the details
HealthPLan

(ALL STATES EXCEPT MD, HI, DE, CA, NM & PR)
(MD, HI, DE, CA, NM & PR)
Association Healthplan details
- 2023 Anthem Medical
- 2023 Anthem Dental & Vision
- 2023 Part-time Healthcare Plans
- 2023 Supplemental Health Plans
(All states) - 2023 Operator Life & Disability Plans
(All states) - 2023 Team Member Life & Disability Plans
(All states) - Other Services, Program Highlights, & Fees
- 2023 Open Enrollment Communication
- 2023 STRATEGY & ACA INFORMATION
- Spanish Materials
- New Member Plan Overview
- Transparency in Coverage
- About Mercer
Overview
Anthem Blue Cross Blue Shield is the medical insurer for the GIOA program. There are five (5) medical plan choices that include traditional PPO offerings along with an HSA-qualified plan called the Freedom plan. Detailed plan design information can be found in the sidebar to the right.
All five (5) Anthem medical plan options will be presented to all full-time Team Members as well as those who have met the ACA hours requirement. Team Members will select the plan that best meets their needs.
Tell Me More
Rates differ by region thus your rates will be based on your region. Click the ‘View My Medical Rates’ button in the sidebar. These rates are for medical coverage only. Dental and vision rates are detailed separately on the site.
If you are an applicable large employer (ALE), to meet affordability guidelines you are required to make contributions for all full-time and ACA-eligible Team Members based on the employee-only rate of the lowest-cost medical plan. If you opt out of contributing towards the cost of medical coverage then applicable ACA fines could apply.
Your contribution to the cost of coverage must be made in $25 increments. You will have the option of setting your contributions by Team Member group:
- Tier 1: Other Staff (Executives)
- Tier 2: Managers
- Tier 3: Assistant Managers
- Tier 4: Supervisor/Shift Lead
- Tier 5: Team Member, Office/Clerical, Restaurant Maintenance Technician, Non-CFA Employee
- Tier 6: Area Marketing Director, Rest. Marketing Director, Kitchen Director, Training Director, Manager/Training Director, or Hospitality
Use the ACA contribution modeler to help in determining the required contribution amount by Team Member group.
FAQs
Can I select the waiting period as to when Team Members become eligible?
Yes, you will have the option of electing a waiting period of 0 days, 30 days, or 60 days. The waiting period will apply to all newly hired Team Members regardless of their job title or insurance group. Benefits will be effective the 1st of the month following the completion of their assigned waiting period.
What is the network we use through Anthem?
The Anthem network used is the Blue Card PPO.
Can the medical benefits be offered on a pre-tax basis?
No, given issues with non-discrimination testing, GIOA has decided not to offer benefits on a pre-tax basis.
If I or a Team Member join the Freedom HSA plan, are we able to make contributions to the HSA on a pre-tax basis via payroll deductions?
Contributions to HSAs via payroll deductions will not be supported by the GIOA program at this time. This decision will be revisited however if enrollment in the plan is sufficient enough to warrant the additional administrative expense involved in coordinating this activity.
If GIOA won’t support payroll deductions for HSA contributions, how do I or a Team Member get the tax-free benefits?
You can establish an HSA at any financial institution that provides HSA services. You can make deposits into that account and then take the tax deduction on your annual income tax filings.
Can I contribute to an HSA if I’m enrolled in the Platinum Plan?
No, you can only contribute to an HSA if you are enrolled in the Freedom Plan and you meet other criteria. See the HSA eligibility checklist in the sidebar to determine if you are eligible to make contributions to an HSA.
Side by Side Overview
of Medical Options
Platinum Plan Summary
Gold Plan Summary
Silver Plan Summary
Bronze Plan Summary
Freedom Plan Summary
HSA eligibility check list
(To choose your state, download then enable editing.
Includes Affordability Calculator.)
Dental Overview
Anthem Blue Cross Blue Shield is the dental provider for the GIOA program. Two (2) dental plan choices cover all basic dental needs. Both Full-time & PT Team Members have the option of enrolling in a High or Low plan. Each option offers the flexibility of in-network or out-of-network dentists. Medical plan participation is not required to enroll in the dental plan. Detailed plan design information can be found in the sidebar to the right.
Both dental plan options will be presented to Team Members at the time of enrollment. Team Members will select the plan that best meets their needs.
Tell Me More
Rates are the same for all regions.
Your contribution to the cost of coverage must be made in $5 increments. You will have the option of setting your contributions by Team Member group:
- Tier 1: Other Staff (Executives)
- Tier 2: Managers
- Tier 3: Assistant Managers
- Tier 4: Supervisor/Shift Lead
- Tier 5: Team Member, Office/Clerical, Restaurant Maintenance Technician, Non-CFA Employee
- Tier 6: Area Marketing Director, Rest. Marketing Director, Kitchen Director, Training Director, Manager/Training Director, or Hospitality Director
FAQs
Can I select the waiting period as to when Team Members become eligible?
Yes, you will have the option of electing a waiting period of 0 days, 30 days, or 60 days. The waiting period will apply to all newly hired Team Members regardless of their job title or insurance group. Benefits will be effective the 1st of the month following the completion of their assigned waiting period.
Can dental benefits be offered on a pre-tax basis?
No, given issues with non-discrimination testing, GIOA has decided not to offer any benefits on a pre-tax basis.
Will my current orthodontic treatment be covered under the new plan?
Yes, if you select a plan option that covers orthodontia and you are currently receiving treatment from another plan, Anthem will coordinate benefits to determine what is paid under your old coverage and what is paid under your new coverage.
Vision Overview
The GIOA program offers two (2) vision plan options for both Full-time & PT team members, a High & Low option. Medical plan participation is not required to enroll in the vision plan. Detailed plan design information can be found in the sidebar to the right.
All plan options will be presented to Team Members according to their eligibility at the time of enrollment. Team Members will select the plan that best meets their needs.
Tell Me More
Rates are the same for all regions.
Your contribution to the cost of coverage must be made in $5 increments. You will have the option of setting your contributions by Team Member group:
- Tier 1: Other Staff (Executives)
- Tier 2: Managers
- Tier 3: Assistant Managers
- Tier 4: Supervisor/Shift Lead
- Tier 5: Team Member, Office/Clerical, Restaurant Maintenance Technician, Non-CFA Employee
- Tier 6: Area Marketing Director, Rest. Marketing Director, Kitchen Director, Training Director, Manager/Training Director, or Hospitality Director
FAQs
Can I select the waiting period as to when Team Members become eligible?
Yes, you will have the option of electing a waiting period of 0 days, 30 days, or 60 days. The waiting period will apply to all newly hired, full-time Team Members regardless of their job title or insurance group. Benefits will be effective the 1st of the month following the completion of their assigned waiting period.
What is the Vision Network called with Anthem?
Blue View Vision is the network in place for the GIOA program. The network provides access to over 36,000 doctors and 27,000 locations nationwide. Employees will have access to retail and online options to take care of their vision needs
Can the vision benefits be offered on a pre-tax basis?
No, given issues with non-discrimination testing, GIOA has decided not to offer any benefits on a pre-tax basis.
Overview
GIOA understands Operators want to support Team Members who work in a reduced schedule capacity. That’s why we are making available new benefit plans designed for your part-time Team Members.
You’ll be able to offer your part-time Team Members a Minimum Essential Coverage (MEC) medical plan with enrollment on the same platform as your full-time employees.
The MEC plan is provided by Essential Benefits Administrators, a leading provider specializing in innovative and flexible employee offerings. The MEC plan is a self-insured guaranteed cost contract. There are no participation and contributions for the Essential Benefits plans. There are three plans: Basic MEC, MEC Plus, and MEC Premium Plus.
The MEC plans are not part of GIOA’s AHP and GIOA makes no assurances regarding their operation. Operators who choose to offer these benefits may enroll their Team Members on the Benefitfocus platform, but will contract directly with Essential Benefits Administrator and assume all liability therein.
FAQs
Can I select the waiting period as to when Team Members become eligible?
Yes, you will have the option of electing a waiting period of 0 days, 30 days, or 60 days. The waiting period will apply to all newly hired Team Members regardless of their job title or insurance group. Benefits will be effective the 1st of the month following the completion of their assigned waiting period.
Are the dental and vision benefits the same as full-time?
Yes, the part-time Team Member dental plan design options are the same as the full-time plans.
What types of items do the MEC plans cover?
MEC plans are not comprehensive medical coverage. They are designed to provide Team Members with 100% coverage for ACA-mandated wellness coverage. The higher-level plans provide in-network office visits subject to copays. There is no coverage for outpatient or inpatient services. There is no out-of-network coverage.
What network does the MEC plan use?
The MEC plans utilize the First Health Network.
Overview
As the benefits landscape continues to change, employers are looking for new ways to provide a well-rounded comprehensive benefits plan to attract and retain talent. Supplemental Health Benefits provide a low-cost way for Team Members to round out their health care coverage whether they are covered by your plan, their parent’s, a spouse’s plan, a Military plan, or some other coverage.
You are not required to contribute to the cost of coverage, but if you decide to pay a portion, the benefits become even more attractive.
The insurer for the Supplemental Health Benefits is Securian Financial.
Tell Me More
The Supplemental Health Bundle includes Critical Illness, Hospital Indemnity, and Accident Insurance. If you decide to offer this bundle, you and your Team Members will be presented with each benefit. You and your Team Members select which benefits you want. Select one, two, three, or none of the options.
Critical Illness Insurance (also called Specified Disease Insurance) provides a lump sum if the insured is diagnosed with a condition such as cancer or has a heart attack or stroke.
Accident Insurance provides a specified dollar benefit if the insured suffers an accident and has certain injuries or is treated for certain injuries.
Hospital Indemnity Insurance provides a lump sum payment if the insured is hospitalized due to sickness or accident.
FAQs
Do these benefits satisfy any ACA compliance requirements?
No, these benefits are not ACA-compliant. They do not meet minimum value (MV) or minimum essential coverage (MEC) requirements.
