Benefit Needs Assessment | Perfect Product Pairings | Product Resources | Enrollment Resources | Glossary of Terms
In this Enrollment Toolkit, you’ll find everything you need to bring all your resources together in one place and prepare for a successful Open Enrollment & Renewal season.
Included in the toolkit is a Benefit Needs Assessment to gather data, a list of popular Product Pairings to consider offering, Product Resources and a Glossary of Terms to help you or your clients understand and build a robust benefits package.
Plus, this toolkit contains vital information about Clarity’s Benefit Administration platform and how you can utilize our services along the way to save you time, control costs and maintain satisfaction while you focus on making your organization the best it can be.
Research is the Key to Unlocking the Power of Your Employee Benefits
The first step in preparing for Open Enrollment is to run a comprehensive needs assessment with current employees. It’s an exciting opportunity to gather valuable insights and make informed decisions that can help ensure you’re investing in the right benefits. Not to mention, surveys help strengthen corporate culture by ensuring employees feel seen and heard.
Use this survey in your organization!
For employers:
For brokers:
Once you’ve analyzed the survey results, your score can be used to guide your benefit selection process. This score will help you determine the best Product Pairings for employees, ensuring a well-rounded benefits package that meets their needs.
Clarity Complete
For companies that want to attract and retain top talent and expect every benefit available with tools to make them easy to use. Plus, all-in-one Benefit Administration makes it easy for you to manage. With Clarity Complete, you can integrate all your HR, payroll, benefits, and compliance into one easy-to-use platform.
Choose from solutions such as: HSA, FSA, DCA, HRA, Smartride + Benefit Administration & Compliance.
The complete, customized benefits package.
Clarity Complete Compliance
This second tier is for companies focused on ensuring compliance with all regulatory requirements while simplifying the management of their benefits. Clarity Complete Compliance offers robust solutions to manage COBRA, ERISA, 5500, and POP efficiently.
The essential compliance package is tailored to meet your regulatory needs with ease.
Clarity Complete Compliance+
The third tier was created for companies that need a comprehensive compliance solution integrated with benefits administration. Clarity Complete Compliance Plus combines all the regulatory support of Clarity Complete Compliance with our state-of-the-art benefits administration platform, ensuring both compliance and ease of management.
The comprehensive package for seamless compliance and benefits administration management.
Customized to Fit a Range of Needs
Want a packaged solution not listed above? Let us help you create a customized benefit package that truly shines!
Click here to talk to a Clarity Rep who can help you develop your own perfect pairing.
Creating a comprehensive plan involves weighing the advantages of each type of product available. Take a look at these resources that you can use to help your clients and employees understand the power of simplified and wholistic benefits.
Flyers
Clarity HSA Advance FAQ – Client
Clarity HSA Investments – Client
Clarity HSA Investments User Guide – Participant
Clarity FSA-HSA-HRA Comparison – Client
Videos
Clarity HSA Investment Personal Dashboard
HSA Health Savings Account – Spanish
Infographics
Clarity HSA Infographic – BAU/Enterprise
HSA Infographic Thumbnail Image
How People Are Actually Using HSAs Infographic
Articles
Investment Trends & Employment Demands of the Up-and-Coming Workforce
What Happens to Unused HSA Funds at Year’s End?
How to Use your HSA and FSA in National Nutrition Month
5 Reasons You Should Offer Employees an HSA
Top Tips to Strategize Your Retirement Savings
Ultimate Guide to Using Your HSA for Retirement Investing
Retirement Planing 101: Tips for Using Your HSA to Build Long-Term Wealth
Flyers
Clarity FSA DCA wGrace Period – Participant
Clarity FSA DCA wRollover – Client
Clarity FSA DCA wRollover – Participant
Videos
FSA Flexible Spending Account – Spanish
Articles
How to Use your HSA and FSA in National Nutrition Month
The Win-Win Tax Benefits of HSAs and FSAs
FSA FAQs: What should employers know about Flexible Spending Accounts?
