Helping those in need with healthcare debt relief
In collaboration with Southern California brokerage firms, Dickerson contributed to $3.1 million of healthcare debt alleviation in Orange, Los Angeles, and Riverside counties. This gift is part of more than $18 million in healthcare debt being relieved by Alera Group employees for struggling households across the country.
Debt-forgiveness nonprofit RIP Medical Debt partnered with Dickerson and other participating firms to identify individuals and families with outstanding healthcare-related bills in the markets they serve across the country. RIP Medical Debt is able to purchase medical debts for those most in need in bundled portfolios for a fraction of their face value. Rather than waking up to the knocking of a debt collector, thousands of Americans will receive letters of debt forgiveness. These letters will be delivered throughout the winter targeting individuals and families living below 200% of the poverty level.
If you’re interested in learning more about RIP Medical Debt, click here to visit their website.
To read this press release in its entirety, click here.
For more information, please contact your Dickerson Account Executive.
Dickerson grows with addition of two new Account Executives to Sales team
Dickerson is excited for the opportunity to better serve our brokers with the addition of two new Account Executives to our team! We’d like to introduce you to Eric Terrazas and Lupe Carillo.
Lupe Carillo will work with brokers from the SF Valley – SL Obispo. You can reach Lupe via email at firstname.lastname@example.org.
Eric Terrazsas will represent Dickerson in the Inland Empire and Desert counties. You can reach Eric via email at email@example.com.
Both Eric and Lupe come to Dickerson with a wealth of knowledge and experience, and they’re ready to use this expertise and training to assist brokers in developing the best employee benefits strategies for their clients.
Please contact Eric and Lupe if you’re looking for a great representative.
L.A. Care welcomes you to a new year
L.A. Care is excited to continue to help agents grow their book of business in 2021. L.A. Care wants to remind agents that L.A. Cared Covered is one of the most affordable plans in the Covered California marketplace with access to preventative care at no copayment or co-insurance.
Members also gain access to additional benefits at no cost such as:
- 24/7 Nurse Advise Line and 24/7 Member Services
- Large provider networks with more than 3,000 physicians, 1,600 pharmacies, and 60 hospitals
- My Health-in-Motion Program offering health education, consultations, and incentives
Below is a summary of L.A. Care’s incentive structure for 2021.
2021 Agent New Member Incentive Structure
For new members enrolled during the 2021 Open Enrollment season, agents will be eligible for an incentive based on reaching enrollment tiers of new membership. Please note that the first eligible incentive will be awarded a flat dollar amount based on the new member enrollment tier. The second eligible incentive is solely based on the percentage of Silver enrollment from the total new membership. In order for new members to count towards an Agent’s new member enrollment count, both the Agent and Members must be active and in good standing (not in a grace period) with L.A. Care.
|New Member Thresholds||Incentive Payout||Bonus
2021 Agent Renewal Incentive Structure
The Renewal incentive is based on existing business/membership, which will be for membership carrying over as of the October 30, 2020 book of business, into 2021.
|Book of Business||85-89% Renewal||90-94% Renewal||95%-100% Renewal|
For more information, please contact Sally Saracay (email: firstname.lastname@example.org).
Molina’s 2021 California marketplace updates
2021 is finally here, and we want to remind you to take advantage of Molina’s binder payment extension and bonus program. Molina extended the binder payment due date for Marketplace members whose coverage begins on January 1, 2021 to January 15, 2021!
And California agents still have time to take advantage of Molina’s bonus programs for new and renewing 2021 members. Members must renew or effectuate by February 1, 2021 in order for you to be eligible for the bonus.
Here is an overview on how both programs work.
New 2021 Members Bonus
|Total # of New Members||One-time Bonus Amount per Member|
Bonus payment will pay out in June 2021 to your agency. Your agency is solely responsible for paying any bonus amounts to you. A one-time payment will be determined by the total amount of qualifying members and the dollar amount that corresponds.
This bonus is for new membership only. Members must effectuate 1/1/21 (1/1/21 or 2/1/21 in CA only). Members must remain enrolled with Molina through 3/31/21 (or 4/30/21 in CA only for 2/1/21 effective membership)
Renewing 2021 Members Bonus
|# of Renewing Members||One-time Bonus Amount per Member|
Bonus payment will pay out in June 2021 to your agency. Your agency is solely responsible for paying any bonus amounts to you. You can expect a one-time payment, not Per Member Per Month. The bonus will be based on the book of business (BOB) through 3/31/21 (or 4/30/21 in CA only for 2/1/21 effective membership).
