Master FAQ.
Have questions about Medicare, ACA, group health, or life insurance? We’ve organized all of our most common FAQs in one place.
Click a category below to jump straight to the answers.
Table of Contents:
Medicare
Individual / Family Health Plans
Group Benefits
Medicare Basics
Learn more on our Medicare Basics page
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Part A (Hospital Insurance): Covers hospital stays, skilled nursing, hospice, and some home health.
Part B (Medicare Insurance): Covers doctor visits, outpatient care, preventive services, and durable medical equipment.
Part C (Medicare Advantage): Private plans that bundle Part A, Part B, often Part D, and may include extras like dental and vision.
Medicare Advantage can unfairly get a bad rap, but depending on location and needs, can be exactly what you need.
Part D (Prescription Drug Coverage): Helps pay for medications.
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Original Medicare (Parts A & B) does not cover:
Dental, vision, or hearing
Long term care
Most prescription drugs
Routine foot care, cosmetic surgery, or overseas care
Many people add a Medigap, Medicare Advantage, or ancillary plans to fill these gaps.
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Most people should enroll during their Initial Enrollment Period, a 7 month window around their 65th birthday. If you miss it, you may face penalties unless you qualify for a Special Enrollment Period.
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No. While most people pay $0 for Part A, Part B comes with a monthly premium, and additional coverage (Part D, Advantage, Medigap) also has costs. The right combination of plans help keep your out of pocket expenses predictable.
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Yes. Many people delay Medicare Part B if they still have employer coverage. The rules depend on your company size and benefits, so it’s important to review your situation before making a decision
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100%. Either Medigap, Advantage, and/or Part D depending on your needs and budget. If you don’t you’re billed at 20% for everything under Original Medicare, with no yearly cap.
Medicare Advantage (Part C)
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Sort of. When you join a Medicare Advantage plan, you still have Original Medicare, but your coverage is provided by a private insurer approved by Medicare, with Original Medicare being secondary.
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Private plans that bundle Part A, B, and usually D, often with extras like dental, vision, and hearing.
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Most do, but not all. Always check the plan details to confirm.
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It depends. Advantage plans often have lower premiums but can mean higher out of pocket costs. Medigap has higher premiums but offers predictable costs and nationwide access.
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They can depending on your home residence. Many use HMO or PPO Networks. That means you’ll usually need to see in network providers for the best pricing.
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You sure can. During Annual Enrollment (October 15 - December 7) or Open Enrollment (January 1 - March 31).
Explore details on Medicare Advantage
Medicare Supplement (Medigap)
See our Supplement page
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Medicare Supplement, aka Medigap, policies fill the “gaps” in Original Medicare. Helping with things like copays, deductibles and coinsurance.
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Plan G is currently the most popular option for new Medicare enrollees, as it covers nearly everything except the Part B deductible.
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Yes, but outside of your Initial Enrollment Period, you may face medical underwriting. That’s why enrolling during your guaranteed issue window is important.
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It depends. Medicare Supplement usually has higher premiums but gives you nationwide provider freedom and predictable costs. Medicare Advantage has lower premiums but may come with network restrictions and more out-of-pocket variability.
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Premiums vary by age, gender, state, and the standardized plan letter (A-N). Generally, the more comprehensive the coverage, the higher the premium.
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Yes. Medicare Supplement is widely accepted nationwide by any provider that takes Medicare.
Prescription Drug Plans (Part D)
Visit our Part D Page
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No, but if you don’t have creditable prescription coverage when you’re first eligible, you may face a late enrollment penalty that never goes away.
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No, but if you don’t have creditable drug coverage and delay enrollment, you’ll pay a permanent late enrollment penalty.
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Yes. You can switch plans during the Annual Enrollment Period (Oct 15–Dec 7), or during certain Special Enrollment Periods triggered by life events.
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No. Each plan has its own formulary (drug list). It’s important to check whether your prescriptions are covered before enrolling.
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Once you hit the maximum out of pocket for that year (changes yearly), you are paid up for the remainder of the year.
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As of January 1, 2025, the donut hole is no longer applicable to all Medicare beneficiaries.
Additional Medicare Coverage (Dental, Vision, Hearing, etc.)
Compare your options on our Additional Coverage page
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No. Routine dental (cleanings, fillings, dentures) isn’t covered. You’ll need a separate dental plan.
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Not routine exams. Medicare only covers medically necessary eye care (like cataract surgery). Vision insurance fills the gap.
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No. Hearing aids and exams aren’t included, private coverage is needed.
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No. Medicare covers short term skilled nursing, but not custodial long term care.
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Yes. You can add dental, vision, hearing, and other plans to round out your coverage.
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We’ll help you compare standalone plans vs Advantage plans with add ons so you get complete protection.
Individual / Family Health Plans
Read more on ACA Health Plans on the Individual / Family Health Plans page.
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Yes, most households qualify based on income and family size. Even households making over $100K can still get reduced premiums in some cases.
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ACA plans cover essential benefits (preventive care, prescriptions, maternity, mental health) and always cover pre existing conditions. Short term plans usually do not and can deny coverage.
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The Open Enrollment Period runs from November 1 - January 15 in most states. You may also qualify for a Special Enrollment Period if you’ve had a life event like losing employer coverage, moving, or getting married.
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It depends on the plan’s network. We’ll help you find a plan that keeps your preferred doctors and hospitals in network whenever possible.
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Premiums vary by age, location, and plan tier, but subsidies significantly reduce costs for most people. We’ll run the numbers so you’ll know your true cost upfront.
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Yes. You can apply for individual or family coverage on a single application, each person can pick the plan that fits their needs.
Individual Dental Plans
See more on Dental Plans
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No. However, preventive care alone can save you thousands by catching problems early. Dental coverage also shields you from surprise bills when major procedures pop up.
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PPO offer more flexibility to choose your dentist and usually have larger networks. HMOs are lower cost but more limited.
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Some dental plans include orthodontic benefits, especially for children. Others may require add on coverage. We’ll help you compare.
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Often, yes (plan dependent). Many cover exams, cleanings, and X-rays with little to no out of pocket cost.
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Coverage varies. Some plans include implant allowances or partial coverage; others exclude them or have waiting periods. We’ll pinpoint plans that help with implants if that’s a priority.
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Most plans set an annual maximum between $750 - $10,000 per person. After that, you pay out of pocket.
Vision Plans
More on Vision Plans
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No. However, even with perfect eyesight, annual exams can detect early signs of health problems and keep your eyes healthy long term.
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Most plans let you choose one benefit per year, either glasses or contacts. Some plans offer an allowance that can be split.
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Yes. Plans typically include a frame allowance. You pay the difference if your chosen frames cost more.
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Not fully. Most plans offer discounts on LASIK and other corrective eye procedures.
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Premiums are ofter under $20/month, making vision one of the most affordable types of coverage.
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Yes. Many plans offer individual and family options so everyone can stay covered affordably.
Life Insurance
Details on Life Insurance
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The two main types are Term Life (coverage for a set number of years, usually lowest cost) and Permanent Life (Whole Life or Universal Life, which last a lifetime and can build cash value).
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It depends on income, debts, dependents, and future expenses like college. A common guideline is 10–12x your annual income, but we’ll help tailor coverage to your family’s needs.
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Not necessarily. Term life can be very affordable—sometimes less than $1/day for healthy applicants. Permanent coverage costs more but offers cash value and lifelong protection.
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Yes. Options like guaranteed issue or final expense insurance are available regardless of health, though premiums may be higher.
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Usually not. Employer policies are often limited (1–2x your salary) and end if you leave the job. An individual policy stays with you no matter where you work.
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Yes. Many carriers offer riders that provide smaller amounts of coverage for a spouse or child, or you can purchase separate policies for each family member.
Final Expense
Visit our Final Expense page.
