manage program – with both employer-sponsored and voluntary coverage options. Plus, ChoiceBuilder can be offered alongside any medical plan. Get the facts.

Get The Facts

It’s a great way to enhance your clients’ employee benefits package without the high cost of additional benefits or the difficulties of managing different services. There’s one application, one bill, and one point of contact for administration.

With more than 8,000 employers and 130,000 members across the state, ChoiceBuilder offers freedom, simplicity, and affordability with access to the following ancillary carriers:

Download the ChoiceBuilder Program Highlights flyer to learn more.

ChoiceBuilder Program Highlights

Earn a 10% level commission up to 500 lives on both new and renewing business.

Updates

Dental
Two new employer-sponsored coverage options are available to groups with January 1, 2021 and later effective dates:

• Anthem Blue Cross Silver PPO
• Delta Dental Silver PPO

Ameritas (Employer-Sponsored and Voluntary Plans)

• Platinum PPO: The annual maximum benefit has changed from $2,000 to $2,100 for in-network (IN) and out-of-network (OON).
• Gold PPO: The annual maximum benefit has changed from $1,500 to $1,600 for IN and OON.
• Silver PPO: The annual maximum benefit has changed from $1,000 to $1,100 for IN and OON.
• All Plans: A new maternity benefit that provides an additional comprehensive evaluation and cleaning during pregnancy is now included.

MetLife (Employer-Sponsored and Voluntary Plans)

• Benefits paid for preventive services will not count toward the annual maximum benefit. Only benefits paid for basic and major services are applied to the annual benefit maximum. (A great way for members to extend their calendar year dental maximums.)

Vision
VSP Vision Care (Employer-Sponsored and Voluntary Plans)

• VSP will now be available at Sam’s Club and Walmart Vision Centers.
• $180 frame allowance for Silver, Gold, and Platinum plans.
• 12/24/24, 12/12/24, 12/12/12 = frequency options.

EyeMed Vision Care (Employer-Sponsored and Voluntary Plans Provided by Ameritas)

• $100, $130, $150 frame allowance options.
• Silver, Gold, and Platinum plans = 12/12/12 frequency.

Life (Employer-Sponsored Plans)
Assurity Life Insurance Company

• Effective March 1, 2021, Assurity Life will have a new guaranteed issue amount for groups with 200-500 employees of $10,000 – $150,000.

Start quoting ChoiceBuilder today!

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

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Your success is important to us, and we’re actively working on new solutions to support you throughout the year. To get the latest news via text messaging in the future, simply provide your cell phone number here.

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3 Hidden Advantages of an HRA VEBA

While there are many advantages to tax-free Health Reimbursement Arrangement (HRA) Voluntary Employee Benefit Accounts (VEBAs), including rolling funds and investing options, you may be surprised to learn about the additional hidden advantages of an HRA VEBA.

What is an HRA VEBA?

• An HRA VEBA is a type of HRA that allows employers to contribute funds to a trust account on behalf of their employees to help them pay for medical expenses.
• An HRA VEBA offers employees lower initial premiums and provides better control over premium increases.
• This type of account receives a triple-tax advantage: employer contributions to the account are tax-free, funds grow tax-free, and remain tax-free when used for eligible medical expenses.
• Unused funds stay in employee accounts and earn interest. Funds carry over from month-to-month and year-to-year.
• Employees can invest a portion of their funds into the market for additional growth outside of their annual election.
• Active employees must be on an employer-sponsored health plan to be eligible.
• HRA VEBAs are compatible with other pre-tax medical plans such as FSAs.

Three Hidden Advantages

Freedom on Withdrawals

While HRA VEBA funds are accessible in retirement, they are not viewed as qualified retirement plans and are not subject to the same rules as other retirement accounts, namely 401(k) and 403(b) plans.

Instead, account members can withdraw funds from their HRA VEBA at any time. The only rule is to use the funds to reimburse an eligible expense.

This means employees have more freedom on withdrawals. They can withdraw money from the account to pay for eligible expenses before the standard deadline (age 59) without a tax penalty.

Free Debit Cards

The debit cards that come with an HRA VEBA are provided at no additional cost. Plus, the cards come with smart-card technology and the ability to stack multiple plan types on one card.