Are the benefits payments made directly to the insured or to the provider?
All Supplemental Health Benefits are indemnity benefits. Payment is made directly to the insured, not to the provider. The insured first incurs the expense and may be required to pay the provider upfront. The insured then files a claim with Securian and if the claim is for an approved expense, Securian will reimburse the insured directly.
Can spouses and children be covered?
Yes, rates are 4 – tiers: employee only, employee + spouse, employee + child(ren), and family. You do not have to select the same tier of coverage for each benefit. You can select different tiers by benefit.
Can these benefits be offered to my part-time Team Members?
Yes, if you decide to offer the Supplemental Health Bundle, your part-time employees working at least 15 hours per week will be presented the option to enroll for these coverages as well.
Critical Illness Plan Summary & Rates
Hospital Indemnity Plan Summary & Rates
Accident Plan Summary & Rates
Value added benefits
Operator Life Insurance
Cigna Group Insurance is the Operator Life Insurance provider for GIOA. GIOA is pleased to announce an expansion of life insurance benefits for Operators – up to $2 million, all guaranteed issues. And now, you can purchase life insurance for your spouse (up to $500,000) and child(ren) ($10,000). Your spouse will have to submit proof of good health for amounts over $50,000. All coverage comes with AD&D in equal amounts.
The rates for Operator Life are equal to current rates.
Operator LTD
GIOA’s Operator LTD offering is a multi-level program that provides up to $85,000 in income replacement:
- Base (The Standard – Group Policy): 60% up to $25,000
- Buy up Level 1 (UNUM – Individual Policy): 60% up to $10,000
- Buy up Level 2 (Lloyd’s of London – Individual Policy): 60% up to $50,000
There are two options for base coverage provided by The Standard: (1) the current plan with a 25% rate increase (2) the alternate plan with an 8.5% rate increase. See Operator Base LTD Summary and Rates for a comparison of options.
FAQs
I notice there are no rates posted for the Buy-up Level 1 and Buy-up Level 2 of the LTD. Why is that? How do I know the cost of coverage?
The Buy up LTD plans is individual plans. The offerings will be customized to each Operator at the time of enrollment. If you select the Base LTD offering, you’ll automatically receive a customized offer of Buy up LTD prior to annual enrollment. You are only eligible for the Buy-up options if you enroll in the Base options.
If I want to keep the Life and Disability insurance amounts I have today, is there something special I need to do?
At annual enrollment, simply select those amounts. There will be no medical underwriting and the coverage will be issued on a no-loss/no-gain provision.
I have no LTD or Life insurance today. I want to enroll. Do I have to answer medical questions or have an exam?
No, the coverage will be provided during this one-time special period without evidence of insurability. That means no medical exams or questions.
If I enroll at a later date or I want to increase coverage amounts, will I have to submit proof of good health?
Yes, any late enrollment or increases in coverage amounts will be subject to evidence of good health requirements.
Operator Buy Up Level 1 Summary – UNUM
Operator Buy Up Level 2 Summary – Lloyd’s of London
Team Member Life Insurance
The Hartford is the Team Member Life Insurance provider for GIOA. Team Members can purchase Life Insurance up to $100,000 on themselves, $50,000 on their spouse, and $10,000 on their child(ren). You are not required to contribute to the cost of coverage, but if you select Operator life you must make Team Member life available.
Team Member STD
Team Members will have the option of enrolling for STD benefits. The STD plan will pay a weekly benefit of $200 to $1,500 depending on the Team Members’ selected benefit amount. You must make Team Member STD available if you select Operator LTD. In states that have a state-mandated disability requirement, short-term disability coverage may not be available.
FAQs
If an employee enrolls at a later date outside of their initial enrollment or they want to increase coverage amounts, will I have to submit proof of good health?
Yes, any late enrollment or increases in coverage amounts will be subject to evidence of good health requirements.
Team Member Life Summary & Rates
Team Member STD Summary & Rates
GIOA’s healthplan offering is designed to be a turn-key solution that frees you from the administrative burden of providing and managing benefits. We’ve partnered with companies that know and understand how we function and the importance of a hands off solution.
As an Operator, you will be fully supported by the GIOA model. Our goal is to take care of most of the day to day activities leaving you free to focus on what matters most to your store and your team.
Benefit Administration & COBRA
We’ve selected Benefitfocus as our administration partner. They will provide the enrollment system that allows you and your Team Members to select benefits. They will let the insurance companies know who is eligible and who should be terminated from coverage. They’ll also manage COBRA.
ACA Compliance Support
For ACA Compliance and support we’ve partnered with UnifyHR. They’ll do the ALE tracking, the hours tracking, and 226-J letter response for you.
If you are not participating in a Healthcare option, ACA services are not available – i.e. no GIOA medical and no ACA tracking.
New Technology
As part of the GIOA healthcare program you and your Team Members will have access to an exciting new app that puts your enrolled benefits and program information in the palm of your hands. The tool is called the LiveWell Connect app powered by iNGAGED and you can download it directly to your phone or tablet from the Apple App Store or from Google Play. It’s customized to each Team Member according to what they have enrolled in so that you see only your relevant information.
You as the Operator will have single sign on to UnifyHR as well.
Health Advocate
Health Advocate will be provided at no cost to you and your Team Members. Have an issue with a claim? Need to research in-network doctors? Want to speak with someone about a health condition? Health Advocate can help you and your Team Members navigate carriers and claims.
Program/ Technology Fees
GIOA charges no additional fees for participating in the healthplan. Similar to today, you will pay fees for benefit administration (Benefitfocus) and ACA compliance (UnifyHR):
- Benefitfocus: $158.33 per month ($1,900/year)
- GIOA Insurance Benefits Fee: for UnifyHR and GIOA operations
The UnifyHR fees do not apply if you are not participating in the Healthcare option and there will be no ACA tracking.
Powered by Mercer
As our broker partner, Mercer will provide GIOA with vendor management, compliance support, and all of the oversite needed to make our program a success. This includes working with Corporate to resolve Vender Bridge issues and ensure our data gets to the right place.
Open Enrollment Communication TO SHARE with your team!
- 2023 Open Enrollment Benefits Guide – Click Here
- LIVEWELL Open Enrollment flyer (English) – Click Here
- LIVEWELL Open Enrollment flyer (Spanish) – Click Here
- Open Enrollment Video for your team – Click Here
- Healthcare Resource Guide – Click Here
- LIVEWELL enrollment platform – Click Here
OPEN ENROLLMENT HOTLINE:
Team Member Questions: 855-915-3015 Monday to Friday 8amET to 8pm ET
GIOA ALE Affordability Training
2023 AHP Strategy Guide
2023 Medical Plan Side-by-Side Overview
2023 Dental & Vision Plan Overview & Rates
Guardian Independent Operator Association (GIOA) in collaboration with Mercer Health & Benefits LLC. has developed a healthcare program that includes comprehensive medical, dental, vision, life, and disability benefits coupled with administration, COBRA, and ACA compliance services.
As an Operator, GIOA will work in partnership with you supporting the day-to-day management of your employee benefits offering and associated compliance, leaving you free to focus on what matters most, your store and your team.
Powered by Mercer means leverage to drive the best possible pricing and highest levels of service. Best of all – it’s built specifically for Operators.
There are no Operator contribution requirements to team member benefits. Additionally, there are no participation requirements during annual enrollment meaning a set number of or percentage of team members is not required to enroll.
Waiting Periods
A waiting period is a time between when your employees are hired and when the coverage goes into effect. You will select the waiting period when you submit your Entity’s Strategy. Benefits become effective on the 1st of the month on or after Team Members have completed their applicable waiting period.
0-day waiting period (1st of the month following the date of hire. Team Members hired on the 1st will have benefits effective the 1st of the following month.)
30-day waiting period (1st of the month following 30 days from their hire date)
60-day waiting period (1st of the month following 60 days from their hire date)
A waiting period does not apply to Operators or Team Members that have a change in status or become eligible after measuring full-time.
Coverage Options
Coverages are separated so you and your Team Members only purchase what you need. Want Medical only? No problem. Want family medical, employee and spouse dental, and no vision? No problem. You and your Team Members have the flexibility to select what’s right for your own personal needs.
Benefits are offered in bundles. For example, this means if you select the Full-time Healthcare Plan bundle, you will be offering Team Members medical, dental, and vision.
Joining GIOA and GIOA Health Plan
Thank you for your interest in joining GIOA. We are not currently accepting new membership applications for the 2023 Plan Year for existing Operators who have made the decision to leave their current provider. For more information about joining the 2024 Plan Year, contact OperatorBenefits@gioa.info.
For New Operators graduating from Fundamentals, you may join GIOA if you are expected within two (2) months to have at least one (1) common-law employee. New Operators have 90 days from the completion of Fundamentals to join the GIOA Healthplan. For more information on this process and requirements, contact OperatorBenefits@gioa.info.
The Transparency in Coverage final rules from the Department of Health and Human Services (HHS), the Department of Labor (DOL), and the Department of the Treasury requires that all health insurers and group plans create machine readable Files (MRFs) that contain the negotiated rates for in-network providers and allowed amounts derived from historical claims for out-of-network providers. This is a first step towards creating consumer friendly tools that will help put healthcare information into the hands of consumers to help make informed health care decisions. GIOA is committed to complying with all rules and regulations. Access to the specific files applicable to GIOA can be found here.
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2023 Open Enrollment Communication
Open Enrollment Communication TO SHARE with your team!
- 2023 Open Enrollment Benefits Guide – Click Here
- LIVEWELL Open Enrollment flyer (English) – Click Here
- LIVEWELL Open Enrollment flyer (Spanish) – Click Here
- Open Enrollment Video for your team – Click Here
- Healthcare Resource Guide – Click Here
- LIVEWELL enrollment platform – Click Here
OPEN ENROLLMENT HOTLINE:
Team Member Questions: 855-915-3015 Monday to Friday 8amET to 8pm ET
2023 Anthem Medical
Overview
Anthem Blue Cross Blue Shield is the medical insurer for the GIOA program. There are five (5) medical plan choices that include traditional PPO offerings along with an HSA qualified plan called the Freedom plan. Detailed plan design information can be found in the sidebar to the right.