Tips to Help your Employees Optimize their FSA Funds
10 Most Surprising FSA-Eligible Purchases
HSA vs FSA: Helping Your Clients Understand the Differences of HSA and FSA
Know the FSA Rules: Understanding the IRS Regulations for FSAs
Say Goodbye to the “Use It or Lose It” Days: How To Plan and Budget Your FSA This Year
Flyers
Clarity Dependent Care – Client
Clarity Dependent Care – Participant
Clarity FSA DCA wGrace Period – Participant
Clarity FSA DCA wRollover – Client
Clarity FSA DCA wRollover – Participant
Videos
Articles
5 Things to Know About Dependent Care This Year
Preparing for the Cost of Quality Dependent Care with an FSA
Child Health Day: The Importance of Dependent Care Quality
Why You Should Be Including Caregiver Benefits in Your Post-Pandemic Benefits Plan
How Disability Insurance Can Offer Much-Needed Support to Caregivers
Flyers
Clarity HRA Plan Comparison – Client
Clarity HRA Plan Comparison – Participant
Videos
HRA Health Reimbursement Account
HRA Health Reimbursement Account – Spanish
Articles
What’s Next: How COBRA Plans Interact with HSAs, HRAs and FSAs
What Every Employer Needs to Know About HRAs
Reacting to Dobbs v. Jackson: A Benefits Decisions for Employers
Flyers
Clarity SmartRide FAQ-Participant
Articles
Attracting and Retaining Employees in Today’s Job Market with Voluntary Benefits
Reacting to Dobbs v. Jackson: A Benefits Decisions for Employers
Flyers
Wage Parity without DCA – Client
Articles
How to Streamline Your Benefits Administration with a Partnership Mindset
Videos
Clarity Wage Parity Benefit Card
Popular Wage Parity Covered Benefits
Articles
Nurturing Professional Wellness: A CEO’s Perspective
Unlocking Employee Happiness: The Rise of Lifestyle Spending Accounts in Modern Benefits Packages
Videos
Primary Care vs Urgent Care vs ER
Prescription Drugs: Cost Management
MERP Medical Expense Reimbursement Plan
Medical Plan: PPO Preferred Provider Organization
Medical Plan: HDHP High-Deductible Health Plan
Medical Plans Compared: HDHP vs PPO
Medical Plans Compared: CDHP vs PPO
How to Stretch Your Healthcare Dollars
Videos
Primary Care vs Urgent Care vs ER
Prescription Drugs: Cost Management
MERP Medical Expense Reimbursement Plan
Medical Plan: PPO Preferred Provider Organization
Medical Plan: HDHP High-Deductible Health Plan
Medical Plans Compared: HDHP vs PPO
Medical Plans Compared: CDHP vs PPO
How to Stretch Your Healthcare Dollars
Flyers
Clarity HSA Advance FAQ – Client
Clarity HSA Investments – Client
Clarity HSA Investments User Guide – Participant
Clarity FSA-HSA-HRA Comparison – Client
Videos
Clarity HSA Investment Personal Dashboard
HSA Health Savings Account – Spanish
Infographics
Clarity HSA Infographic – BAU/Enterprise
HSA Infographic Thumbnail Image
How People Are Actually Using HSAs Infographic
Articles
Investment Trends & Employment Demands of the Up-and-Coming Workforce
What Happens to Unused HSA Funds at Year’s End?
How to Use your HSA and FSA in National Nutrition Month
5 Reasons You Should Offer Employees an HSA
Top Tips to Strategize Your Retirement Savings
Ultimate Guide to Using Your HSA for Retirement Investing
Retirement Planing 101: Tips for Using Your HSA to Build Long-Term Wealth
Flyers
Clarity FSA DCA wGrace Period – Participant
Clarity FSA DCA wRollover – Client
Clarity FSA DCA wRollover – Participant
Videos
FSA Flexible Spending Account – Spanish
Articles
How to Use your HSA and FSA in National Nutrition Month
The Win-Win Tax Benefits of HSAs and FSAs
FSA FAQs: What should employers know about Flexible Spending Accounts?
