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Frequently Asked Questions

Community Healthcare Plan from HomePort Healthcare Services
Community Healthcare Plan from HomePort Healthcare Services

You have Questions. We have Answers.

Let's face it, healthcare is confusing. You have questions. That's understandable and it is also good, because that means you are taking your healthcare seriously.

Starting below are the questions we are frequently asked. Simply select the question and you will see our answer. If you have any question that is not answered here, please send us your question by using our contact form below.

Community Healthcare Plan from HomePort Healthcare Services

Healthcare Plan Question

Please click on the question you have to get your answer

1 Can I offer CHP plans along with my Group plan?

Answer: Yes! CHP gives your employees another, more affordable option. Your employees can then choose which option is best for them.

2 Can I offer CHP to non-full time employees?

Answer: Yes! 1099 contract employees, part-time employees and volunteers are all eligible.

3 Can I subsidize the CHP plan for my employees?

Answer: Yes. Call for details.

4 Does my employee lose coverage if they leave the company?

Answer: No. CHP is completely portable and therefore, there is also no need for COBRA. The employee would lose any subsidy you may provide, but not their policy or their Pool Credits.

5 Is there an "Open-Enrollment" requirement?

Answer: No. Employees and other company affiliates can "Opt-In" or "Opt-Out" at any time.

6 Can my employees get the benefit of an HSA with any CHP Plan?

Answer: CHP is not a qualified plan to allow setting-up an HSA with a bank. However, we can do one better. Your employee can get the tax benefit like an HSA there is no deposit cap or medical limitations as with an HSA. Call for details.

7 Can my employees use any doctor?

Answer: Yes. There are no "In-Network" or "Out of Network" limitations.

8 Can CHP be used with a Group plan to lower my employees' deductible and other Out-of-Pocket costs?

Answer: Yes. CHP can be used for doctor visits, dental and vision, and many other medical services not covered by your "Group" plan. The most important reason for adding CHP to a Group plan is to lower your employee's deductible and out-of-pocket costs. For example, if your Group plan has a $7,000 Max Out-of-Pocket, your employee would want to purchase a CHP plan with a $1,000 deductible. When they have a Medical Event, they would pay the $1,000 CHP deductible and CHP would advance $6,000 to pay the Group plan's deductible cost. CHP could save your employee from having a major financial crisis!

9 Do I have to pay an employee subsidy to offer CHP?

Answer: No. If you already pay an employee subsidy, you could continue to do so. However, because the CHP monthly payment will be less than any Group plan's monthly payment, you could reduce your subsidy. Your employees still get the benefit of a lower monthly payment and lower Max Out-of-Pocket costs even if you don't subsidize. Either way, it's a win-win for you and your employee.

10 Do CHP plans qualify so the ACA Penalty Tax would not apply?

Answer: Under ERISA, CHP plans are considered Employee Welfare Benefits Programs. As such, any CHP plan should be exempt from the tax. The current administration appears to be doing away with such mandates and taxes.

11 Why are the CHP plans so much less expensive than a Group plan?

Answer: CHP does not incur the costs or legal requirements insurance companies incur. Not to mention the staffing, expensive salaries and profits of insurance companies.

12 What's my next step?

Answer: If you have not already submitted a Quote Request, do so now. After we prepare your quote and proposal we should meet to discuss the results. You can then further customize your company's plan. We'll answer your questions and describe how to implement your plan with your employees.

You can view more frequently asked questions from individuals and families here: