1. Presented to <Company Name>
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2. Agenda The PlanSource Story PlanSource BenefitsOne™
PlanSource OneMarket™
PlanSource OneSuiteHR
ACA Capabilities Summary
Agenda

3. PlanSource provides the industry's most flexible and extensible health exchange and benefits engagement platform in the cloud for shopping, enrollment, billing, compliance and administration.

4. PlanSource partners with leading insurance carriers, consultancies, brokers and government entities to provide exchange and non-exchange solutions to companies of all sizes.

5. PlanSource Quick Facts
Seven Locations and 325+ Employees
Orlando, FL (Headquarters)
Boulder, CO
Charleston, SC
Minneapolis, MN
Salt Lake City, UT
San Mateo, CA
Spokane, WA
325+

6. 8,000+ 500+ 3.5M+ PlanSource Quick Facts The PlanSource Community
Employers
500+
Carriers
3.5M+
Million Consumers

7. PlanSource Product Suite
Intuitive benefits engagement platform used by employers, employees, brokers and carriers for shopping, enrollment, billing, and administration
Consumer-friendly benefits marketplace for public and private exchanges with products and services from leading insurers and other partners
Suite of partner apps that provides one integrated HCM platform for employers with everything from HR and payroll to talent and workforce management

8. Consumer-Friendly Shopping and Enrollment
Employee Shopping
Educational Content
Personalized Plan Recommendations
Defined Contribution
Employee Communications
Benefit Enrollment
Life Event Changes
PlanSource Mobile App
Spanish Language Support
Wellness Programs & Incentives

9. Sophisticated Benefits Admin and Compliance
ACA Compliance
Custom Branding
COBRA Administration
Cost Calculations
Employee Communications
Bill Creation and Reconciliation
Configurable Reporting
Eligibility Management
Benefits Program Setup and Workflow
Open Enrollment

10. PlanSource Differentiators
Single, Flexible Platform
One platform for benefits shopping, enrollment and billing
Supports all types of benefits and funding scenarios
Configurable branding and messaging
Private exchange option available with OneMarket™
Option to upgrade to OneSuiteHR™ for integrated HR, payroll and benefits
Market Leadership
Industry-leading customer retention and implementation times
Dominant technology platform for the 100-5,000 employer segment
Utilized by top-tier carriers and brokers in all segments
Best-in-class, highly configurable eligibility rules engine
Established data exchange network with 11,000+ connections
PlanSource is an experienced market leader
Best-in-class, highly configurable rules engine
Established data exchange network with 12K+ connections
Utilized by top-tier carriers and brokers in all segments
Industry-leading retention and implementation times

11. Intuitive employee benefits engagement platform11

12. HRIS: Interface or Data Upload Payroll: Interface or Deduction Report
How It Works
Employer / HR
(Admin access, billing & Analytics)
Employee
(Self-service decision support & enrollment)
Agency / Broker
(Census data & Analytics)
Data Exchange
(Effective dates, coverage amounts, changes in coverage)
Initial Data Upload
(Census data, dependents, plans)
Medical
Dental
Employer data files
HRIS / Payroll
Vision
EDI file: ANSI 834
or carrier format
Agency / Broker
data files
Life / Accident
TPA / Carrier
data files
FSA / HSA
Payroll deductions report (standard or custom)
COBRA
New Hires, Terminations, Changes
HRIS: Interface or Data Upload
Payroll: Interface or Deduction Report

13. PlanSource Mobile App™
Empowering consumers with quick and easy access to their benefits
For convenience, when in “play” mode, you can click on the “Download on the App Store” button or “Get it on Google play” to bring up the PlanSource App.
Link to our app in the iTunes App Store:
Link to our app in Google Play:

14. One consumer-friendly marketplace for public / private exchanges14

15. OneMarket™ Participating Carriers
Convergence of product and technology to create a unique benefits marketplace 15

16. What’s in it for Employers?
Control Costs
Experience lower, more predictable costs due to employees “right- sizing” their coverage and by switching to defined contribution.
Provide Choice to Employees Your employees are not one-size-fits-all. Provide them with more options so that they can select just the right benefits for their families.
Simplify Benefits Administration
Reduce the burden on HR associated with benefits selection, annual enrollment and ongoing billing and administration. 16