Tips to Help your Employees Optimize their FSA Funds
10 Most Surprising FSA-Eligible Purchases
HSA vs FSA: Helping Your Clients Understand the Differences of HSA and FSA
Know the FSA Rules: Understanding the IRS Regulations for FSAs
Say Goodbye to the “Use It or Lose It” Days: How To Plan and Budget Your FSA This Year
Flyers
Clarity Dependent Care – Client
Clarity Dependent Care – Participant
Clarity FSA DCA wGrace Period – Participant
Clarity FSA DCA wRollover – Client
Clarity FSA DCA wRollover – Participant
Videos
Articles
5 Things to Know About Dependent Care This Year
Preparing for the Cost of Quality Dependent Care with an FSA
Child Health Day: The Importance of Dependent Care Quality
Why You Should Be Including Caregiver Benefits in Your Post-Pandemic Benefits Plan
How Disability Insurance Can Offer Much-Needed Support to Caregivers
Flyers
Clarity HRA Plan Comparison – Client
Clarity HRA Plan Comparison – Participant
Videos
HRA Health Reimbursement Account
HRA Health Reimbursement Account – Spanish
Articles
What’s Next: How COBRA Plans Interact with HSAs, HRAs and FSAs
What Every Employer Needs to Know About HRAs
Reacting to Dobbs v. Jackson: A Benefits Decisions for Employers
Flyers
Clarity SmartRide FAQ-Participant
Articles
Attracting and Retaining Employees in Today’s Job Market with Voluntary Benefits
Reacting to Dobbs v. Jackson: A Benefits Decisions for Employers
Flyers
Wage Parity without DCA – Client
Articles
How to Streamline Your Benefits Administration with a Partnership Mindset
Videos
Clarity Wage Parity Benefit Card
Popular Wage Parity Covered Benefits
Articles
Nurturing Professional Wellness: A CEO’s Perspective
Unlocking Employee Happiness: The Rise of Lifestyle Spending Accounts in Modern Benefits Packages
Videos
Primary Care vs Urgent Care vs ER
Prescription Drugs: Cost Management
MERP Medical Expense Reimbursement Plan
Medical Plan: PPO Preferred Provider Organization
Medical Plan: HDHP High-Deductible Health Plan
Medical Plans Compared: HDHP vs PPO
Medical Plans Compared: CDHP vs PPO
How to Stretch Your Healthcare Dollars
Videos
Primary Care vs Urgent Care vs ER
Prescription Drugs: Cost Management
MERP Medical Expense Reimbursement Plan
Medical Plan: PPO Preferred Provider Organization
Medical Plan: HDHP High-Deductible Health Plan
Medical Plans Compared: HDHP vs PPO
Medical Plans Compared: CDHP vs PPO
How to Stretch Your Healthcare Dollars
Flyers
Clarity Benefits Administration (bswift + Enav)
Clarity Online + Mobile Access – Client
Clarity Employee Navigator – Client
Videos
Implementing Your Clarity Benefits
Renewal: Your Step-by-Step Guide to Renewing Your Clarity Benefits
Clarity + Deltek | Your New Online Benefit Administration Partner
Demo: Clarity Benefit Solutions Employee Navigator
Demo: Clarity Benefit Solutions bswift
Demo: Easily Manage Employee Benefits with Clarity
Employee Benefits Technology that Transforms
Articles
How to Streamline Your Benefits Administration with a Partnership Mindset
Tips for increasing Open Enrollment and Engagement with your Employees
How to Simplify Your Project and Work Management
National Technology Day: Our Top 3 Disruptive Technologies in Employee Benefits
How To Increase Employee Engagement Through Benefits Technology
Navigating Modern Employee Benefits and Administration with Technology
Flyers
Clarity Personal Wallet – Client
Clarity Personal Wallet – Participant
Clarity Mobile Pay – Participant
Articles
10 Most Surprising FSA-Eligible Purchases
Preparing for the Cost of Quality Dependent Care with an FSA
Tips to Help your Employees Optimize their FSA Funds
Time to Start Thinking About Open Enrollment: What New Offerings Will You Bring to the Table?
Flyers
Clarity Direct Bill – Participant
Articles
How to Simplify Your Project and Work Management
How to Streamline Your Benefits Administration with a Partnership Mindset
Flyers
Videos
Articles
What’s Next: How COBRA Plans Interact with HSAs, HRAs and FSAs
Top 3 Technology Trends to Decrease and Reduce Stress in the Workplace
COBRA Compliance can be Complex: Tips for Mitigating Risk with Clarity COBRA
How to Streamline Your Benefits Administration with a Partnership Mindset
Common COBRA Mistakes, Admin Errors, and How to Avoid Them
Flyers
Articles
The Benefits of Offering Voluntary Benefits to Employees
Unlocking Employee Happiness: The Rise of Lifestyle Spending Accounts in Modern Benefits Packages
Flyers
Articles
How to Simplify Your Project and Work Management
How to Streamline Your Benefits Administration with a Partnership Mindset
Reacting to Dobbs v. Jackson: A Benefits Decisions for Employers
Flyers
Articles
How to Streamline Your Benefits Administration with a Partnership Mindset
Flyers
Videos
Articles
Reacting to Dobbs v. Jackson: A Benefits Decisions for Employers
Last Minute Employee Tips to Ensure a Successful Open Enrollment
Flyers
Clarity Benefits Administration (bswift + Enav)
Clarity Online + Mobile Access – Client
Clarity Employee Navigator – Client
Videos
Implementing Your Clarity Benefits
Renewal: Your Step-by-Step Guide to Renewing Your Clarity Benefits
Clarity + Deltek | Your New Online Benefit Administration Partner
Demo: Clarity Benefit Solutions Employee Navigator
Demo: Clarity Benefit Solutions bswift
Demo: Easily Manage Employee Benefits with Clarity
Employee Benefits Technology that Transforms
Articles
How to Streamline Your Benefits Administration with a Partnership Mindset
Tips for increasing Open Enrollment and Engagement with your Employees
How to Simplify Your Project and Work Management
National Technology Day: Our Top 3 Disruptive Technologies in Employee Benefits
How To Increase Employee Engagement Through Benefits Technology
Navigating Modern Employee Benefits and Administration with Technology
Flyers
Clarity Personal Wallet – Client
Clarity Personal Wallet – Participant
Clarity Mobile Pay – Participant
Articles
10 Most Surprising FSA-Eligible Purchases
Preparing for the Cost of Quality Dependent Care with an FSA
Tips to Help your Employees Optimize their FSA Funds
Time to Start Thinking About Open Enrollment: What New Offerings Will You Bring to the Table?
Flyers
Clarity Direct Bill – Participant
Articles
How to Simplify Your Project and Work Management
How to Streamline Your Benefits Administration with a Partnership Mindset
Flyers
Videos
Articles
What’s Next: How COBRA Plans Interact with HSAs, HRAs and FSAs
Top 3 Technology Trends to Decrease and Reduce Stress in the Workplace
COBRA Compliance can be Complex: Tips for Mitigating Risk with Clarity COBRA
How to Streamline Your Benefits Administration with a Partnership Mindset
Common COBRA Mistakes, Admin Errors, and How to Avoid Them
Flyers
Articles
The Benefits of Offering Voluntary Benefits to Employees
Unlocking Employee Happiness: The Rise of Lifestyle Spending Accounts in Modern Benefits Packages
Flyers
Articles
How to Simplify Your Project and Work Management
How to Streamline Your Benefits Administration with a Partnership Mindset
Reacting to Dobbs v. Jackson: A Benefits Decisions for Employers
Flyers
Articles
How to Streamline Your Benefits Administration with a Partnership Mindset
Flyers
Videos
Articles
Reacting to Dobbs v. Jackson: A Benefits Decisions for Employers
Last Minute Employee Tips to Ensure a Successful Open Enrollment
Use these definitions and explanations of key terms to help clients and/or employees navigate the complexities of the benefits landscape.
