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SafeGuard is self-funded coverage designed to suit the needs of the small to mid-size employer– coverage that is easy to understand and explain, feels like insured coverage, and doesn’t require ongoing administration from the employer’s staff. Review highlights here, and additional ins-and-outs below:

What is self-funded coverage?

With self-funded coverage, an administrator pays for eligible employee medical claims from an employer’s fund.

Advantages of SafeGuard include:

Simple Selections, Solid Plans

The selection process is simple: The employer selects either a traditional plan or high deductible health plan (HDHP), then a deductible, member-share percentage and prescription coverage, and that’s it. The remaining plan details are in place and mirror coverages which have been enjoyed by thousands of USHL groups for more than a decade.

No Administrative Burden

A staff of more than 170 professionals stand behind the SafeGuard plans, providing all required administrative services– from claims adjudication and provider payments, to network coordination, claims dispute resolution and member communication.

No Fluctuation in Plan Cost

SafeGuard requires the employer to make one monthly payment, comprised of an administrative fee, excess loss insurance premium and a pre-funded claims account payment. This monthly payment is determined at the time of underwriting, and only changes based on fluctuations in enrollment.

Protection Against Unexpected Claims

The employer will not owe more than the monthly payment for covered claims– if a claim exceeds funds available in the prefunded claims account, the balance is paid from either an aggregate advancement or an excess loss insurance payment, or both.

A Chance to Save Money

SafeGuard offers employers the ability to regain control of their healthcare benefit costs. If, at the time of settlement, the pre-funded claims account balance has not been spent on group claims and the IBNR estimate, USHL returns to the employer any surplus funds remaining.