While the names have changed, the in-network benefits remain virtually unchanged from the prior plan.
If you select the Full-time Healthcare Bundle you will offer medical, dental, and vision to all full-time Team Members as well as those who have met the ACA hours requirement.
All five (5) medical plan options will be presented to Team Members at the time of enrollment. Team Members will select the plan that best meets their needs.
Tell Me More
Rates differ by regions thus your rates will be based on your region. Click the ‘View My Medical Rates’ button in the sidebar. These rates are for medical coverage only. Dental and vision rates are detailed separately on the site.
If you are an applicable large employer (ALE), you are required to make contributions for all full-time and ACA eligible Team Members based on the employee-only rate of the lowest cost medical plan.
Your contribution to the cost of coverage must be made in $25 increments. You will have the option of setting your contributions by Team Member group:
- Tier 1: Other Staff (Executives)
- Tier 2: Managers
- Tier 3: Assistant Managers
- Tier 4: Supervisor/Shift Lead
- Tier 5: Team Member, Office/Clerical, Restaurant Maintenance Technician, Non-CFA Employee
- Tier 6: Area Marketing Director, Rest. Marketing Director, Kitchen Director, Training Director, Manager/Training Director, or Hospitality
Use the ACA contribution modeler to help in determining the required contribution amount by Team Member group.
FAQs
Can I select the waiting period as to when Team Members become eligible?
Yes, you will have the option of electing a waiting period of 0 days, 30 days, or 60 days. The waiting period will apply to all newly hired, full-time Team Members regardless of their job title or insurance group. Benefits will be effective the 1st of the month following the waiting period.
Will we have the same Anthem network as today?
Yes, the same Anthem network as today (Blue Card PPO Network) will be the network in place for the GIOA program.
Can the medical benefits be offered on a pre-tax basis?
No, given issues with non-discrimination testing, GIOA has decided not to offer any benefits on a pre-tax basis.
If I or a Team Member join the Freedom HSA plan, are we able to make contributions to the HSA on a pre-tax basis via payroll deductions?
Contributions to HSAs via payroll deductions will not be supported by the GIOA program at this time. This decision will be revisited however if enrollment in the plan is sufficient enough to warrant the additional administrative expense involved in coordinating this activity.
If GIOA won’t support payroll deductions for HSA contributions, how do I or a Team Member get the tax free benefits?
You can establish an HSA at any financial institution that provides HSA services. You can make deposits into that account and then take the tax deduction on your annual income tax filings.
Can I contribute to an HSA if I’m enrolled in the Platinum Plan?
No, you can only contribute to an HSA if you are enrolled in the Platinum Plan and you meet other criteria. See the HSA eligibility checklist in the sidebar to determine if you are eligible to make contributions to an HSA.
Side by Side Overview
of Medical Options
Platinum Plan Summary
Gold Plan Summary
Silver Plan Summary
Bronze Plan Summary
Freedom Plan Summary
HSA eligibility check list
(To choose your state, download then enable editing.
Includes Affordability Calculator.)
2022/23 Anthem Dental & Vision
Dental Overview
Anthem Blue Cross Blue Shield is the dental provider for the GIOA program. There are four (4) dental plan choices that cover all basic dental needs. Each option offers the flexibility of in-network or out-of-network dentists. Medical plan participation is not required to enroll in the dental plan. Detailed plan design information can be found in the sidebar to the right.
While the names have changed, the in-network benefits remain virtually unchanged from the prior plan.
All four (4) dental plan options will be presented to Team Members at the time of enrollment. Team Members will select the plan that best meets their needs.
Tell Me More
Rates are the same for all regions.
Your contribution to the cost of coverage must be made in $5 increments. You will have the option of setting your contributions by Team Member group:
- Tier 1: Other Staff (Executives)
- Tier 2: Managers
- Tier 3: Assistant Managers
- Tier 4: Supervisor/Shift Lead
- Tier 5: Team Member, Office/Clerical, Restaurant Maintenance Technician, Non-CFA Employee
- Tier 6: Area Marketing Director, Rest. Marketing Director, Kitchen Director, Training Director, Manager/Training Director, or Hospitality Director
FAQs
Can I select the waiting period as to when Team Members become eligible?
Yes, you will have the option of electing a waiting period of 0 days, 30 days, or 60 days. The waiting period will apply to all newly hired, full-time Team Members regardless of their job title or insurance group. Benefits will be effective the 1st of the month following the waiting period.
Will we have the same Anthem network as today?
Yes, the same Anthem network as today (Essential Choice and Complete Network) will be the same network in place for the GIOA program.
Can the dental benefits be offered on a pre-tax basis?
No, given issues with non-discrimination testing, GIOA has decided not to offer any benefits on a pre-tax basis.
Will my current orthodontia treatment be covered under the new plan?