This is the maximum payment the plan will pay for a covered health care service. May also be called “eligible expense”, “payment allowance”, or “negotiated rate.”
A request for a benefit (including reimbursement of a health care expense) made by you or your health care provider to your health insurer or plan for items or services you think are covered.
Your share of the costs of a covered health care service, calculated as a percentage (for example, 20%) of the allowed amount for the service. You generally pay coinsurance plus any deductibles you owe.
A fixed amount (for example, $15) you pay for a covered health care service, usually when you receive the service. The amount can vary by the type of covered health care service.
An amount you could owe during a coverage period (usually one year) for covered health care services before your plan begins to pay. An overall deductible applies to all or almost all covered items and services. A plan with an overall deductible may also have separate deductibles that apply to specific services or groups of services.
A Dependent Care plan (DCA account) is a type of flexible spending account that allows employees to use pre-tax dollars to pay for out-of-pocket child and adult dependent care expenses. Any employer can decide to offer it to their employees. At the beginning of the year, the employee estimates his annual out-of-pocket expenses for his dependents. The money elected is automatically deducted from his gross pay before federal, Social Security, state, and local taxes are withheld. In 2024, employees can elect up to $5,000 annually per household.
Flexible Spending Account (FSA)
A Flexible Spending Account (FSA) is a designated account where you can deposit funds to cover specific out-of-pocket healthcare expenses. The money you contribute to an FSA is not subject to taxes, resulting in savings equivalent to the amount you would have paid in taxes. While employers can contribute to an FSA, it is not mandatory for them to do so. FSAs can be used to pay for eligible medical and dental expenses for yourself, your spouse (if married), and your dependents. However, it’s crucial to be aware of the “use it or lose it” rule, which generally requires you to utilize the funds in your FSA within the plan year. Nevertheless, employers may offer two options: a “grace period” of up to 2 ½ additional months to utilize the funds or the ability to carry over up to $640 into the following year. The plan limits for 2024 are set at $3,200, with $640 available for carryover into 2025.
The list of prescription drugs covered under a health plan. A formulary is usually structured in tiers that ensure you can access affordable options while balancing coverage for brand-name and specialty drugs.
Health Maintenance Organization (HMO)
A health plan typically with lower premiums compared to PPO plans. However, HMOs come with certain limitations. They offer a narrower selection of doctors and facilities, restricting your choice of healthcare providers. Additionally, HMO plans generally do not provide coverage for out-of-network services, except in emergency situations. If you are enrolled in an HMO plan, you will need a referral from your primary care doctor before seeing a specialist. While this referral process ensures coordinated care, it can be frustrating if you require prompt access to a specialist. This requirement may cause delays in receiving specialized medical attention.
Health Reimbursement Arrangement (HRA)
A Health Reimbursement Arrangement is an employer-paid health reimbursement plan. Any employer can decide to offer it to their employees. It helps employees save money by paying for different types of out-of-pocket expenses (deductibles, copays, etc.). Employers save money by shifting to consumer-driven healthcare. They pay directly for various expenses instead of through increased premiums from an insurance company. HRA Plan funds used by employees are tax-deductible to the employer and employee.
