Health Care Insurance Integrator Benefits Statistics

By: Brian Rhodes, Published on Feb 20, 2018

How common and how much healthcare coverage is typically provided by security companies? 150+ integrators explained how their companies provide the benefits, and whether or not they are happy with how it is going.

Inside, we examine IPVM member feedback on their healthcare insurance, how much the benefits typically cover, and how satisfied they are with those arrangements, including:

  • Shared healthcare costs common in US
  • Employee only vs family coverage
  • US Integrators generally not satisfied
  • Outside US, integrators generally satisfied
  • Good healthcare a strong perk

Shared ********** ***** ****** 

********* ********* ***** ********** insurance ** ********** ******** or **********, *********** ********* paying *** ** **** healthcare ********* ***** *** common, **** **%+ ** responses ********** ******* ******** as **** ** **** packages:

**** ******* ********* **** while ******** ********* ** not ******* ********* *****, they ******* ********** ***** or ********* ***** **** employees ******** ******** ** their ***.

Family ******** ******

******* ******* ** **** most ***** ******** *** extended ** ********** ******** family ******* ** ****, with ~**% ****** ****** partial ** **** ***** of ******** ********:

*** ************ ***** * company ***** **** *** both * ****** ******** and ***** ****** ******* are *** ******, **** ~95% ** ******* ********** either ******* ******** *** family ** **** ** all. 

Partial ******* *** ******** & ******** **** ******

*** **** ****** ***** for ********* ******** **** companies ********** ******* ******** for ********* *** ***** families *****.

***** ***** *******, *** total **** ** ***** both ****** ********* *** their ********** ** ** least ********* **********. ****** did ******* **** ***% coverage *** **** ********* and ***** ********, **** most ************ * ***** percentage ** **** ****** and ********* ********* * plan ***** **** *** 'above *** ******' **** amount:

  • "** ***** * ******* insurance **** *** ***** 100% ** *** ******** and **% ** *** employee ******. ** *** large *** ********* *** satisfied, ******** ** **** leave ** ** * large ************ **** ********* for *** ***** ***** with *** ***** ********* like ********** *** *** since **** *** ***** so **** **** ** insurance."
  • "** ***** *** ********** costs **** *** *********. This ** ********* *** since ** **** * very ***** ***** ***** the **** ****."
  • "******* **** **% ** premiums. *** * ** satisfied **** **** ******* we *** * ******* company *** * ***'* mind ****** ** **** share *** **** *********. Especially ***** * **** a ****** ** *."
  • "** *** * ***** amount *** ******** *** health ****. ********* *** then **** ** **** from ***** ***** *** then *** ****** *******. "
  • "** ***** ***% ** the ******** ******* *** a ***** % ** the ********* ********"
  • "*** ******* ******** ***** paid ****** ********* *** employees (** *** ** pocket ****) *** **** contribute ****** *** **** of ****** ******** ****** it ** ******. *** broker ************ ******** **** year **** ** *** in *** *** **% in **** ********. **** runs ** ******* $**,*** / ***** *** * company **** ** *********."
  • "*** ******* **** **% of *** ******** *******, whether **********, ******, ** family. *** ** ********* with **** ***********? ***, it's *** ****** *** opportunity ** ******* * quality ** ******* **** employees *** ****** ***** and **********."
  • "*** ******* **** *** vast ******** ** *** cost *** *** ********, with *** ******** *********** for ************* **% ** the ****. *** ******** picks ** *** **** for *** ****** *******, children, ***."

US *********** ********* *** *********

*******, ** ********* ********* ******* dissatisfaction **** ***** *****, regardless ** **** **** company ********* ** ***. Complaints ********* ********** *** uncovered ***** **** ** employees ** ***** *** of *****, **** ****** the ******* ** **** than $*,*** *** *****, representing * *********** ******* of ***** ************:

  • "********* *** ***** * monthly *******. * ** not ********* **** **** option ** ** **** covers * ***** ******* of *** ***-**-****** ********* plan."
  • "* ** *** ********* **** our **** ******* **** do *** ***** ******. All ***-********** **** **** be **** ** **** until * ********** ** met, *** *** * family **** ********** ** very **** ($****). **'* a ******** ****."
  • "*** **** **** ** 10-20% *** ****. *** tough ** ** "*********" with ****. *** *** largest ***-******* ******* ** our *******."
  • "*** **** *** **** handle/pay *** *'* *** satisfied **** * ****** plan **** ** **** 1000$ * *****."
  • "********* *** ***** * monthly *******. * ** not ********* **** **** option ** ** **** covers * ***** ******* of *** ***-**-****** ********* plan.
  • "** *** *** ***% of *** ***** **** plan *** ****** *********. We ***** *** *******, we *** *** *** HSA ****. **** ** our ********* **** * plan **** * ********** if ****'* *** **** they **** **** **** pay *** **********. **'** not ********* **** ****. We **** ** ***** better ********* *** *** rates **** ***** ** and ** ****** ***'* justify *** ******** *******."
  • "** *** ******** ********* with **** ** *****, but **'* ******* ****** each ****. ** *** to ***** ****** ******** for **** *****."
  • "** *** ******** ** it. *** ********* ******* it ***** *** ****. for *** ********, **'* over $****/*****."

Employee ****, *** ********

***** **** ****** **** at ***** ********* ********* families, ************ ******** ******** to ****** ********* **** *** not ******** ********** *********** nearly */*** ** *********:

  • "******** ******** *** **** for ***%. ******* *** children *** ******* ** the ******** ***%. ****** insurance ** ***** *********."
  • "******* **** ****** ***% of ******** **** ****** plan. **** ******* ** $470 *** ***** *** employee. ******** **** *** upgrade ** **** *** for ****** ** ****** coverage."
  • "*** ******* **** *** the ********* ******** *** we **** ** *** for ****** *******."
  • "**** *** ******** **** no ****** *** * am ******** *** **."
  • "*** ******* **** *** vast ******** ** *** cost *** *** ********, with *** ******** *********** for ************* **% ** the ****. *** ******** picks ** *** **** for *** ****** *******, children, ***."

*************** With ** ********** **** *** (*********)

** *** ****** ******, many *********** ************ ****** out ************ ********** ** affecting ******* ** ******* of ********. ***** ********* often ****** ********* *** the ******* ***** *** colloquial '*********' *******: 

  • "*** ******* **** *** majority ** *** ******** insurance. *’* *** ********* because ********* *** ******* the **** ** ********** and * ** ****** for **."
  • "*** ********* *** ******* full **** *** ******** and **% *** ****** until ********* ** ***** point *** ******* *** pretty **** ** *** expense ** **. *** the ********* ****** **** sucks, ******* ***, **** copay, **** **** ***********. I **** ***'* ** to *** ******(*) *******."
  • "*** ******* **** **** the *******. *'* *** satisfied **** **, *** that's *** ******** ** our *******; *'* ********* dissatisfied **** *** ******* health **** ******** ** the **."
  • "** **** ****** **** 100% *** *** ******** until ********. ** ***** family *****, **** ******** by *** ********. ** were ****** ** **** on *** ********** ******** to *** ********* ********* this **** ********. ** one ** *********, *** it's *** *** ********* fault. ***** ********** *** suffer ***** *** ***. This ****** ***** *** boss ************. ** **** 1 ****. ****** ******* around *** *** ****** to ****."
  • "*************, ** ** ****** provide ****** ********* ** the ********* ********* ** premium **** ****** ** much. ** *** **** everyone * $***/** ** spend ** **** ****, most **** ****** ********** policies ** ***** ***- our ******* **** *** buy ******** ******* **** our ******* *** ****."
  • "*********? **! ********* ** robbing **!"

Outside ** ************ ******

*******, *** *********** ******* the **, ********** ******* satisfaction *** ********* ******. While ********* ****** ** region, *** ******* ************ was **** ******** *** negative ** ***** ********:

  • "(******) ******** ** *** ********* in *** ** **'** very ********* ***, **** all ********* *****, *** always **** ** ** paying **** *** ****."
  • "(*******) ** *** ** HMO **** ******* *** basic *****, ** *** satisfied ******* ** *** has ********** ** ***."
  • "(******) ** *** ********* ******* it ****** ** **** to *** ******** *** it ******* *** **** stopping."
  • "(*******) **** ******** *** ********* and ** ** ********* cause ** ***** **** is ******."
  • "(********) ***. *** ** okay. ** ********, **** is % **** *** salary."
  • "(******) ** ****** ******, * good ******* ** ********** is ******* ******* **********. The **** ** * mutualized ********* ****** *** company *** *** ******* pays **% ** *** cost ** **** ********."

Good ********** * ****** ****

*** ***** **** ******* was **** *** ********* 'good' ********** ******** **** in ********** *** ********* employees. ******* ********* ***** their *********** ********* ******* better-than-typical ********** ********, *** that ****** *********** ** loyalty, *********, *** ********** efforts:

  • "******* **** *** **%, rest **** ********. *** I ** ********* **** security ********* ** *** area ** *** **** health ***** *********."
  • "*'* **** ********* **** our **** ** ********* and *** ******* *******. Our ********** ** **** more ********** **** ***** smaller *********."
  • "***, ** *** ********* and **** ** *** employees **** **** *** better ******** **** *** other ***** *********** *** offering."
  • "** *** ****. ***** medium **** ****** *****. Best ** *** ** now."
  • "** **** ** **** solid ***** **** ******* the **** ******** ******* to *** *********. *** competitors ***** ***** **** provide ***** ******** *** are *** ** ********. Candidates ***** ***'* ********** evaluate *** ******** **** the ****. ** ******** we're ********* ****** ******** I'm *** ********* ** helps ** ******* *** retain ******."

State ********* ********* ** **** *********

******* ********* ******** **** *** them, ********** ** * simple ******. ********* ******** an ******, ******* ***** country's *** ********* ******** to *** **** ******** government ********:

  • "** *******, ****** **** insurance ** ********* ** the ***. "
  • "** *********** **** ** long **** **** *********. The ******** **** * assurance *** ****** *** accident *******. *** ******* pays * ********* *** accidents ** *********** ****."
  • "*** ** ***** ** Belgium"
  • "**** ********, ***'* **** any. **** ** *********."
  • "** ******, ****** ******** and ********** ******** *** supported ** **********. "
  • "*** ********** ** ** EMEA **********"
  • "** ****** *** ****** care ********* ** ** obligation. "
  • "** ***** ****** ********* on * **** ** case *****. ** *** country, ********** ** ****."

**** ** ***** ******** to ********** ** '****' despite ***** * ******* program ****** ** *** or *******.

Comments (2)

Well I had really good Health care untill obummer took hold of this and gave the insurance co. open check book 

No I have 80/20 w 5 k deductible and co pays and my rates Doubled 

no the 400 per month payment just bought a new car, office building , other things for the insurance co.s

Thats right now 800 per mth for 2 people with exceptions and 20k limits at thier best 

If I make a decent living the cost is really 2300.00 per mth for a really  bad policy , good to some , but not in my opinion 

 

That s way politics must stay out of the industry , as they mismanage your life like the go v. very badly 

Money grab for the politicians 

 

This topic hits close to us and has been the basis for some very difficult discussions.  We are extremely proud of the healthcare benefits we offer, however the expense to the company is becoming too high of a burden.  Since the start of Obamacare, our premiums have increased by 10%-19% per year.  

Like many others, I am sure, healthcare benefits that we have always provided are something that we may not be able to continue offer going forward if we wish to remain financially viable (we are under 50 employees, so this is not a "required" benefit).

It is a very difficult decision, no doubt.

Do you downsize the installation team and use a strictly subcontractor model to allow the provision of paid medical benefits for the remaining admin, project management and engineering team members?  Or do you keep the installers and drop medical coverage (which may result in losing them anyway)?

Interested to hear of future plans for integrators in the 10-49 employee size.  Anyone doing anything unique with benefits that differentiates them and is still financially responsible?

 

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