When a member is enrolled in another pre-tax account and then enrolls in an HRA VEBA, the funds for both accounts are available on the same card. In most cases, the card will automatically pull from the correct account when purchasing eligible items.

Timing Flexibility

While an employer-funded HRA VEBA might raise concerns among employees about enrolling, there is more flexibility with account usage than employees might think.

Not only do employees have access to HRA VEBA funds during their employment, but they can also use the funds in retirement and if they change employers.

This plan’s flexibility is less common among other pre-tax accounts and is one of the more significant hidden advantages of an HRA VEBA.

Who Can Take Advantage of an HRA VEBA?

HRA VEBAs are a great fit for a variety of groups. Municipal/public-sector employers, schools, and universities, as well as Taft-Hartley union groups can benefit the most.

To learn how your employer groups can leverage HRA VEBA accounts to reduce costs and offer employees the healthcare coverage they need, download this flyer.

Contact us at 800.696.4543 or info@claremontcompanies.com for assistance when you’re ready to enroll a group in a BRI HRA VEBA.

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

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Help Your Clients and Their Employees Fully Understand HSAs and HDHPs

High Deductible Health Plans (HDHP) can reduce premiums, and when combined with a Health Savings Account (HSA) they can provide investment opportunities and tax advantages with flexibility over how participants use their healthcare dollars.

What is an HDHP?

An HDHP is a health insurance plan with low premiums and high deductibles (meaning participants pay for more of their health care before the insurance plan pays), compared to traditional health plans. With an HDHP, the annual deductible must be met before plan benefits are paid for services other than in-network preventive care services, which are fully covered.

How does an HDHP work?

In general, a health plan starts paying for eligible medical expenses after the deductible has been met, meaning members must pay out-of-pocket (OOP) up to the amount of the plan’s deductible. This applies to high deductible health plans, as well as traditional plans. The amount of the deductible depends on the plan selected.

HDHPs also protect against unexpected and catastrophic out-of-pocket (OOP) expenses for covered services. Once the annual OOP expenses for covered services from in-network providers, including deductibles, copayments, and coinsurance reach the pre-determined catastrophic limit, the plan pays 100% of the allowable amount for the remainder of the calendar year.

HDHPs are great for people who are healthy and usually go to the doctor once a year for an annual check-up or to get a flu shot (both of these are considered preventive care). As a result of the Affordable Care Act (ACA), no payment is required for preventive care for things like cancer screenings, routine prenatal care visits, and vaccines for illnesses like chickenpox.

HDHP Advantages

• Lower premiums: Most HDHPs come with lower monthly premiums. If only preventive care is needed, which is covered at 100% under most plans in-network, then the lower premiums may help save money in the long run.
• Tax-free spending account: Some qualified HDHPs may be paired with a Health Savings Account (HSA). The funds in an HSA can help pay for eligible medical expenses. The money deposited into an HSA is tax-free, which can also help save money.

HDHP Disadvantages

• Higher deductible: If the deductible is higher it means OOP payments are required for medical care up to that amount before the health plan begins to help pay for covered costs. The exception is for preventive care, which is covered at 100% under most health plans when in-network.
• Costly OOP medical expenses: If an HDHP is selected and there’s a need for non-preventive medical care or costly medical care, all of the deductibles will have to be paid before the plan begins to help pay for covered costs. Depending on the participant’s medical needs, these costs could be significant OOP expenses.

What to Consider When Choosing an HDHP

When choosing between an HDHP and a more traditional insurance plan, consider the participant’s anticipated health needs. Are they likely to require medical care above and beyond preventive? If a participant has a long-term health condition or frequent medical needs, an HDHP will be ineffective. These participants will be faced with the high deductible constantly and will essentially be paying for all medical expenses OOP. If so, an HDHP plan with a lower monthly premium may not be an advantage — a more traditional plan with a higher premium and lower deductible might offer improved cost savings.

What is a Health Savings Account (HSA)?

An HSA allows individuals to pay for current health expenses and save for future qualified medical expenses on a pre-tax basis. Funds deposited into an HSA are not taxed, the balance in the HSA and interest grows tax-free, and that amount is available on a tax-free basis to pay eligible medical expenses, including copays, coinsurance, and deductibles. When enrolled in an HDHP, the health plan determines whether the individual is eligible for an HSA or a Health Reimbursement Arrangement (HRA). Like other pre-tax accounts, money is added into the account before taxes are applied, passing on savings of 30-40% to the participant.

HSA Benefits:

• The participant owns the account and can take it to another job.
• Accounts can be funded by the participant, their employer, or a third party.
• Contribution limits for an HSA are higher than contribution limits for a Medical FSA.
• Participants can change their HSA contributions at any time without the need for a qualifying event.
• The funds carry over from year to year, so participants can build up reserves to pay for health care items and services needed later.
• Investment opportunities are available once there’s a certain amount of money in the account.
• Triple-tax benefit. Funds are deposited into the account tax-free, they grow tax-free and they remain completely tax-free when used for eligible medical expenses. This saves 30-40% on every dollar contributed.

What can HSA dollars be used for?

Eligible medical expenses include doctors, hospitals, prescription drugs dental care/ortho, vision care, chiropractic/acupuncture, lab fees, over-the-counter medicines, and more.

HDHP participants don’t automatically qualify for an HSA. To be eligible for an HSA, participants:

• Must be enrolled in an HDHP HSA-compatible health plan.
• Cannot be enrolled in any other health plan including an HRA or FSA (Limited Purpose FSAs are compatible).
• Cannot be enrolled in Medicare.
• Cannot be claimed as a dependent on someone else’s tax return.
• Cannot be in receipt of VA or Indian Health Service (IHS) medical benefits within the last three months.

If at any point the participant becomes ineligible to contribute to an HSA, they can still continue to use the funds in their account until they run out.

If medical expenses are more than the HSA balance, the employer may offer an HSA Bridge that will enable the participant to access future scheduled HSA deposits before a balance has been built. The expense can also be paid with another payment source and reimbursed to the participant later when funds are available.

Carefully weigh the pros and cons of high deductible health insurance plans to offer your clients the healthcare coverage they need and save money.

To learn more, check out this BRI article and video.

Contact us at 800.696.4543 or info@claremontcompanies.com for assistance when you’re ready to enroll a group in a BRI plan.

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

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Your success is important to us, and we’re actively working on new solutions to support you throughout the year. To get the latest news via text messaging in the future, simply provide your cell phone number here.

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Carrier Spotlight: Cigna + Oscar

With rates comparable to Kaiser, and networks that include UCSF, Stanford, and Sutter, Cigna + Oscar brings together the power of Cigna’s nationwide and local provider networks, and Oscar’s member-focused tech-driven experience, to deliver small group health insurance that understands the unique needs of San Francisco Bay Area small businesses and their employees.

Offer your groups (1-100 employees) based in Alameda, Contra Costa, San Francisco, San Mateo, and Santa Clara counties (only 50% of the enrolled group must live in the Bay Area – down from 70%) lower rates than HMOs and PPOs, a personalized customer experience, and easy to understand benefits.

The Cigna + Oscar Advantage

• Health Plans That Save Money
  – Choose between two quality networks, LocalPlus® and Open Access Plus, and 16 plans across all metal tiers, to save on health insurance that fits your groups’ lives and needs. 15% savings between Open Access Plus network and LocalPlus networks with the only difference being PAMF/Sutter.
  – 30%+ savings on bronze plans.
• Nationwide Network
  – With Cigna Open Access Plus, members can access a nationwide network of doctors, hospitals, and specialists that can be seen without referrals.
• Free and Unlimited Virtual Care
  – Access to hundreds of doctors on call, available anytime for $0 copay online or through the Oscar app.
• Easy Administration
  – Simple tools and dedicated support to manage employee benefits.
• Prescriptions Done Right
  – Save on prescriptions with Express Scripts® and Accredo, and easily refill them right from your phone.
• Personalized Care Team for Members
  – Dedicated support to help employees find the right doctors and care in their area; answer questions about benefits, claims and billing; and coordinate care and prepare for upcoming procedures.
• Business Concierge for Employers
  – A team that knows your clients’ team by name, and is always there to answer questions and help them better understand plan benefits.
• Healthy Minds and Bodies
  – Step-tracking rewards of up to $100 per year and access to Cigna’s behavioral health network for mental health support and resources.

2021 Broker Bonus Program

• First Case Bonus
  Earn a $1,000 bonus when you enroll your first C+O group with four or more eligible employees. Effective dates from January 1, 2021 to March 31, 2021 are eligible.

To learn more about Cigna + Oscar, view our recorded webinar and web page.

Check out the May 2020 survey conducted by Harris Poll on behalf of Cigna + Oscar for insights into how COVID-19 is transforming Northern California small business health insurance needs, and how they’re thinking about the health of their employees.

Contact your sales team or quote@claremontcompanies.com to start quoting Cigna + Oscar today. And take advantage of the two bonus programs!

Get a Quote

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

COVID-19 Vaccines Update

Your employer clients and their employees are keen to learn when a COVID-19 vaccine will be available to them and their families. Help them by staying up-to-date with the latest developments below. This page will be updated as new information becomes available.

From The California State Government

California will distribute and administer vaccines as soon as they are available. California will be transparent, careful, and equitable in its vaccine distribution. Initially, the vaccine supply will be very limited. At first, vaccines will be provided to healthcare workers and long-term care residents in accordance with the CDPH Allocation Guidelines.

COVID-19 vaccines are currently available only for healthcare workers and residents of Long-Term Care Facilities (LTCFs) due to limited supplies.

Who’s getting the vaccine now? Who is next to get it, and when?

COVID-19 vaccines are currently available only for:

• Healthcare Workers
• Long-term Care Residents
• Individuals 65 and Older
• Those at Risk of Exposure at Work in The Following Sectors:
  – Education and Childcare
  – Emergency Services
  – Food and Agriculture

Next on the priority list for the vaccination are:

• Those at Risk of Exposure at Work in The Following Sectors:
  – Transportation and Logistics
  – Industrial, Commercial, Residential, and Sheltering Facilities and Services
  – Critical Manufacturing
• Congregate Settings with Outbreak Risk:
  – Incarcerated
  – Homeless

Every Californian can sign up to see if it’s their turn to get the COVID-19 vaccine. If you’re not currently eligible, you can sign up to be notified when it’s your turn.

When and where can the general public, who are not in Phase 1, start getting vaccinated?

Spring 2021 is the best estimate, but that may change. It depends on vaccine production and how quickly other vaccines become available.

Most Californians will be vaccinated at:

• Community Vaccination Sites
• Doctor’s Offices
• Clinics
• Pharmacies

Carrier Resources

Blue Shield of California
Members can receive COVID-19 vaccinations, considered a preventive service, at no member cost share and with no provider order. Coverage will be provided for both in-network and out-of-network providers through the duration of the COVID-19 Public Health Emergency.

Additional Blue Shield resources:

• Dec 29 COVID-19 Vaccines Member Update
• COVID-19 Resource Center for Employers, Plan Sponsors, Brokers and Consultants

UnitedHealthcare
Members will be able to get the vaccine at no charge. Members in employer and individual health plans will have $0 cost-share (copayments, deductibles, and co-insurance) for both in- and out-of-network providers through the national public health emergency period. See the COVID-19 Vaccines FAQ below for more details.

Additional UnitedHealthcare resources:

• COVID-19 Vaccines FAQs
• What to Know About COVID-19 Vaccines.

Other Resources

Federal Government Resources

• COVID-19 Vaccines (Centers for Disease Control and Prevention)

California State Government Resources

• COVID-19 Vaccines (California State Government COVID-19 Site)
• COVID-19 Vaccines FAQs (California State Government COVID-19 Site)
• COVID-19 Vaccines (California Department of Public Health)
• myturn.ca.gov (Register for Notification of Vaccine Eligibility)

Northern California Health System COVID-19 Vaccine Resources

• Dignity Health
• John Muir Health
• Kaiser Permanente
• Stanford Health Care
• Sutter Health
• UCSF

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

Get The Latest News with Text Messaging!

Your success is important to us, and we’re actively working on new solutions to support you throughout the year. To get the latest news via text messaging in the future, simply provide your cell phone number here.

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UnitedHealthcare Webinar: COVID-19 Briefing on The Latest Vaccination Efforts

Stay up to date on the latest COVID-19 vaccination efforts by attending UnitedHealthcare’s webinar on January 27th at 12:00 pm PST.

Topics Include:

• Updates on vaccine availability, distribution, and vaccination efforts.
• Information about new COVID-19 variants and the implications for testing and patient care.
• A review of tools such as ProtectWell that help employers ensure workplace safety and compliance.
• Healthcare updates, including regulatory changes to improve transparency and potential new rules from the Biden Administration.

Register now.

Register for The Webinar

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

Get The Latest News with Text Messaging!

Your success is important to us, and we’re actively working on new solutions to support you throughout the year. To get the latest news via text messaging in the future, simply provide your cell phone number here.

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CaliforniaChoice April 2021 Updates

To help you prepare for Q2-2021, below are the CaliforniaChoice updates.

Medical Rates

Changes for Health Net, Sharp Health Plan, UnitedHealthcare, and Western Health Advantage:

• The updated rate guide will be available soon.
• Q2-2021 new business quoting is scheduled for mid-January 2021.

Medical Zip Codes

The Western Health Advantage full network has added 3 zip codes in Marin and Sacramento Counties.

• 94952 in Marin County, Region 2
• 95678 in Sacramento County, Region 3.
• 95887 in Sacramento County, Region 3.

Ancillary Plans

• MetLife has added two new DHMO plans effective April 1, 2021:
  • MET100 and MET185 can be offered as employer-sponsored or voluntary and include the MetLife Dental HMO/Managed Care Network.
• The SmileSaver logo has changed to the MetLife logo.
• The attached documents; “MetLife DHMO 3-Tier-Final Rates” and “Source Doc (MetLife) Dental Solution Quote Page,” provide a look at the benefits and rates with more details on the new plans once released.

Ancillary Zip Codes

For MetLife, all California counties are covered.

Forms and Materials

Employer and employee applications and change request forms have been revised as a result of the new MetLife plans being added.

• The revised applications and change forms will be accepted beginning with the April 1, 2021 effective date.
• No write-in or alterations to the prior version of the forms will be accepted.
• Once April 1, 2021 quoting is available, updated materials and additional forms will be made available by CaliforniaChoice.
• Currently, only the employer and employee applications and change request forms are available.

Start quoting CaliforniaChoice today!

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

Get The Latest News with Text Messaging!

Your success is important to us, and we’re actively working on new solutions to support you throughout the year. To get the latest news via text messaging in the future, simply provide your cell phone number here.

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Blue Shield Q2-2021 Updates

Below are the updates, changes, and reminders to prepare for Q2-2021. Make sure to take advantage of the broker bonus programs.

Q2-2021 Rates

• Rates are now available through PRISM, our free and easy online quoting system.
• The Q2-2021 rate action statewide average is 1%.

New 2021 Medical Plan Design

The new Silver PPO 2225/50 plan has been added to the 2021 medical portfolio.

• The plan includes Value Based Benefits (VBB), and provides $0 office visits and lab tests for members with diabetes, asthma, chronic obstructive pulmonary disease (COPD), and coronary artery disease (CAD).
• It’s available on both Full PPO and Tandem PPO networks.
• Tier 1 and Tier 2 drugs are available with no deductible.
• Any eligible member can enroll in this plan. An eligible condition diagnosis is not required.
• Get the Value Based Benefits details.
• Learn more about the new Silver PPO 2225/50 plan.

Changes to Life Plans

Effective April 1, 2021, below are the enhancements to the Small Group Life plans:

• 12 existing multiple of salary (1x and 2x) plans with benefit maximums between $125,000 and $300,000 will be available for groups with as few as 10 eligible lives.
• 6 new multiple of salary (2x) plans have been added with higher benefit maximum amounts.
  • 4 plans with benefit maximums between $350,000 and $500,000 will be available to groups with as few as 10 eligible lives.
  • 2 plans with benefit maximums of $550,000 and $600,000 will be available to groups with 51+ eligible lives.
• Renewing groups with Life/AD&D composite rates will receive their Life/AD&D renewal rates (premiums) in the Small Group renewal packet.
• Please note: the Blue Shield marketing brochures for specialty plans that include the new benefit enhancements have not been updated as of this date. 

Enhancements to The Bronze PPO Plans

As a result of the California expansion of Bronze AV legislation, Blue Shield has redesigned all of the non-HSA Bronze PPO plans, which now offer enhanced first dollar coverage prior to the deductible.

