The largest companies have self-insured medical plans because it saves them money and gives them more control over their health insurance.  Large companies know that cutting out the insurance company middle man will benefit them.  Smaller employers can take advantage of this large group strategy by implementing a Health Reimbursment Arrangement, or HRA, into their employee benefit package.​

What are they
At some point in time an employer will determine, with the help of an experienced agent, that it make sense to start reimbursing employees directly for medical claims instead of paying an insurance company to do it.  It’s important to know that HRA’s are for small claims, not for large catastrophic claims, so the employer is always protected from catastrophic loss. The employer will offer a benefit that each employee can use to pay for qualified medical expenses.  The IRS sets forth a comprehensive list of approved expenses and the employer can choose which procedures to cover and which will be declined.  The employer chooses how much money to put in the HRA each year, for instance $2,400 for each employee.  Once these rules are set forth, the plan will begin and the employees can be reimbursed for medical expenses, and the benefit each employee receives through the HRA is not counted as taxable income.  Any unused funds left in the HRA at the end of the year belong to the employer and are usually returned to the business general fund.

How they work
Say for example that a company spends $10,000 per month on health insurance.  Usually, to implement an HRA, the employer would want to reduce their health insurance costs, ideally by 30-50%. So now, the company chooses a plan that only costs $6,000 per month, saving the company $4,000 each month, or $48,000 annually.  The employer would then take those premium savings, the $4,000 per month, and put them into an HRA.  The HRA would pay for employee claims.  Each employee uses a debit card to access the HRA and pay for medical expenses.  Because lots of claims data has been compiled by insurance underwriters and third party claims administrators, the employer can fairly accurately predict how much will be paid from the HRA each year, roughly 50% of total HRA funding. So the employer can expect that, on average, a reserve of $24,000 will remain in the HRA account at the end of the year. So for our example, an employer paying $120,000 per year in health insurance costs can expect to save $24,000 or 20%.

Why they work
 
    1. Third Party Administrators
The employer doesn’t need to lift a finger to implement an HRA; they will hire an outside company to setup and manage the entire program.  These companies are called Third Party Administrators, or TPA’s. The TPA company will help design the plan and limit risk for the employer.  Proper documentation is created and distributed to the employees.  The TPA company uses specialized software that provides each employee with their own debit card, mobile app, and HRA account.  The employer can login periodically to view claims reports and see how things are going. The TPA company will make sure the employer is following HIPAA and ERISA law while also maintaining compliance with ACA regulations.

    2. Savings and Control
HRAs give the employer the best odds of reducing employee benefits costs. Once a successful medical HRA program is created, the concept can also be used on dental and vision as well.  Employers “own” their HRA program so they can decide how much money to contribute, and which claims to reimburse.  This allows the employer to really target their benefits dollars toward the most important benefits for their employees.

    3. Better Benefits for the employee
Using traditional health insurance, employees will always have to pay out-of-pocket first before the insurance company pays their claim.  Things like co-pays, deductibles, and co-insurance mean that the employee is always spending money to use their insurance.  But unlike traditional health insurance, the employe can use HRA funds to pay for those common out-of-pocket expenses and wont be forced to pay anything until their HRA funds are exhausted.

What holds HRA’s back
With its many advantages, HRA’s have struggled to grow in popularity due to two main factors:

1. Insurance agents make less money when their clients use HRA’s so they are hesitant to promote them and less than enthusiastic to educate their clients on the benefits of these programs.
2. Because the HRA is unique and uncommon, many employees struggle to understand exactly how their HRA works why it may be better for them.  Employee education is crucial to the longevity and success of any HRA program.

Summary
These obstacles haven’t deterred thousands of small business from implementing and benefiting from their own HRA program.  Insurance Savings Group is a third party administrator that offers robust HRA programs along side many other unique health plan options.  If you would like more education on HRA’s, or would like to see an HRA proposal for your company, please contact Insurance Savings Group.

Starting and running a small business is extremely difficult, and at the same time, incredibly rewarding.  The struggle of achieving your goals and dreams is something no one can ever take away from you. But you soon realize that achieving your business goals requires the help of others, it requires hiring employees to join your team.  This blog is for all of those small business owners who are achieving their dreams and growing their team, and who are looking for guidance on investing in employee benefits.

Why offer coverage
The simple fact is that health insurance allows us to pay for the high price of our expensive healthcare system.  It’s a necessity, like electricity, food, and shelter; at some point in your life you will need to use the healthcare system and health insurance is the primary way we pay for those expenses.  So just as your employees expect a paycheck, they will expect you to offer a robust benefits package.  The best employees are the most responsible, and responsible people have families, and they care for others.  So health insurance is a necessity to people like this.  Provide good benefits and you will attract good people. 