This bonus amount is for renewing membership only. Members must renew 1/1/21 (1/1/21 or 2/1/21 in CA only) and must remain enrolled with Molina through 3/31/21 (or 4/30/21 in CA only for 2/1/21 effective membership)
For full details on these programs, check out this flyer.
If you want to stay up to date on Molina’s 2021 marketplace updates, click here.
If you want to learn more, please contact Sally Saracay (email: email@example.com).
Gear up for 2021 with Oscar
The 2021 Open Enrollment Period is wrapping up, and we want to make sure you know what to expect from Oscar. Check out this important information that will make it easier to write Oscar Marketplace plans! Click here to learn more.
We also want to remind you of Oscar’s 2021 bonus program. Members must renew or effectuate by February 1, 2021 in order for you to be eligible for this one-time bonus on top of your commission.
Here’s how the program works:
|Number of Covered Members||Bonus Amount (per Covered Member)||Total Bonus Amount|
|75 – 149||$25||$1,875+|
|150 – 249||$35||$5,250+|
|250 – 499||$50||$12,500+|
For full details on this program, click here.
For more information, please contact Sally Saracay (email: firstname.lastname@example.org).
Dickerson News Updates
Predictions for the year ahead: 2021 employee benefits & HR trends
2020 is now finally behind us, which means it’s time to reflect on what we learned so that we may succeed in 2021. Here are five predictions and lessons learned coming into 2021.
- The true cost of COVID will be felt in 2021 and beyond. A recent survey reported that global healthcare benefit cost increases are expected to jump by more than 8% in 2021.
- Employers will continue to focus on telemedicine and mental health benefits. Analysts estimate the global telemedicine market will reach $66 billion by 2021 and $185 billion by 2026, and research has shown that telehealth interventions produce positive outcomes when used for remote patient monitoring, broadly defined, for several chronic conditions and for psychotherapy as part of behavioral health.
- Year-round benefits engagement has never been more important. Uninformed or poor decision-making in selecting and using health care benefits leads to skyrocketing health costs.
- Employers will become financial advisors. Employees are under more financial stress than ever before, and they’re looking to employers for help.
- Next year’s trendiest benefit? Time. As many companies throughout the U.S. have adapted to working remotely, employers are increasingly realizing that the “clock-in, clock-out” mentality doesn’t work anymore, and it’s not the best way to measure productivity.
To read about these predictions in their entirety, click here.
2020 Reflections: What Employers Should Know
Many things changed in 2020, and after almost a year of combatting COVID-19, we have figured a lot out, but questions remain. There are many areas of interest for employers to assess, but today we’ll highlight two: women in the workforce and Employee Assistance Programs (EAPs).
Women in the Workforce
Policies like maternal leave and breastfeeding accommodations have long been debated, but this year women are facing even more pressure. Though fathers might also be very involved in the caretaking of children, it seems like women are more often being tasked with homeschooling, activities, and meals, and are more often interrupted by children during the workday. Working mothers may be struggling to keep up with the demands of work and home, and feeling like they have to choose. Employers should be thinking about how to be flexible with working mothers so that they don’t have to take leave, as re-engagement is difficult.
Pregnancy for women during COVID has also been difficult for expecting mothers to navigate. Many pregnant women have extra fear of being exposed to the virus and may be more reluctant to return to the workplace. Because pregnancy is not a disability in the eyes of the Americans with Disabilities Act (ADA), it does not offer accommodation to pregnant women. Additionally, the Pregnancy Discrimination Act, disallows employers from singling out pregnant employees. This conundrum has several states trying to fill this pregnancy gap in upcoming legislation. Employers should also heed additional considerations for single mothers who lack a support system at home.
EAPs are a severely under-utilized tool. This is due to lack of awareness, stigma around mental health and addiction, company culture, confidentiality concerns, and accessibility or time constraints. Many employees don’t realize the amount of free or discounted services associated with EAPs. Mental and behavioral health problems are rising at an unprecedented rate, and EAPs can be a critical mitigating factor, but only if they are leveraged.
When it comes to EAPs:
- Ensure managers are adequately trained on the program(s) offered
- Partner with providers to increase communications and remove obstacles
- Link EAP access to other HR programs such as wellness initiatives
- Monitor program effectiveness through regular surveys and performance checks
- Check in with employees before, during and after an EAP request
- We may see EAPs transform from a “nice to have” to a “must-have” in the future.
Need help navigating these topics? Contact your Dickerson Account Executive.