Frequently Asked Questions

Disability insurance provides income replacement and financial security for employees if they become unable to work due to illness or injury, helping them focus on recovery and potentially return to work sooner. It also enhances your company’s attractiveness to potential employees.

Short-term disability covers temporary absences (usually up to 26 weeks), while long-term disability covers extended periods, often until retirement.

Important factors include the waiting period before benefits begin, the benefit amount (percentage of the employee’s salary), and the duration of coverage.

In an employer-choice model, the employer selects the plan features. In an employee-choice model, employees can choose from various options to customize their coverage.

We offer a range of disability insurance options and can help you tailor a plan that meets your company’s unique needs and budget. Contact us to learn more.

Offering group dental insurance benefits your company by improving employee health and happiness, increasing productivity, and attracting and retaining top talent.

The two main types are fee-for-service (more flexibility, potentially higher cost) and managed care (lower premiums, stricter limitations). We can help you determine the best fit for your company.

Important factors to consider include whether employees can choose their own dentists, who controls treatment decisions, what services are covered, whether specialists are included, and how out-of-town emergency care is handled.

We specialize in group health insurance and employee benefits in Texas. Our experts will guide you through the process of setting up a plan that meets your company’s needs and budget.

Contact Primary Care Insurance Solutions at 713-329-6944 or submit our contact form to begin a consultation.

It depends on your size. 50+ full-time employees (FTEs) triggers the “Employer Mandate” – you must offer quality insurance or pay penalties. We can calculate your FTEs and explain your options. Under 50 FTEs? You’re exempt from the mandate, but adjusted community rates apply. We can help you find plans that balance cost and coverage, even with these rules.

For large groups, not offering minimum coverage can result in a per-employee fine. Even if you offer a plan, not meeting certain standards can trigger tax credits for employees, leading to different penalties for your business. We’ll help you avoid these risks altogether.

Yes! All compliant plans must cover services from doctor visits to mental health, prescription drugs, and even pediatric dental/vision. We ensure the plans we recommend meet or exceed these standards.

We can analyze your existing plan at no cost. We’ll check for Essential Health Benefits, actuarial value (how much of costs the plan covers on average), and other factors to determine if adjustments are needed.

You’re exempt from the Employer Mandate’s “pay or play” rule, but you’ll still need to comply with adjusted community rating rules. These can affect premiums based on your employees’ ages, tobacco use, etc. We’re experts at navigating these nuances to find you the most affordable, compliant plan.

There is no reliable Houston average that predicts your company's premium. Carriers price the actual group using current census information, coverage tiers, plan design, network, participation, employer contribution, and funding structure. Your cost is only known after quoting. PCI can compare options from 70+ carriers once those inputs are clear.

The carrier generally needs an accurate employee census, eligibility details, desired effective date, current coverage or renewal information when available, and an idea of the employer contribution. Level-funded reviews may require additional information. Clean, current inputs reduce the risk that a preliminary quote changes when enrollment and eligibility are verified.

Not necessarily. Broker proposals can differ because they use different carriers, census dates, plan designs, provider networks, contribution assumptions, or funding terms. Compare the underlying inputs and benefits before comparing totals. PCI puts options on consistent assumptions and identifies where a lower premium also means a narrower network or more employee cost sharing.

You can adjust plan design, network breadth, employer contribution, eligibility choices within applicable rules, and the funding approach. You cannot change employee demographics or a carrier's filed rates. The goal is not simply the lowest premium; it is a cost your company can support with coverage employees can realistically use.

Neither is automatically cheaper or better. Fully insured plans transfer claims risk to the carrier for a set premium. Level-funded plans combine claims funding, administration, and stop-loss protection, so contract terms and maximum exposure matter. PCI compares both when appropriate and explains the risk, cash flow, and renewal implications rather than relying on the opening price.