Offering health insurance will do a few basic things for your business:

• Improve hiring and recruiting – A robust benefits package will appeal to both new hires and current employees alike.
• Employee loyalty and retention – Offering group health insurance can help small businesses keep their top employees for the long term.

What coverage to offer
Because your preference for health insurance may not match your employees, after all you will have different financial means and different health histories, its important to provide your employees with multiple options. Offer a wide variety of plans and allow your employees to choose.  Ultimately this will make managing the plan easier. Providing options gives your employees some ownership over their healthcare, and will help you meet the needs of most, if not all, of your employees.

Here are a few basic tips:

• Offer both HMO and PPO
• Offer a “low” plan and a “high” plan; plans that are affordable and richer plans with better benefits.
• Dont pay 100% of the cost for your employee
• Increase your contribution based on employee loyalty and longevity
• Offer lots of voluntary options: such as Dental, Vision, Life, Flexible Spending Accounts and Dependent care accounts, Disability and long term care.

It may seem like a lot, but offering all of these plan options will actually make your life easier in the long run as you wont have to make any adjustments down the road, you will already offer everything an employee is looking for.  The hard work will be on the employee to choose how to spend their benefit dollar. When the price of one benefit increases, employees can switch to a different more affordable option.  This strategy will NOT cost you more money; it will save you money, as you are not required to pay for ANY of these voluntary benefits.  The employees can pay 100% of the cost of voluntary benefits.

How much should you pay?
This question is more abstract and will vary with industry, but in general, the best and biggest companies offer the best and most expensive benefits.  Use my family as an example: My wife is a school teacher, the school district she works for offers excellent health insurance coverage along with other benefits such as a pension, and dental and vision coverage.  The value of our family health insurance alone is over $2,200 per month. Now before you get sticker shock, ask your self this question, “When was the last time you noticed a teacher quit their job and go to work somewhere else?”  NEVER.  Employees who are offered benefits this valuable:

• Know the value of their health plan is more than just the monthly cost
• They use and rely on their health insurance
• They will be loyal to their employer over the long term

All of these points allow you as the employer to build the strongest team possible and save time and money in the long run by attracting and retaining the best employees.

As a small business owner, start out with a small benefits budget that is sustainable for your company. But expect to grow your benefits budget each year as your revenue and company continue to grow. 

Summary
If it seems like a lot, do this first, review your monthly profit and loss statement and determine how much you can spend on each employee you hire, per month, on top of their hourly pay or monthly salary.  Think more along the lines of $300-$600 per employee, per month. Then work with a professional health insurance agent, or call my office, who will design a benefit package that fits your budget and that your employees will be thankful to have.

Most people will cram long-term care info and comparison facts right before their purchase.  So instead of diving into the minutia and details of each policy type, this article will offer my observations, experience, and wisdom to help you through the buying process.

3 types of policies

• Traditional long term care policy

Evaluate these policies based on traditional factors such as monthly premium, waiting periods, and long-term care benefit amounts. These policies will be better suited to those clients who will have a fixed income in retirement with limited assets.

• Life insurance with long term care benefits

These policies are more expensive than traditional policies but offer greater protection and more control over your long-term care benefits.  These policies are superior compared to traditional plans but they can be cost prohibitive.  With their flexible funding options, such as single premiums and short-pay options, these polices will only make sense to the more financially savvy and affluent client.

• Group long-term care insurance

If you are lucky enough to be offered a group long-term care policy, the monthly costs should be lower than the other two options listed above, the premiums are usually fixed and will not increase with age, and you should be able to take the policy with you when you leave the company.  If you’re offered a group policy that meets these requirements, then BUY IT!

Long-term care facts

• Nursing home costs in California averaged $290 a day in 2017, with the annual cost of care close to $110,000.
• On average, people require two years of long-term care, but one in five will need it for longer than five years.
• Generally, women need care for longer than men (3.7 years versus 2.2 years).
• Of the approximately 1.5 million Californians served by long-term care in 2005, 34 percent received care through home health agencies, 42 percent were evenly split between nursing homes and personal care services, and 12 percent lived in some form of residential care. 
• Statistically, 89% of LTC claims are filed for people over age 70.

How to pay for Long-term care
Most people will start their long-term care with home care and then transition through the various stages and levels of care, usually from least expensive to most expensive.  If the average cost of care is roughly $100,000, and the average claim is 2 years, then plan on spending $200,000 for your long-term care needs.  Dont forget to consider inflation; odds are you will have a claim at age 70 or later.  Now that you can roughly predict when, and how much your care will cost, divide that cost by your monthly social security or pension, your income producing assets like 401k, and then finally a long term-care policy.  

When should you purchase long-term care coverage?
This question is subject to much debate with many so-called experts disagreeing on whether you should buy young or wait to buy when you are older.  Most will agree however that you should purchase coverage between the ages of 50 and 60.  I believe that your early 50s are the ideal buying age, and here is why:  The younger you buy, the lower your premiums will be. The lower your insurance premiums are, the more money you can actually invest and save for retirement and your estate. Or put another way, odds are you will be healthier when you are younger compared to when you are older, so lock in those lower rates while you can.

Should I buy long-term care insurance?

• Can you afford it?

You’ll have this policy for the rest of your life so make sure the policy fits your budget.  If you cant afford to pay the premiums then the policy will cancel and you will could be left with nothing after paying thousands in premiums over many years.

• Can you afford not to?

Most of my clients intend to pass on their assets to their children. If long-term care expenses deplete your estate so there is nothing left, then you should consider purchasing a policy.  Or, consider whether your long-term care expenses would put a burden on your children and your family.

Summary
It’s important to consider that long-term care is a very personal issue shaped as much by emotions, family dynamics, and communications, as it is by the fiscal concerns generally associated with these discussions. With all of this in perspective, you should know that long-term care insurance can protect your family finances, and so much more.  If you are interested in a quote, or need help evaluating long-term care coverage offered through work, then please contact our office.

As healthcare costs and insurance premiums continue to rise, consumers are looking for ways to pay for the high price of the treatment they need.   Many consumers choose to use credit cards like CareCredit to help them pay for large healthcare expenses over time.  But before you sign up for CareCredit to pay for your next big healthcare bill, you should be aware of a few things first.

26.99% Interest Rate
Special financing offers like 0% interest for 6 to 24 months on qualifying purchases is what draws most people to the CareCredit program.   The idea of paying for large expenses over time with 0% is very appealing.  Just remember there is one big caveat that you should understand before getting started— deferred interest.  If you aren’t able to pay off your balance within the promotional period, you will be charged a retroactive interest rate at an APR of 26.99%.   This is something that many customers will easily forget and the minimum payment shown on your statement wont help you avoid this high rate.  Be absolutely sure that you can pay off your balance within the promotional period, and do the math yourself on exactly how much you need to pay each month to avoid the high interest penalty.

Bad reviews
Even if you are careful and make all your payments on time, unfortunately there are hundreds of negative reviews online that explain how a large company like CareCredit can make mistakes and make your life miserable. I wont go into detail here, but know that the average star rating for CareCredit is 1.5 stars out of 131 reviews on Yelp and 1.34 out of 502 reviews on SiteJabber.  CareCredit does have a 3.5 star average out of 191 reviews on WalletHub, but the same theme persists throughout, poor customer service with unexpected fees. 

Not all providers accept care credit
You may have wondered why all doctors and dentists dont accept CareCredit if it is just a credit card designed for healthcare.  Well here is the worst part, on top of the fees and high interest rates CareCredit collects from you, they also take some money from the healthcare providers as well, up to 8% of your total procedure cost.  But think again if you believe the doctors and dentists just give away 8% to a credit card company; most healthcare providers will increase the price of your procedure to cover their cost with CareCredit.  Ultimately the price of your healthcare is artificially inflated because of CareCredits arrangement with the provider.

A friendly alternative to CareCredit
Insurance Savings Group offers a great alternative to CareCredit. The Savings Group also allows people to pay for large healthcare expenses over time... but our program works through payroll deduction, and there are no interest charges, so you dont ever have to worry about late payments or penalties.  Because we dont charge interest, but instead collect a fee from your employer, our fixed monthly payments are lower than a typical CareCredit program.  Talk to your employer about offering the Savings Group to your employee benefit package at your next open enrollment.

I had been in the business for about 4 years.  I was helping my clients save money on health insurance.  But there was a problem, my clients weren’t happy with all the money I had saved them.  So what went wrong?  Well, this led me on a quest to find something my clients would actually enjoy, while also allowing them to save money. Much more difficult to pull off than it sounds.  I formed the idea in my head first, but then after doing some research learned that the concept had been implemented many times all over the world.  And after about two and half years of research, what I had discovered was the Savings Group.

Savings Groups are simple yet unique.  Here is how they work.
Members of a savings group agree to make a fixed monthly savings contribution in exchange for access to a pool of money that will allow them to pay for unexpected expenses.  It’s like having a savings account specifically for medical, dental and vision expenses, which are highly unpredictable and very expensive.  You commit to saving the same amount of money every month, and in exchange for that, you get massive overdraft protection on your account.  

Savings Groups are:

• Similar to health insurance because money is pooled together, but unlike health insurance you dont take any risk in participating.
• Similar to a savings account because you own your contributions, you never lose them.  But unlike a savings account you can spend more than you put in.
• Similar to a line of credit because you can spend more than you put in, BUT there are no interest charges.  EVER.
• Similar to other IRS sanctioned health plans; FSA’s, HSA’s, and HRA’s, except without all the legal red tape and compliance requirements.

Whenever my clients can save money on insurance, Ill have them take those savings and contribute them into the Savings Group on a monthly basis.  This allows my clients to reap the savings of lower monthly insurance costs, while at the same time protecting themselves from unexpected medical, dental, or vision bills.  It’s truly a win-win.  

Here are some of the most common ways the Savings Group helps my clients:

Self employed
For self employed people, managing cash flow is essential to survival.  The Savings Group takes a variable expense, such as unexpected medical, dental, or vision bills, and turns them into a fixed monthly cost.  This gives my self employed clients confidence and peace of mind to focus on other areas of their budget and business.

Employees
Employees want the best coverage for the lowest price, but they are stuck!  When an employee cuts medical insurance costs, they take on more risk because their cheaper plan now has a higher deductible.  The Savings Group allows my employee clients to instantly fill all the gaps in their insurance plan with out taking any risk.

Employers
The largest employers are self insured.  Smaller companies can take advantage of self-insurance concepts but inevitably get stung when they are forced to pay claims at the worst times.  Paying claims is predictable over the long term, say the course of a year, you can predict how many claims will be incurred based on statistics.  But in the short term, paying claims is highly unpredictable and wildly variable.  The Savings Group is a great option for my small business clients because it allows them to implement self insurance concepts and programs with predictable claims expenses each month.

Seniors and retirees
Unfortunately, and its really a shame on our society, that many seniors struggle to pay for prescription drugs.  Medicare drug coverage goes through four separate phases throughout the year.  This means that a senior might take the same drugs every month, all year, BUT they end up paying different amounts each month.  In February they might pay $60; in September they could wind up paying $500 for the same prescriptions.  Again, the Savings Group averages out annual medicare drug expenses.  For our seniors who primarily live on a fixed income, the Savings Group is a life saver.

Summary
So as you can see, the main benefit of the Saving Group is that it can turn variable expenses into fixed expenses every month by using averages and statistics.  Members of the Savings Group who dont use their contributions get them back when they leave the group.  This allows our members to reduce insurance costs, over time they will save money, and have confidence with true peace of mind when the unexpected happens.  Click here if you would like to learn more about the Savings Group.

As an insurance agent, people ask me for dental insurance constantly.  Sometimes i get the feeling people want dental insurance more than medical coverage.  As an agent who would get paid more for selling more dental insurance to my clients and prospects, I often recommend LESS dental insurance or sometimes for my client not to purchase dental insurance AT ALL.  Why?  Let me count the reasons why I don't like dental insurance, and why I think you may be disappointed with dental plans:

Discount dental plans
Here is a plan that isn’t really a plan at all.  You are led to believe that you are buying an insurance policy, but instead you’re buying a “discount.“ But you’re not really getting a discount, here is how these programs work: you pay a fee to a third party, that third party gets to keep most of your money, in return you receive a list of dentists who will “accept” a reduced cost for only a few treatments.  When you visit those dentists on the list, to compensate for their reduced fees, you are billed for services not covered by the discount plan.  

Waiting periods
When purchasing coverage on the individual market, meaning you are not purchasing coverage through an employer, then your dental plan will have waiting periods; A six month waiting period before the plan will cover basic dental work like fillings, and twelve months before the plan will cover major dental services like crowns and root canals.  If you do the math, paying a dental insurance company for twelve months before you can get the treatment you really want doesn’t make financial sense. A plan with waiting periods means your “swapping dollars” with the insurance company, or maybe even getting less out of the plan than you are paying in.

Low Coverage limits and 50% for the most expensive dental work
Just when you need dental coverage the most, you are in severe pain and need a root canal followed by a crown, your dental insurance plan has limits on how much they will pay AND most plans only pay 50% toward your major dental claims.  This means that you could be responsible to pay several thousand dollars out-of-pocket to get the treatment you want and need... which ultimately means you cant afford it at all.

Dentists don't like it
Because of the reasons mentioned above, most dentists do not like dental insurance plans or dental insurance companies.  In fact, many dentist view dental insurance companies as an “enemy” to their patients and practice.  Dentists scheme of eliminating dental insurance companies all together by creating their own in-house dental membership plans, plans which promote direct monthly payments to the dentist instead of the insurance company.  Also, many of the best dentist choose to accept very few, if any, dental insurance plans. This is another reason why its so hard to find a good dental plan as many of the top dentists in your area may not accept any of the plans you can purchase.

When does it make sense to buy dental insurance?

1. When its offered by an employer, and especially when the employer is paying all or a portion of the monthly costs.  Group dental plans don't have waiting periods and the monthly premiums can be deducted prior to payroll tax with holdings which makes them even more affordable.
2. It usually makes financial sense for families to buy dental insurance when all family members are seeing a dentist twice a year for  cleanings because the dental plan should pay 100% for preventive services, exams, and annual x-ray.

Summary
I sell a lot of dental insurance, it seems to be in high demand these days, and because I know its limitations, I will usually recommend a plan that is very affordable and has a large list of dentist that accept the plan.  After that, I often recommend a “supplement” program in addition to stand-alone dental called the Savings Group.  I created the Savings Group to help my clients pay for the dental care they need and services their insurance plan wont cover. The Savings Group gives my clients access to funds they can use right away so they can be confident the next time they visit the dentist they can afford the care the dentist recommends.   The Savings group allows my clients to spend less on insurance while also avoiding risky and expensive dental financing options like CareCredit.

When you retire, you will have the option of continuing on your employer's health plan for at least 18 months, thanks to a federal law called the Consolidated Omnibus Budget Reconciliation Act (COBRA). It says that when you leave your job, your employer must let you keep your coverage for up to 18 months.  Cal-Cobra, a state law here in California, allows employees to remain on an employer’s plan for an additional 18 months, or 36 months total.

A retiree may choose Cal-COBRA for one or all of the family members who were enrolled at the time of the qualifying event. In other words, the retiree can elect coverage for the spouse or one or more Dependent children without being covered under the Cal-COBRA continuation coverage themself.

COBRA is no longer necessary
COBRA became law before the affordable care act.  Now that the ACA is law, COBRA is not necessary.  Any early retiree or terminated employee can now purchase medical insurance, they cant be denied coverage, and insurance companies must cover pre-existing conditions.  So why stay chained to an old employers medical plan??  Remaining on an employers plan is usually too expensive for the early retiree. The vast majority of retirees will leave their group health plan and find coverage on the individual market or through Covered California.

CoveredCalifornia
CoveredCA is an online health insurance marketplace that helps people pay a portion of their monthly premiums for health insurance based on family size and income.  Retired married couples that have less than $100,000 in annual income will be eligible for help, or premium assistance, through CoveredCA.  Single retirees making less than $75,000 will be eligible for help as well.  Premium assistance from CoveredCA can be SUBSTANTIAL.  Most early retirees are drawing very small amounts of taxable income and thus qualify for LARGE amounts of premium assistance.  Many will have the option of purchasing coverage, Blue Shield PPO, for as little as $2 per month!! With the potential reduce monthly costs on medical insurance, I will sometimes recommend my clients take those savings and make contributions to a Health Savings Account.

Health Savings Accounts or HSA
Early retirees, who are healthy and have relatively few medical expenses, have a great opportunity to save money on taxes before they turn 65!  Early retirees should definitely consider an HSA because:

• HSAs will allow you to pay for your upcoming medicare premiums with tax deductible contributions.
• HSA contributions never “expire,” they always belong to the member and roll-over from year to year
• HSAs DO NOT have a “use-it or lose-it” rule.
• HSA funds can be invested and their growth is tax deferred.

For example: if you retire at age 63 and make the maximum allowable HSA contributions for 2 years, you can reimburse yourself for 4 years of medicare premiums without paying any income taxes on those distributions. 

I know that sounds complicated but just know this, the vast majority of retirees will still pay income taxes and HSA’s are a great way to shelter some of your fund from the IRS.  And once you turn 65 you can no longer contribute to HSA’s, so take advantage of this opportunity while you still can!

