While I was reviewing the list of employees who are currently under the Launch Box health insurance plan, I noticed that a few of them have dependents listed, including children and spouses. One specific case that stood out was an employee whose spouse is pregnant and is expected to give birth in December. I’m concerned about how this will be affected during the transition. I’m just wondering, as we make the move to the new company entity in Mexico, are we going to keep the same exact benefits they currently have under Launch Box? Or will there be a temporary extension of those benefits during the transition period? I think we need to clarify this as soon as possible. - Some employees have dependents, including one with a spouse due in December. Will we mirror all Launch Box benefits or offer temporary coverage extensions?, As we prepare to move employees from Launch Box to the new company entity in Mexico, we’re working on gathering all the necessary documents and confirming coverage details. I’ve spoken with a few employees, and some are concerned that they might temporarily lose access to their health insurance when we make the switch. They’re worried about gaps in coverage. Right now, we’re waiting for confirmation from the new provider. So I was thinking, should we go ahead and send a communication to employees now, letting them know the exact date when the transition will happen and what to expect? Or should we wait until we get official confirmation from the provider before communicating anything? - Employees are worried about losing coverage during the transition. Should we announce the switch date now or wait for provider confirmation?, In reviewing the current benefits under Launch Box, I noticed that they include a range of mental health support services, like therapy sessions, emotional well-being apps, and 24/7 phone support. From what I’ve seen, several employees use these services regularly, and they’ve mentioned how important they are. As we move forward with selecting a new provider for the Mexico entity, I wanted to raise the question of whether we’re aiming to offer the same types of mental health support. Should we look for a provider that offers an exact match of those services? Or are we open to different alternatives that may not be identical but still offer some form of mental health support? - Several employees use Launch Box’s mental health services. Should we prioritize providers with similar support or consider alternatives?,  Some employees who are based in Mexico have started asking whether the new insurance plan we’re offering through the company entity will include access to the same hospitals, doctors, and specialists they’ve been using with Launch Box. They’re used to going to certain places and feel more comfortable with those providers. I understand that the provider options might change depending on the new insurer. So I was wondering if we’re going to make sure that the new plan includes those same hospitals or if they’ll need to change providers? - Mexican employees are concerned about losing access to their usual doctors and hospitals. Will the new plan include the same provider network or require changes?, A few employees have reached out about when they’ll receive their new insurance card and details about how the onboarding process will work with the new provider. They want to know how to activate their accounts, download the app, and get support. Some of them are worried they won’t have time to figure everything out if it’s not shared early. Do you think we should already send out a detailed onboarding guide, or wait until all employees are officially added to the plan? - Employees want to know when they’ll receive their insurance cards and onboarding instructions. Should we share the guide now or wait until enrollment is complete?, We’ve been comparing the benefits under the Launch Box plan and the new provider we’re considering. Some employees noticed differences in deductibles and co-pay amounts, especially for specialists and emergency services. They’re asking if they’ll end up paying more under the new plan or if those differences will be adjusted before finalizing. Should we give them an estimated comparison of out-of-pocket costs now, or only after we’ve locked in the final policy? - Employees are asking about higher co-pays and deductibles in the new plan. Should we share a cost comparison now or wait for the finalized policy?, Some employees are in the middle of ongoing treatments or have recurring medical appointments, and they’re asking if they’ll have to start the process over again or change doctors. They’re really worried about interruptions in care. I’m not sure if the new insurance allows for continuity in these cases. Can we clarify whether employees in ongoing treatment will be able to continue without disruption? - Employees in ongoing treatments are concerned about switching doctors mid-process. Will the new provider allow continuity of care during the transition?, A few team members have expressed concerns about when exactly the new coverage starts. They want to know the exact date their Launch Box coverage ends and the new one begins. They’re worried there might be a few days with no coverage. I think we need to give them clarity, but I’m unsure if the final dates have been confirmed. Should we inform them of a tentative timeline now or wait for a confirmed date? - Employees are asking if there will be a coverage gap during the transition. Should we share a tentative timeline or wait for confirmation?,

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