For basic and major care, insurance covers a percentage of the cost, and the patient is responsible for the remaining cost. From comprehensive dental insurance to lower-cost options, you have the flexibility to personalize your dental insurance for you and your employees.
You may also want to choose enhanced benefits for employees with certain medical conditions that would benefit from additional oral health care. Because oral health has an effect on overall health, 6 these enhanced preventive measures can also help you and your employees save money on health care.
Dental insurance from Principal ® is issued by Principal Life Insurance Company, Des Moines, IA 50392. Oregon policy GC 7100-1 (0415).
For costs and complete details of the discount coverage, contact your broker, Dental Benefit Providers, Inc. 10175 Little Patuxent Parkway, Columbia, Maryland 21044, 1-877-816-3596, or www.myuhc.com.
68% percent of eligible employees enroll in dental benefits when offered by an employer, which is the highest participation rate compared to other non-medical benefits. With so many employees opting for dental benefits when offered, you can surmise how desirable this benefit option is! Bottom line: After health insurance, ...
If you aren’t already offering this product to your employees, here are six reasons you might want to consider adding dental insurance to your benefits package. Employees desire dental insurance. Dental insurance is known to impact your employees’ overall health positively. Employees with dental insurance miss work less often than those without ...
#2 Dental insurance is known to impact your employees’ overall health positively. 1 67% of people without dental insurance are more likely to have heart disease. 2 Those who don’t have dental insurance are 50% more likely to have osteoporosis than those who have this benefit. 3 Individuals without dental insurance are 29% more likely to have diabetes than those with dental coverage.
Bottom line: Dental insurance will cost anywhere from $300 to $600 per employee each year, depending on their enrollment status as an individual or as a family. Dental insurance can have no cost for the employer if it is offered as a voluntary product.
As noted above, dental care can help combat secondary health problems that arise from poor dental maintenance. Diseases like cancer, diabetes, and heart disease tend to cause high-cost medical claims. And high-cost medical claims increase the cost of your group health insurance premiums.
80% of potential hires prefer better benefits to higher pay. 78% of employees rate dental insurance as an important benefit. Employees want excellent health care and additional health benefits like dental and vision insurance.
People who don’t carry dental insurance are known to have other serious health issues! 67% of people without dental insurance are more likely to have heart disease. Those who don’t have dental insurance are 50% more likely to have osteoporosis than those who have this benefit.
An Academic Employer is an Employer that is a public school district, university, college, technical college, or other educational institution that conducts business in school years, school terms, or otherwise-described academic term times and corresponding contract periods.
The Third-Party Claims Processor , on behalf of the Plan, has the right to allocate the Deductible to any eligible charges and to apportion the benefits to the Covered Person and any assignees. Such allocation and apportionment shall be conclusive and binding upon the Covered Person and all assignees.
If the Employee acquires a Dependent after the Effective Date of the Employee’s coverage, in accordance with paragraph 3.7 of the Plan, the Employee has 31 days from the date the Dependent was acquired to enroll the Dependent in this Plan. If the Employee fails to notify the Plan Administrator within the 31-day period of time, the Dependent may be enrolled for coverage only during such Open Enrollment Periods as may be established by the Plan Administrator.
The State of South Carolina (hereinafter the State), through the Public Employee Benefit Authority, has established a self-funded group dental insurance benefit plan for the exclusive benefit of the participants and has adopted this “Plan Document.” The purpose of this Plan is to provide for the payment of dental benefits to the participants of this Plan and their eligible dependents. This Plan is a self-funded governmental plan, as defined in 29 U.S.C. § 1002(32) of the Employee Retirement Income Security Act of 1974 (“ERISA”), that is exempt from the requirements of ERISA and certain other federal health insurance law requirements that are applicable to private health insurance plans, including certain provisions of the Public Health Service Act.
An Employee’s or Retiree’s former spouse for whom the Employee or Retiree is required to provide insurance coverage pursuant to a court order or divorce decree and who is enrolled in coverage under the Plan.
Retirees and Dependents, who are Covered Persons under this Plan at the time of the Retirement of the Employee and are re-enrolled as Covered Persons at the time of Retirement, remain covered under this Plan. Retirees and Dependents, who are not Covered Persons under this Plan at the time of the Retirement of the Employee and are enrolled in this Plan at the time of Retirement, shall be covered on the first day of the month following the approval of the application for enrollment as a Retiree or Dependent under this Plan. A Dependent who is acquired after Retirement, and is enrolled within 31 days of the date the Dependent is acquired, shall be covered from the date the Dependent was acquired in accordance with the provisions of paragraph 3.7.
As one of the most used group benefits, dental insurance can be a worthwhile investment for helping to attract and retain great talent. Access to dental insurance also helps employees manage their out-of-pocket costs—and being covered makes it more likely they’ll visit the dentist regularly.
Most dental insurance divides dental care into 3 service categories: preventive, basic, and major. The service category determines the percentage of the cost insurance covers. For example, insurance may pay 80% of the cost of a service considered basic care, and the patient would pay for the remaining 20% of the cost.
From comprehensive dental insurance to lower-cost options, you have the flexibility to personalize your dental insurance for you and your employees. And with multiple price points, it’s easy to create a design to fit a wide range of budgets.
It’s no secret that medical care without insurance can be costly. Dental care can be similar. Dental insurance helps pay for all—or a portion—of the costs associated with dental care, from routine cleanings to root canals.
With Principal dental insurance, routine exams and cleanings are considered preventive care and are covered at 100%—that means the patient may not pay anything for those services. Fillings are an example of basic service, and bridges are an example of major care. For basic and major care, insurance covers a percentage of the cost, ...
You can choose to pay for all, part, or none of the premium with Principal dental insurance. If your budget is tight, employees could pick up the entire cost of premium with voluntary dental insurance.
Personalizing group dental insurance based on your company’s needs is easy with Principal dental insurance. Insurance doesn’t need to be complicated. Here are a few questions to think about when determining the type of coverage that’s right for you and your employees: