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Introducing IBPI Health

We are proud to introduce IBPI Health, a Member-exclusive health care solution that provides affordable health care coverage for you and your employees.

With insurance premiums on the rise and no end in sight, IBPI Health was developed to help IBPI dealers gain control of expenses while providing quality benefits to employees – helping your business attract and retain a quality team.

Leverage IBPI’s group buying power as part of a larger, combined unit to purchase health care benefits at competitive rates. Join your fellow IBPI colleagues by taking advantage of this private, non-profit, level-funded benefits plan.

Learn More In Our Overview Video

Watch the video below to learn more, and to learn how you go about getting your free no-obligation quote.

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Why A Level-Funded Program?

A level funded health plan is a type of health insurance plan that combines the cost savings and customization of self-funding with the financial safety and predictability of traditional, fully-insured plans. Level funding used to be a concept only available to large employers, but not anymore! Experience the advantages of level-funding without taking on added risk.

  • Various Plan Design Options make it easy for you to find the right fit for your business. We have multiple network options, as well as plans compliant with Health Savings Accounts (HSA).
  • An Experienced Team is always ready to provide expertise before, during & after you’ve chosen your plan.
  • Quality Benefits ensure that your health plan is valuable to your business and employees. All our plans are compliant, minimum essential coverage. Preventive services are covered 100% when received from in-network providers.

Choosing a Network

IBPI Health offers multiple plans that feature either network + open access Reference Based Pricing or Preferred Provider Organization (PPO) networks.

Reference Based Pricing is an open access strategy that combats the rising cost of hospital-based medical care. Our RBP plans use a network for doctors, but you can go anywhere you choose for hospital-based services. The plan will pay the hospital a fair and reasonable amount based on local health care market costs and trends, usually between 120 and 300% of the Medicare reimbursement.

Preferred Provider Organization (PPO) plans give you flexibility. You can go to any health care professional you want without a referral – inside or outside of the network. Staying inside your network means smaller copays and full coverage. If you choose to go outside of the network, you’ll have higher out-of-pocket costs, and not all services may be covered.

Here’s What to Expect…

1) Get Your FREE No Obligation Quote

To begin the process of getting a quote for your practice, please complete the interest form below. If you have claims and plan detail for your current health plan, please submit it on this secure form. If Personal Health Questionnaires (PHQs) are required, you will receive a instructions on distribution to each of your employees. Once all employees have completed the PHQ, your quote will be generated within 4 – 7 business days.

2) Select A Plan

Once you are contacted with your underwriting results, you can select the medical plan that meets your needs, and the needs of your employees. Many companies may opt to choose two medical plans to give employees options. You will also have the opportunity to incorporate a dental and/or vision plan as well as other supplemental benefits to round out your benefits package. Medical insurance requires that the employer pay a portion of the employee premium. Other coverages can be set up as voluntary, employee-paid benefits.

3) Complete Your Paperwork

Anderson Thornton Consultants will guide you through all the paperwork that is necessary for you to enroll in IBPI Health.*

*Please note that you must maintain a IBPI Membership and be in good standing to qualify for the IBPI Health plan.

Frequently Asked Questions (1)

Employer FAQ's

The plan requires that five employees enroll in coverage. Group benefit plans must be offered to all active employees meeting eligibility criteria to remain compliant and non-discriminatory in accordance with regulations from the IRS and the Department of Labor.

IBPI Health Plan uses a PPO Network. This is a nationwide network, contracting with doctors, hospitals and other providers.

You also have the option of using a Reference Based Pricing Plan, which uses the PHCS network for doctors, but is open access for hospitals.

Each dealer receives a bill from the plan administrator. Monthly ACH payment is required.

The dealer will complete an interest form, providing information about your company, your employees, and your current health plan. If claims data is available from your current insurance carrier, underwriters will review to see if additional information is needed. In some cases, Personal Health Questionnaires (PHQ) will be needed for underwriting. In these cases, after submitting the interest form, we'll email access to our online enrollment platform so you and your employees can complete a the PHQ. Once all employees on the census have completed and submitted the PHQ, or waived, underwriting will review and generate a quote. Upon review of the quote, the dealer can either accept or reject the quote. If accepted, there will be additional paperwork for the dealer to submit get started.

To stay compliant with labor laws, you need to offer this plan to each employee working more than 30 hours per week. A minimum of five employees must enroll.

No, the dealer can offer two or, sometimes, three plans for their employees. When more than one plan is offered, employees can select the plan that best fits their needs.

The dealer must contribute 50% of the employee only cost. If more than one plan is offered, the dealer may opt to pay 50% of the lowest cost plan. The dealer may choose to contribute more than 50% as part of the hiring and employee retention plan, but 50% is the mandated contribution.

Yes, the cost of these benefits can be taken on a pretax basis, as long as the correct compliance documents are on file. Anderson Thornton Consultants can assist you in setting up a Section 125 plan that will allow you to pretax your benefits.

The administrator handles COBRA and other compliance requirements.

Once all employees have completed their applications and the quoted rates have been issued, the employer will either accept or reject the offer. If the offer is accepted, employees will be given the option to sign up or waive. Employees who waived coverage on a PHQ will not be eligible for coverage. Census changes may affect the quoted rates.

There are certain payroll systems that accept electronic data feeds. You will also receive access to a benefits administration portal that will help you in managing payroll deductions, new hires, terminations and more. We recommend talking to your payroll vendor for questions on connectivity?

Our association health plan allows for active IBPI Members to save money on health insurance premiums. We have been able to leverage the buying power of IBPI to decrease costs for our Members. Since we are able to spread risk across all participating businesses, we’re able to keep costs in check and insulate Members from the rising premiums that other insurance carriers have from year to year.

The IBPI Health Plan requires underwriting in order to obtain rates. While this is an association health plan, rates vary based on the health of your staff, along with regional factors. The only ways to calculate that portion of the premium is to gather information from the Personal Health Questionnaires (PHQ) completed by the employees, or to submit claims data from your current insurance provider. We use a HIPAA compliant secure portal. The company contact person will not be able to see the employees’ answers to the health questions, but he/she can be authorized to see if the PHQ has been completed or not.

To round out your benefits packages for your employees, and to support your recruiting and retention goals, The IBPI Health Plan also includes dental,
vision, and supplemental benefits. The supplemental benefits include an Accident plan, a Critical Illness plan, and voluntary life insurance coverages. 
Other coverages may be available depending on your company needs.

Employee FAQ's

If you opt for a reference-based pricing plan option, the PHCS Practitioner network is used. View the Provider Network List Here.

The IBPI Health Plan features the PPO Network. To see if your doctor is in the network, View the Provider Network List Here.

In cases of emergency, call 911 or go to the emergency room. Emergency care is always treated as In-Network.

If you have to have surgery, your plan will require that your doctor receive authorization for the procedure prior to your admission to the hospital. If you have the reference-based pricing (RBP) plan option, the cost of your hospitalization will be negotiated between the plan administrator and the hospital at the time of authorization. You’ll be responsible for your deductible, plus up to 20% of the charges, up to the plan’s out-of-pocket maximum.

If you have the PPO option, the plan will pay 80% to 100% of the PPO discounted price, once your deductible has been satisfied.

In either case, it would be best to contact the Advocacy team (call the number on the ID card), since they can help you navigate these processes.

The rates are based on the health of your practice and regional factors. The actual cost to the employee will be based on the underwritten rates and the employer’s contribution. The practice is required to contribute a minimum of 50% of the base employee only cost. Employees pay for their portion of the premiums with pretax payroll deductions.

Benefit eligible employees will be able to enroll once the employer has accepted the IBPI Health Plan. Employees working a minimum of 30 hours per week on a regular basis will be considered eligible. New hires will be required to meet the waiting period set by the employer prior to joining the plan. In most cases, employee coverage begins on the first of the month following a 60-day waiting period.

Eligible employees will use the secure benefits portal to complete underwriting and enrollment.

Employees who want to add coverage for dependents should include their dependents on their Personal Health Questionnaire. Dependents not enrolled at the initial enrollment can be added at the next open enrollment or when a qualifying event occurs. Qualifying events include, but are not limited to marriage, divorce, birth of a child and loss of other coverage. Employees have 30 days to notify the administrator when a qualifying event happens and changes need to be made.

Employees will be eligible for COBRA continuation coverage when they separate from the practice, or when they transition from full to part time. 
Employees have 60 days after termination or reduction of hours to elect COBRA with the plan administrator.


Don’t see your question on the list? You may e-mail or call 813-979-1588.