Yes, if you elect a plan option that covers orthodontia and you are currently receiving treatment, Anthem will coordinate benefits to determine what is paid under your old coverage and what is paid under your new coverage.
Vision Overview
The GIOA program offers three (3) vision plan options for Full-time team members – Platinum, Gold and Silver. Medical plan participation is not required to enroll in the vision plan. Detailed plan design information can be found in the sidebar to the right.
While the names have changed, the in-network benefits remain virtually unchanged from the prior plan.
All plan options will be presented to Team Members according to their eligibility at the time of enrollment. Team Members will select the plan that best meets their needs.
Tell Me More
Rates are the same for all regions.
Your contribution to the cost of coverage must be made in $5 increments. You will have the option of setting your contributions by Team Member group:
- Tier 1: Other Staff (Executives)
- Tier 2: Managers
- Tier 3: Assistant Managers
- Tier 4: Supervisor/Shift Lead
- Tier 5: Team Member, Office/Clerical, Restaurant Maintenance Technician, Non-CFA Employee
- Tier 6: Area Marketing Director, Rest. Marketing Director, Kitchen Director, Training Director, Manager/Training Director, or Hospitality Director
FAQs
Can I select the waiting period as to when Team Members become eligible?
Yes, you will have the option of electing a waiting period of 0 days, 30 days, or 60 days. The waiting period will apply to all newly hired, full-time Team Members regardless of their job title or insurance group. Benefits will be effective the 1st of the month following the waiting period.
Will we have the same Anthem network as today?
Yes, the same Anthem network as today (Blue View Vision) will be the same network in place for the GIOA program. The network will continue to have access to over 36,000 doctors and 27,000 locations nationwide. Employees will have access to retail and online options to take care of their vision needs
Can the vision benefits be offered on a pre-tax basis?
No, given issues with non-discrimination testing, GIOA has decided not to offer any benefits on a pre-tax basis.
Dental & Vision
2023 Dental & Vision Side by Side Comparison
Platinum Dental Plan Summary
Silver Dental Plan Summary
Platinum Vision Plan Summary
Silver Vision Plan Summary
2022/23 Part-time Healthcare Plans
Overview
GIOA understands Operators want to support Team Members who work in a reduced schedule capacity. That’s why we are making available new benefit plans designed for your part-time Team Members.
You’ll be able to offer your part-time Team Members a Minimum Essential Coverage (MEC) medical plan with enrollment on the same platform as your full-time employees.
The MEC plan is provided by Essential Benefits Administrators, a leading provider specializing in innovative and flexible employee offerings. The MEC plan is a self-insured guaranteed cost contract. There are no participation and contributions for the Essential Benefits plans. There are three plans: Basic MEC, MEC Plus, and MEC Premium Plus.
The MEC plans are not part of GIOA’s AHP and GIOA makes no assurances regarding their operation. Operators who choose to offer these benefits may enroll their Team Members on the Benefitfocus platform, but will contract directly with Essential Benefits Administrator and assume all liability therein.
Tell Me More
You will also have the opportunity to offer part-time Team Members dental and vision benefits. Anthem will be the dental and vision provider for the part-time coverage.
- Dental: The plan design options differ from the full-time plans. The rates are the same as full-time. Part-time employees will have four (4) dental plan designs available to them, Platinum, Gold, Silver and Freedom.
- There are waiting periods on these plan designs – 6 months for Basic services, 12 months for Major services and 12 months for Ortho – which are noted on the details of each plan.
- Vision: Only one (1) vision plan will be offered to part-time Team Members. The Gold vision plan will have the same rates as the full-time Team Members.
For more information including plan design, descriptions and rates, see the additional material in the right side bar.
FAQs
If Operators have to contract directly with the MEC administrator and the benefits aren’t part of the AHP, why select the Essential Benefits offering?
Many Operators are already offering MEC plans “off platform,” meaning they are responsible for managing administration. GIOA is simply facilitating a more efficient means of managing enrollment and other benefit administration responsibilities.
How will the contracting process work for the Essential Benefits offering?
If you elect to offer the Essential Benefits MEC plans, your information will be provided to Essential Benefits Administrator and you will receive the appropriate group application for execution.
Are the dental and vision benefits the same as full-time?
No, the part-time Team Member dental plan design options differ from the full-time plans but the rates remain the same. Part-time Team Members will only have access to the Gold vision plan which will be the same design and rates as full-time Team Members.
What types of items do the MEC plans cover?
MEC plans are not comprehensive medical coverage. They are designed to provide Team Members with 100% coverage for ACA mandated wellness coverage. The higher level plans provide in-network office visits subject to copays. There is no coverage for outpatient or inpatient services. There is no out of network coverage.
What network does the MEC plan use?
The MEC plans utilize the First Health Network.
2022/23 Supplemental Health Plans (All states)
Overview
As the benefits landscape continues to change, employers are looking for new ways to provide a well-rounded comprehensive benefits plan to attract and retain talent. Supplemental Health Benefits provide a low cost way for Team Members to round out their health care coverage whether they are covered by your plan, their parent’s, a spouse’s plan, Military plan, or some other coverage.
