Transnational Advisors is a consortium of experts in a myriad of disciplines who provide services or strategic campaigns for clients. Our experts have decades of experience and set the standard for excellence in their professions.
Transnational Advisors serve clients in insurance, financial planning, wealth management, marketing, communications and online strategy and performance management. Depending on the client’s needs, we can build a strategic solution for one category or work as a team serving multiple categories.
Much like any other industry we find ourselves in a competitive environment. There are fewer big named insurance companies that offer health than before although a number of regional carriers are springing up with niche designs. Within the past few years we have also witnessed a dwindling number of employee benefits agencies/brokerages mostly because of buyouts and mergers. So, the question becomes “Why Transnational Advisors?”
To start, for over 25 years in business we have learned to be engaged with our clients. With so many attributes that contribute to our growth we hold the following objectives to be true:
- Listening and Understanding is paramount to meeting the needs and desires of our clients. We have no preconceived sales product to funnel you in. Every client is unique so current fact gathering and future objectives have to be understood.
- Learning about the latest trends, technologies, regulations and any number of new changes within the insurance market gives us options to provide our clients. Transnational Advisors has been viewed as innovators with ideas in bringing cost down while providing members with appropriate coverage.
- Responding to the client with clear options and advise so understandable decisions can be made.
- Service, Service, Service! Decisions and implementation are just the beginning but all year-round servicing breaks us apart from all others
We specialize in:
Fully-insured health plans cover approximately a third of all insured individuals in the United States. Under a group plan an employer pays a monthly fixed premium to an insurance company based on certain factors such as number of employees and dependents, geographic location, age and gender of population and plan design. These are annual policies so renewals take place at an anniversary date.
Self-insured plans, also called self-funded insurance plans, allows the employer to design the health plan as to co-pays, deductibles, co-insurance, provider networks, pharmaceutical management and other contributing elements. Fixed costs within the plan are for administration fees, stop-loss fees, provider network lease fees and a others while variable costs are determined by physicians, hospitals and pharmaceutical claims for the most part. Efficient self-insured plans normally have the advantage over fully-insured plans by the employer experiencing much less healthcare costs thus realizing great savings. The disadvantage are excessive costs over a pre-determined level of risk. In these situations the stop-loss insurance covers the excess costs associated with those identified claims.
Health Reimbursement Arrangements are considered a hybrid of a partially self-funded plan. It’s appearance could be described as a variation between both fully and self-insured plans. One such example would be to raise the deductible as to lower the monthly premium. A covered individual would be limited to a lower portion of that deductible while the employer would reimburse that employee for any amount up to the full deductible.
Dental insurance is designed to cover dental care that is essential to good health. With extensive networks, employees may select from a host of dentists close to work or their home. Most dental coverages may pay a range from $1,000 to $5,000 per year per covered member annually after any deductible is met.
Services may include:
* Cleaning and fluoride treatments
* Diagnostic X-rays
* Sealants, filings and extractions
* Crowns, bridges, dentures and implants
* Oral surgery
* Temporomandibular Disorder
Group Life Insurance
Basic Plans often provide a small amount of life insurance coverage for free to the employee. Typical coverage amounts are $10,000, to $50,000 or an amount equal to an employee’s salary rounded up to the nearest $1,000. Because this is free to the employee and generally guaranteed there is no reason not to accept it.
Supplemental Plans can be offered with employees choosing to purchase additional amounts of life insurance. Three main advantages for purchasing through an employer group plan are convenience, price and acceptance.
Group Vision Insurance
Since regular eye exams can detect diseases like glaucoma, diabetes and blindness more employees are looking for vision coverage as part of their employee benefit package. Whether employees have perfect vision or need corrective lenses, preventive eye care is an important part of their overall health.
Short and Long Term Disability Insurance
Disability income insurance helps protect employees from financial hardship. Many employees simply don’t have enough savings to cover lost income if they are disabled due to covered illnesses or injuries. Premiums are waived while receiving voluntary disability benefits. If portability is included, coverage is fully portable when an employee is no longer eligible under the policy.
Short and long term disability plans may be offered together or separately. If offered together then the plans are seamless with the employees continuing to receive benefits without additional paperwork.
Short term disability replaces a percentage of salary (usually 50 to 60%). Most of these plans cover a benefit for 90 days with an elimination period of 7 days.
Long term disability replaces a percentage of salary. (usually 50 to 60%). Most of these plans have an elimination period of 90 days and may pay benefits from 3 years to the age of retirement.
A number of wellness and preventive health programs may be implemented to minimize future health claims and maintain a healthy workforce.