• Bronze PPO 6850/65 OffEx
  5 non-preventative office visits with copay prior to meeting the deductible.
  A separate pharmacy deductible is waived for Tier 1 drugs.
• Bronze PPO 6250/70 OffEx
  1 non-preventative office visit with copay prior to meeting the deductible.
  The plan deductible is waived for Tier 1 drugs.
• Bronze PPO 7500/50 OffEx
  1 non-preventative office visit with copay prior to meeting the deductible.
• These plans are available on the Full PPO and Tandem PPO networks.
• $0 Teladoc medical and mental health consultations are standard.

Q2 Renewals

• April through June renewals are available online.
• Group renewal packets include an options census for quick quoting that displays the current and renewing rates along with several plan options with the new 2021 rates.
• Options also include Trio ACO and Tandem PPO plans comparable to the group’s current Access+ HMO or Full PPO plan selections.
• The statewide average rate difference between Trio HMO and Access+ HMO is 18%, and there is a 9% difference between Tandem PPO and Full PPO plans.
• Visit the Blue Shield Renewal Center to learn more.

Reminders

• Relaxed Participation Requirements for small businesses has been extended to December 31, 2021. Get the details.
• Blue Shield ID Cards – Members will receive a new ID card as a result of Blue Shield’s transition to a new pharmacy vendor, CVS Health. This change does not impact the benefits, formulary, or the pharmacy network.

Broker Bonuses

• Brokers can earn $50 per new member and $50 more for each member, new or renewing, who enrolls in a Trio HMO or Tandem PPO plan.
• Brokers can also earn $25 per member when using the Employer Enrollment Tool for medical coverage.

COVID-19 Resources

• COVID-19 Resources for brokers and employers.
• COVID-19 Resources Broker Connection
• COVID-19 FAQs
• COVID-19 Member Resource Page
• California Coronavirus Response Website
• California Department of Managed Health Care (DMHC) FAQs
• DMHC COVID-19 Response and Guidelines
• CDC COVID-19 Testing Overview

Blue Shield Resources

• Blue Shield News Center
• Product Cycle Updates
• Employer Connection Plus (EC+)
• Broker Communications
• Broker Connection
• Plan Comparison Tool
• Small Business Plan Documents
• Mandates
• Renewal Center
• Forms and Applications

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

UnitedHealthcare Vision Provider Network Update

UHC Vision Provider Network Update

• Effective January 1, 2021, 1-800 Contacts has become UnitedHealthcare’s newest online provider. Eligible members can apply their contact lens allowance by logging in at 1800contacts.com and selecting the insurance link.
• LensCrafters, a recent UnitedHealthcare partner, offers consumers a large selection of designer frames, convenient hours and locations.
• Check out this current listing of UnitedHealthcare’s brands and retail stores.

Reminders

Vision Coverage

• Members continue to have in-store and on-line access to Warby Parker® products and services. To learn more, visit warbyparker.com/united.
• GlassesUSA.com will continue to be offered as an online retailer.

Specialty Benefits Quick-Quote-Tool

• Get the Specialty Benefits Quick Quote Tool Job Aid to see all the steps you need to follow for quoting dental, vision, and basic life for 2-100 eligible employees.
• Access the self-service quoting tool through United eServices using your UeS login information.
• The Quick Quote Tool is available now.

Dental and Vision Rate Passes Through April 2021

• Life and disability coverage are still subject to review and potential rate increases due to filed claims.

Start quoting UnitedHealthcare Specialty plans today!

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

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Your success is important to us, and we’re actively working on new solutions to support you throughout the year. To get the latest news via text messaging in the future, simply provide your cell phone number here.

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MetLife Extends Dental & Vision Renewal Rate Pass to May 31, 2021

To help small businesses (groups with 99 or fewer employees) who may be facing challenges as a result of the COVID-19 pandemic, MetLife will hold rates (no rate increase) for dental and vision renewals with effective dates commencing on or before May 31, 2021.*

Visit MetLife’s website for updates, resources, benefit coverage, and answers to common questions regarding COVID-19.

*Excludes cases written through a Trust, Association, or PEO. Life and disability coverage are still subject to review and potential rate increases.

Questions?
Contact your Claremont team at 800.696.4543 or info@claremontcompanies.com.

Get The Latest News with Text Messaging!

Your success is important to us, and we’re actively working on new solutions to support you throughout the year. To get the latest news via text messaging in the future, simply provide your cell phone number here.

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