You are not required to contribute to the cost of coverage, but if you decide to pay a portion of the cost of coverage, the benefits become even more attractive.
The insurer for the Supplemental Health Benefits is Securian Financial.
Tell Me More
The Supplemental Health Bundle includes Critical Illness, Hospital Indemnity, and Accident Insurance. If you decide to offer this bundle, you and your Team Members will be presented each benefit. You and your Team Members select which benefits you want. Select one, two, three, or none of the options.
Critical Illness Insurance (also called Specified Disease Insurance) provides a lump sum if the insured is diagnosed with a condition such as cancer or has a heart attack or stroke.
Accident Insurance provides a specified dollar benefit if the insured suffers an accident and has certain injuries or is treated for certain injures.
Hospital Indemnity Insurance provides a lump sump payment if the insured is hospitalized due to sickness or accident.
FAQs
Are Operators required to contribute to the cost of Supplemental Health Benefits?
No, Operators are not required to contribute to the cost of Supplemental Health Benefits. You may however elect to make a contribution to the cost of coverage.
Do these benefits satisfy any ACA compliance requirements?
No, these benefits are not ACA compliant. They do not meet minimum value (MV) or minimum essential coverage (MEC) requirements.
Are the benefits payments made directly to the insured or to the provider?
All Supplemental Health Benefits are indemnity benefits. Payment is made directly to the insured, not to the provider. The insured first incurs the expense and may be required to pay the provider upfront. The insured then files a claim with Securian and if the claim is for an approved expense, Securian will reimburse the insured directly.
Can spouses and children be covered?
Yes, rates are 4 – tier: employee only, employee + spouse, employee + child(ren) and family. You do not have to select the same tier of coverage for each benefit. You can select different tiers by benefit.
Can these benefits be offered to my part-time Team Members?
Yes, if you decide to offer the Supplemental Health Bundle, your part-time employees working at least 15 hours per week will be presented the option to enroll for these coverages as well.
Critical Illness Plan Summary & Rates
Hospital Indemnity Plan Summary & Rates
Accident Plan Summary & Rates
Value added benefits
2022/23 Operator Life & Disability Plans (All states)
Cigna Group Insurance is the Operator Life Insurance provider for GIOA. GIOA is pleased to announce an expansion of life insurance benefits for Operators – up to $2 million, all guarantee issue. And now, you can purchase life insurance on your spouse (up to $500,000) and child(ren) ($10,000). Your spouse will have to submit proof of good health for amounts over $50,000. All coverage comes with AD&D in equal amounts.
The rates for Operator Life are equal to current rates.
Operator LTD
GIOA’s Operator LTD offering is a multi-level program that provides up to $85,000 in income replacement:
- Base (The Standard – Group Policy): 60% up to $25,000
- Buy up Level 1 (UNUM – Individual Policy): 60% up to $10,000
- Buy up Level 2 (Lloyd’s of London – Individual Policy): 60% up to $50,000
There are two options for base coverage provided by The Standard: (1) the current plan with a 25% rate increase (2) alternate plan with a 8.5% rate increase. See Operator Base LTD Summary and Rates for a comparison of options.
Team Member Life Insurance
The Hartford is the Team Member Life Insurance provider for GIOA. Team Members can purchase Life Insurance up to $100,000 on themselves, $50,000 on their spouse, and $10,000 on their child(ren). You are not required to contribute to the cost of coverage, but if you select Operator life you must make Team Member life available.
Team Member STD
Team Members will have the option of enrolling for STD benefits. The STD plan will pay a weekly benefit of $200 to $1,500 depending on the Team Members selected benefit amount. You must make Team Member STD available if you select Operator LTD. In states that have a state mandated disability requirement, short term disability coverage may not be available.
FAQs
I notice there are no rates posted for the Buy up Level 1 and Buy up Level 2 of the LTD. Why is that? How do I know the cost of coverage?
The Buy up LTD plans are individual plans. The offerings will be customized to each Operator at the time of enrollment. If you select the Base LTD offering, you’ll automatically receive a customized offer of Buy up LTD prior to annual enrollment. You are only eligible for the Buy up options if you enroll in the Base options.
If I want to keep the Life and Disability insurance amounts I have today, is there something special I need to do?
At annual enrollment, simply select those amounts. There will be no medical underwriting and the coverage will be issued on a no loss/no gain provision.
I have no LTD or Life insurance today. I want to enroll. Do I have to answer medical questions or have an exam?
No, the coverage will be provided during this one time special period without evidence of insurability. That means no medical exams or questions.
If I enroll at a later date or I want to increase coverage amounts, will I have to submit proof of good health?
Yes, any late enrollment or increases in coverage amounts will be subject to evidence of good health requirements.
