A benefit plan outlines the terms of the coverage an employer is offering its covered employees (Meeko members) through their Health Reimbursement Arrangement (HRA). Below you'll find instructions on how to add a plan in addition to explanations of each plan variable.

There are 5 variables that you can configure when setting up the terms of your plan.

This is the first day the plan takes effect.

This is the day that the plan will renew. This is typically 1 year after the plan start date. If you start the plan mid year this date will typically be set to match your benefits cycle.

This is the duration of the plan.

This is the amount the employer will contribute toward qualified expenses over the plan term.

If your company offers a high deductible health plan (HDHP) with a health savings account (HSA) you'll want to set up a separate plan for those plan participants and use this field to set a deductible in conformance with Internal Revenue Code.

This depends on the type and number of health care plans that you offer your employees and their participation in them. Below you'll find some guidance for common health care plans.

Please don't hesitate to reach out to the Meeko team for guidance in setting up benefits plans.

If you provide all your employees with the same group health insurance plan, you would usually set up a single benefits plan in for everyone enrolled in that insurance. This setup is known as an integrated Health Reimbursement Arrangement, or group coverage HRA (GCHRA), which is tailored to augment the group health insurance plan. Through this arrangement, employers can offer tax-free reimbursements for eligible healthcare expenses that are not completely covered by the group insurance, including costs associated with ketamine-assisted therapy.

If your company offers an individual coverage HRA (ICHRA), where you can reimburse your employees for their individual health insurance premiums and qualifying out-of-pocket medical expenses you typically set up a single benefits plan for everyone enrolled in them. Through this arrangement, employers can offer tax-free reimbursements for eligible healthcare expenses, including costs associated with ketamine-assisted therapy.

If your company offers a high deductible plan you'll want to put participants of that plan onto their own coverage plan as they'll have to meet certain deductible thresholds before Meeko's benefit can be utilized.