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Final expense insurance, also called burial or funeral insurance, is a small whole life policy designed to cover end-of-life costs such as funerals, cremation, medical bills, or other final expenses.
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Policies are usually smaller than traditional life insurance, typically $2,500 to $50,000, making them affordable and easy to qualify for.
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It’s most common for people over 50, but some carriers offer it at younger ages too. Seniors like it because health exams are often not required.
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Yes. Many policies are guaranteed issue (no medical questions or exams). Others ask a few basic health questions but still accept most applicants.
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Premiums depend on your age, gender, health, and coverage amount, but plans are generally designed to be affordable on a fixed income.
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Yes. Most final expense policies pay benefits directly to your beneficiary or funeral home, often within a few days of claim approval, so loved ones aren’t left with financial stress.
Group Benefits
Group Health Plans (Medical, Dental, Vision)
For more, click Group Health Plans.
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Group benefits are employer sponsored insurance programs that can include health, dental, vision, life, and disability coverage. They provide employees with valuable protection while helping employers attract and retain talent.
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Costs vary by company size, industry, and coverage type, but employers often share costs with employees, making coverage more affordable for both.
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Offering benefits helps recruit and retain top employees, boosts morale, and may provide tax advantages for the business.
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No. Employees typically choose from available options during open enrollment and can opt into only the coverages they need.
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Yes. Employers can tailor benefits packages (medical, dental, vision, life, disability) to fit their workforce and budget.
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Employees have options like COBRA coverage or converting certain policies to individual plans to maintain protection after leaving.
Group Life Insurance
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Most plans cover either a flat amount (e.g., $25,000 or $50,000) or a multiple of the employee’s annual salary (commonly 1–2x).
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Yes. Many plans allow employees to buy supplemental coverage for themselves, their spouses, or dependents.
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Not for the base coverage. Supplemental coverage may require basic health questions or limits.
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Most plans offer portability (take the coverage with you) or conversion (switch to an individual policy).
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It’s one of the most affordable group benefits typically a few dollars per month per employee.
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No. Employers can cover the cost, share it with employees, or offer voluntary life as a 100% employee paid option.
Group Disability Insurance
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Short-term covers temporary conditions (weeks to months), while long-term protects against serious, lasting disabilities (years or more).
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Most plans cover 50–70% of base salary, though exact percentages depend on the policy.
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It depends. If the employer pays premiums, benefits are usually taxable. If employees pay with after-tax dollars, benefits are generally tax-free.
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If the disability is work-related, workers’ comp may apply first. Disability insurance often coordinates benefits to avoid overpayment.
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Yes. Many employers offer a base plan with the option to “buy up” additional coverage.
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It protects employees, strengthens retention, reduces absenteeism stress, and enhances your benefits package all while being cost effective.
Key Person Insurance
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Typically, anyone whose loss would seriously disrupt the business owners, executives, top sales producers, or specialists with unique skills.
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It depends on the value of the key person’s contributions. Common methods include multiplying salary, estimating lost revenue, or factoring in replacement costs.
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Yes. The company owns the policy, pays the premiums, and receives the death benefit.
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Personal life insurance protects an individual’s family. Key person insurance protects the business.
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Yes, in some cases. The company can transfer ownership to the individual or a new employer.
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It gives them confidence that if something happens to a critical person, the business will have funds to stabilize operations and repay obligations.
Buy-Sell Agreement Insurance
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A legal contract that outlines how ownership shares will transfer if an owner dies, becomes disabled, or leaves the business.
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Because insurance provides immediate liquidity. Without it, surviving partners may struggle to raise enough money quickly.
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In cross purchase, partners own policies on each other. In entity owned, the business owns the policies and handles the buyout directly.
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Typically through a pre agreed valuation method like book value, a multiple of earnings, or a professional appraisal.
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No, premiums are not deductible. But the insurance proceeds are usually received tax-free.
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Every few years or anytime the business value, ownership structure, or number of.