Health Savings Accounts (HSAs) are available to employees who enroll in a high-deductible health plan (HDHP). HSAs allow individuals to contribute money, up to government-set annual limits using pre-tax dollars. The contribution limits for 2025 are $4,300 for self-only coverage and $8,550 for family coverage. Employers can also make contributions within the prescribed limit. These funds can be utilized to pay for medical expenses, regardless of whether the deductible has been met, and withdrawals for medical purposes are tax-free. Notably, HSAs are individually owned, meaning they remain with the employee even after leaving the current employment. This arrangement provides individuals with a valuable means of setting aside funds, enjoying tax advantages, and maintaining ownership and control over their healthcare savings.
High-Deductible Health Plan (HDHP)
A health plan characterized by low premiums and a higher deductible. This type of plan can be advantageous for individuals without chronic illnesses or those planning for surgeries, as it can lead to overall cost savings. Additionally, selecting an HDHP often makes individuals eligible for a health savings account (HSA), which offers tax advantages and allows them to set aside funds for future medical expenses. By choosing an HDHP and utilizing an HSA, individuals can potentially reduce their healthcare expenses while enjoying the benefits of long-term savings and financial flexibility.
Physicians, clinics, medical facilities, and other healthcare practitioners who have established a contractual agreement with the health plan to provide services to its members. In-network healthcare providers are favored by health plans, as they offer more extensive coverage at a reduced cost compared to out-of-network providers.
Lifestyle Spending Account (LSA)
A Lifestyle Spending Account (LSA) is an employer-funded, post-tax benefit that provides employees with a flexible spending account for various lifestyle expenses. Unlike HSAs or FSAs, LSAs do not offer tax advantages and are considered taxable income. Employers can customize the spending categories, such as fitness, education, or home office goods, to meet the unique needs of their workforce.
The facilities, providers and suppliers your health insurer or plan has contracted with to provide health care services.
Doctors, clinics, hospitals, and other healthcare professionals who do not have an agreement with the health plan to offer services to its members. While a health plan may still provide coverage for treatment obtained from out-of-network providers, it typically requires covered individuals to bear a greater portion of the expenses. This means that utilizing out-of-network providers often results in higher out-of-pocket costs for individuals compared to using in-network providers, who have negotiated agreements with the health plan for more favorable coverage terms. Therefore, it is generally more cost-effective for individuals to seek care from in-network providers to minimize their financial responsibility.
A financial threshold that determines the maximum amount an employee is responsible for paying during a specific coverage period, typically spanning one year. It encompasses various costs associated with covered services, such as co-payments and co-insurance. Once an employee reaches this limit, the health plan assumes responsibility for covering the remaining costs of covered services for the remainder of the coverage period. In other words, the out-of-pocket limit sets a cap on the total amount an individual is obligated to pay directly, providing a safeguard against excessive financial burdens and ensuring that healthcare expenses remain manageable within a defined timeframe.
A decision by your health insurer or plan that a health care service, treatment plan, prescription drug or durable medical equipment (DME) is medically necessary. Sometimes called prior authorization, prior approval or precertification. Your health insurance or plan may require preauthorization for certain services before you receive them, except in an emergency.
Preferred Provider Organization (PPO)
A type of health plan that allows you to visit specialists without referrals. PPO plans typically have higher premiums than HMOs but have the added advantage of offering out-of-network coverage to ensure you can always get the care you need.
The amount that must be paid for your health insurance or plan. You and/or your employer usually pay it monthly, quarterly, or yearly.
An individual or facility that provides health care services. Some examples of a provider include a doctor, nurse, chiropractor, physician assistant, hospital, surgical center, skilled nursing facility, and rehabilitation center.
Summary of Benefits and Coverage (SBC)
A concise document detailing simple and consistent information about a health plan’s costs, covered services, and benefits.
We hope you found these tools useful! At Clarity, we’re committed to partnership, leadership and world-class service. If you need any assistance with your benefits administration before Open Enrollment season, please feel free to contact us.
Depending on your organization’s needs, we can offer additional support, videos or flyers that can help you plan for a successful year ahead!
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