Medicare
If you are retired, it will make sense for you to enroll in Medicare when you turn 65.  The actually Medicare enrollment process starts long before that though, its a 3 step process and can happen in a week, or for others, it may take 6 months or more. I advise my clients to create a “my social security” account ASAP as this is the first and most challenging step in the Medicare enrollment process.  Once an account is created, a full review of Medicare options and enrollment can take place, usually 3 months before your 65th birthday.  To read more about medicare, click here: https://www.joinisg.com/blog/medicare-101


Summary
Finances and healthcare are the two biggest concerns for people entering retirement.  You have spent decades preparing financially for your golden years.  Start planning for your healthcare in retirement as soon as possible.  The sooner you get educated, the sooner you will decide what is right for you and ultimately attain the peace of mind you are looking for.

When you turn 65 and enroll in Medicare, this is what you get from the Government:

Part A (Hospital Insurance)
Helps Cover:

• Inpatient care in hospitals
• Skilled nursing facility care
• Home health care

Monthly Costs
Most people dont pay a monthly premium for Part A.  If you worked more than 40 quarters in the U.S. then you should receive premium free medicare part A. If you paid Medicare taxes for 30-39 quarters, the standard part A premium is $252. If you paid Medicare taxes for less than 30 quarters, you’ll pay $458.

Deductible and Coinsurance

• $1,408 deductible for each benefit period
• Days 1-60: $0 coinsurance for each benefit period
• Days 61-90: $352 coinsurance per day of each benefit period
• Days 91 and beyond: $704 coinsurance per each "lifetime reserve day" after day 90 for each benefit period (up to 60 days over your lifetime)
• Beyond lifetime reserve days: all costs

Part B (Medical Insurance)
Helps cover:

• Services from doctors and other health care providers
• Outpatient care
• Home health care
• Durable medical equipment
• Preventive services

Monthly Costs
The standard Part B premium amount is $144.60 ( or higher depending on your income).

Deductible and Coinsurance

• $198 deductible.
• After your deductible is met, you typically pay 20% of the Medicare approved amount.  

In addition to Medicare Part A and B from the government, when you turn 65 and enroll in Medicare, this is what you purchase from an insurance company:

Medicare Supplement

• Covers things that Medicare part A and B doesn’t
• you can see any doctor or specialist who accepts Medicare without a referral
• better for seniors who live in multiple states or travel more frequently
• Does not include coverage for prescription drugs
• Costs more per month than Medicare Advantage 
• Prices increase faster than Medicare Advantage

Medicare Advantage

• Covers things that Medicare Part A and B doesnt
• You will have a primary care doctor and need referrals to see your specialist
• Better for seniors who live in one place and travel less frequently
• Includes coverage for prescription drugs
• Can include extra benefits for things like: dental, vision, Chiro, gym membership, hearing aids, over-the-counter drugs
• Costs less per month than Medicare Supplement
• Costs increase slower than Medicare Advantage

Summary
Because the Medicare program was never designed to cover 100% of medical costs, most Medicare beneficiaries will enroll in a Medicare Supplement Plan or Medicare Advantage Plan.  Deciding between a Medicare Advantage Plan and Medicare Supplement Plan is a very nuanced and personal decision.  Take your time when considering these two options as once you choose, you may or may not be able to change your mind. 

If you are unable to pass the identity verification questions, call the number to the local social security offices and schedule an appointment to get this taken care of. 

Bakersfield Social Security Offices: 1-866-476-1489.

At the appropriate time, enroll in Medicare Part A and B using the my social security account you created in step 1. 
​
To apply, click here: https://www.ssa.gov/benefits/medicare/

To enroll in Medicare Part A and B, you need to be in your Initial enrollment period.

The online application only takes about 5 minutes to complete and your new Medicare ID card usually arrives just a few weeks later.  IF you are still enrolled in an employer sponsored group plan then you should consult with an agent to determine if switching to Medicare is the best option. 

Enroll in a Supplement and Drug plan or a Medicare Advantage plan.  
Your agent will provide you with an enrollment link or paper application.

Get educated on the difference between Medicare Supplement plans and Medicare Advantage plans.  Once you decide which option is best for you, you can complete a paper application or online application.  Better yet, work with an agent who completes the application for you:)


Summary
Enrolling in Medicare at the right time is very important and can be stressful without proper guidance.  It’s also important to know that you may enroll at a different time than your friends or parents based on your individual circumstances.  Please consult with an experienced agent to help guide you through this process.  Working with a professional can make this entire process a breeze.