Operator Buy Up Level 1 Summary – UNUM
Operator Buy Up Level 2 Summary – Lloyd’s of London
Team Member Life Summary & Rates
Team Member STD Summary & Rates
2023 STRATEGY & ACA INFORMATION

GIOA ALE Affordability Training
2023 AHP Strategy Guide
2023 Medical Plan Side-by-Side Overview
2023 Dental & Vision Plan Overview & Rates
Spanish Materials
Other Services, Program Highlights, & Fees
GIOA’s healthplan offering is designed to be a turn-key solution that frees you from the administrative burden of providing and managing benefits. We’ve partnered with companies that know and understand how we function and the importance of a hands off solution.
As an Operator, you will be fully supported by the GIOA model. Our goal is to take care of most of the day to day activities leaving you free to focus on what matters most to your store and your team.
Benefit Administration & COBRA
We’ve selected Benefitfocus as our administration partner. They will provide the enrollment system that allows you and your Team Members to select benefits. They will let the insurance companies know who is eligible and who should be terminated from coverage. They’ll also manage COBRA.
ACA Compliance Support
For ACA Compliance and support we’ve partnered with UnifyHR. They’ll do the ALE tracking, the hours tracking, and 226-J letter response for you.
If you are not participating in a Healthcare option, ACA services are not available – i.e. no GIOA medical and no ACA tracking.
New Technology
As part of the GIOA healthcare program you and your Team Members will have access to an exciting new app that puts your enrolled benefits and program information in the palm of your hands. The tool is called the LiveWell Connect app powered by iNGAGED and you can download it directly to your phone or tablet from the Apple App Store or from Google Play. It’s customized to each Team Member according to what they have enrolled in so that you see only your relevant information.
You as the Operator will have single sign on to UnifyHR as well.
Health Advocate
Health Advocate will be provided at no cost to you and your Team Members. Have an issue with a claim? Need to research in-network doctors? Want to speak with someone about a health condition? Health Advocate can help you and your Team Members navigate carriers and claims.
Program/ Technology Fees
GIOA charges no additional fees for participating in the healthplan. Similar to today, you will pay fees for benefit administration (Benefitfocus) and ACA compliance (UnifyHR):
- Benefitfocus: $158.33 per month ($1,900/year)
- GIOA Insurance Benefits Fee: for UnifyHR and GIOA operations
The UnifyHR fees do not apply if you are not participating in the Healthcare option and there will be no ACA tracking.
Powered by Mercer
As our broker partner, Mercer will provide GIOA with vendor management, compliance support, and all of the oversite needed to make our program a success. This includes working with Corporate to resolve Vender Bridge issues and ensure our data gets to the right place.
About Mercer
Transparency in Coverage
New Member Plan Overview
As an Operator, GIOA will work in partnership with you supporting the day to day management of your employee benefits offering and associated compliance, leaving you free to focus on what matters most, your store and your team.
Powered by Mercer means leverage to drive the best possible pricing and highest levels of service. Best of all – its built specifically for Operators.
There are no Operator contribution requirements to team member benefits. Additionally, there are no participation requirements during annual enrollment meaning a set number of or percentage of team members is not required to enroll.
You select the waiting period before benefits become effective. Benefits become effective on the 1st of the month on or after Team Members have completed their applicable waiting period.
No waiting period (1st of the month following the date of hire. Team Members hired on the 1st will have benefits effective the 1st of the following month.)
30 day waiting period (1st of the month following 30 days)
60 day waiting period (1st of the month following 60 days)
A waiting period does not apply to Operators or Team Members that become eligible after measuring full-time.
Coverages are separated so you and your Team Members only purchase what you need. Want Medical only? No problem. Want family medical, employee and spouse dental, and no vision? No problem. You and your Team Members have the flexibility to select what’s right for your own personal needs.
Benefits are offered in bundles. For example, this means if you select the Full-time Healthcare Plan bundle, you will be offering Team Members medical, dental, and vision.
Joining GIOA and GIOA Health Plan
Thank you for your interest in joining GIOA. We are not currently accepting new membership applications for the 2022 Plan Year for existing Operators who have made the decision to leave their current provider. For more information about joining the 2023 Plan Year, contact OperatorsBenefits@gioa.info.
For New Operators graduating from Fundamentals, you may join GIOA if you are expected within two (2) months to have at least one (1) common-law employee. New Operators have 90 days from the completion of Fundamentals to join the GIOA Healthplan. For more information on this process and requirements, contact OperatorsBenefits@gioa.info.
2022 Anthem Dental & Vision
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affinity healthplan details:
Coming Soon
Benefits available through this program are administered through an insurance carrier that will vary based on your location.
Questions? Need Help? Send an email to operatorbenefits@gioa.info or call the Operator Call Center at 855-606-3726 Monday-Friday

Services and Marketing Provided by:
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- Mercer H&B Executive Benefits, a service of Mercer Health & Benefits Administration LLC In CA, d/b/a Mercer Health & Benefits Insurance Services LLC │ CA License #0G39709 │AR License #100102691
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Need Help?
Contact gioa About Membership
Email: Mail:
help@gioa.info 780 Buford Hwy, Bldg 1, Ste 101
Suwanee, GA 30024
Contact gioa About your Healthplan
Call: Email:
855-606-3726 operatorbenefits@gioa.info
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