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Transition Assistance

Helping your employees navigate the individual health insurance space when they need it.

Transition Assistance - Win/Win!!

Employee Exit/Offboarding after Voluntary Resignation

Separating employees often need insurance to bridge the gap between jobs but are shocked to learn how expensive COBRA premiums can be. Providing personalized assistance during the transition after a resignation is a way to show respect and thank the departing employee for their contributions. When the HR team provides information about COBRA and notice of their COBRA rights, as well as a resource to learn of other potential options, the employee feels like the HR team went “above and beyond.” This solidifies the feeling that the company provided a caring place to work and ensures the employee remains a positive ambassador for the company.

Providing the departing employee with access to a third-party licensed insurance consultant ensures confidentiality but also permits the company’s HR team to “hand-off” the concern. The company gets to “be the hero” but has none of the headaches.

Employee Exit/Offboarding after Involuntary Termination

Offboarding is an opportunity to turn a potentially negative situation into a positive one. Leaving a job can be stressful, no matter what the circumstances. This is especially true when someone suddenly finds themselves out of work entirely, such as in the case of an involuntary termination. Without a regular paycheck, COBRA premiums are cost prohibitive but going without any coverage is never a wise option. Individuals are grateful to learn of alternatives.

In the case where there is a separation agreement with a severance, the transitional assistance can be part of the severance package. Although nobody wishes to lose a job, the HR and leadership team are often thanked for handling the difficult situation with grace and compassion.

Dependents Turning Age 26

It is common for adult dependent children to remain on their parents’ health plan, regardless of whether they are married or have their own group health insurance through their employer. Depending on the circumstances, the 26-year-old might need help with finding more affordable options. When the HR team provides a resource for the dependent as they age off the plan, the parent/employee is grateful.

Retirement

Retiring employees who are Medicare eligible need help understanding Medicare and supplement plan options. When the HR team refers the retiring employee to Heartwood to discuss coverage options, the employee feels appreciated for their long-term service and cared for by the company.

Employees Working Past Age 65

Medicare-eligible employees need help determining their options, and HR does not have the Medicare expertise. Also, HR professionals try to avoid learning specifics about an employee’s medical condition, prescription drugs, etc. due to HIPAA privacy obligations. Referring the colleague to an outside source enables the HR team to help without violating HIPAA or needing to obtain a HIPAA release.

By offering convenient Medicare educational opportunities, the employee feels cared for and that the HR team went “above and beyond.” This solidifies a culture of being a caring place to work. The potential “win-win” is that the employee has better coverage for a lower cost, and the company saves money by not having to pay the employer portion of insurance premiums. In some instances, older workers may also have higher claims experience.