17. What’s in it for Employers?
Ensure Compliance
Lower the risk of non-compliance by moving to standard, ACA- compliant plans and using technology to ensure compliance.
Maintain employee loyalty Satisfaction increases when employees understand the value of their benefits and enjoy convenient shopping and flexible options.
Empower Employees
Provide a personalized, educational shopping experience that helps your employees to become smarter consumers of benefits. 17

18. What’s in it for Employees?
Choice
Employees have more choice and access to plans that are more likely to fit the needs of their families.
Flexibility With defined contribution, employees have more options for how to allocate the funds across multiple group and voluntary benefits.
Knowledge
Employees have a greater understanding of their benefits because they shop and compare multiple options on their own.
Satisfaction Satisfaction increases when employees understand the value of their benefits and enjoy convenient shopping and flexible options. 18

19. One integrated suite of HCM apps for everything from HR and payroll to talent and workforce management 19

20. Integrated HCM ecosystem with benefits as the foundation
OneSuiteHR®
Integrated HCM ecosystem with benefits as the foundation 20

21. PlanSource OneSuiteHR®
One integrated platform for HR, payroll and benefits
Manage the complete employee lifecycle on a single SaaS platform
Take advantage of automated upgrades
Enter employee information one time – hires, terms and other employee changes are synced throughout OneSuiteHR®
Use more than 200 standard report templates for HR, payroll, workers’ compensation and benefits
Leverage API technology to interface to existing systems within your operations
Provide easy-to-use, intuitive employee self-service to your employees for all their HR needs
401K Administration
EAP Services
Pay Card integration
Applicant tracking
FSA Administration
Tax and payment services
COBRA Administration
Onboarding services
Time and Attendance

22. ACA Capabilities summary22

23. PlanSource ACA Capabilities
So in summary, here’s what you need in order to meet the new requirements.
First of all, you’re going to need a tool that can measure whether employees qualify for health care coverage.
To measure the data properly, you’re going to need to pull in payroll data to know what hours people have been working. This is especially important with hourly workers who work variable schedules.
You’ll then need a tool that can automatically prepare all of the forms that the IRS needs based on the information that was measured. This tool will need to prepare the forms for the employee and the employer.
The good news is that this is where PlanSource can help. PlanSource has a proprietary suite of ACA tools that includes both a measurement and reporting engine. PlanSource will measure which employees qualify for healthcare and we will be filling out all parts of the 1094-C (all lines of part I, part II and part III) and transmit them to the IRS on behalf of the organization. We will also produce 1095-C for your employees and fill in all parts of that too. 23

24. What to Report to the IRS
Form 1095-C Overview
Form 1095-C: Employer- Provided Health Insurance Offer and Coverage
PlanSource will populate all parts of Form 1095-C and present it electronically to employees who can opt out of receiving a paper version (employers have access to a master PDF document to print and mail to employees).
The Form 1095-C specifically is for the employee and is officially called the “Employer-Provided Health Insurance Offer and Coverage.”
PlanSource will populate all parts of Form 1095-C and present it electronically to employees within the system, who can opt out of receiving a paper version. The employer will be able to download and print a master PDF document for all employees in order for paper mailing (for those employees who don’t opt out). PlanSource will transmit the 1095-C to the IRS on behalf of the employer.
Optional additional info:
The 1095-C form requires the following:
1. full-time status
2. offer of coverage - maximum tier offering
3. offer of coverage - EE cost of cheapest self only minimum value MEC coverage
4. safe harbor
5. self-insured enrollees.
Note that it isn't enrollment that is important, but the offer of coverage. As long as an employee is offered ACA-compliant coverage, their enrollment is irrelevant for the purposes of ACA penalties. 24

25. What to Report to the IRS
For 1094-C Overview
Form 1094-C: Transmittal of Employer-Provided Health Insurance Offer and Coverage Information Returns
PlanSource will populate all parts of Form 1094-C and transmit to the IRS (along with the 1095-C Forms) on behalf of the organization.
The Form 1094-C is considered a “transmittal form” but it is more than just a cover sheet for all of the 1095-C forms. It will report aggregate employer-level data for all FTEs within the ALE. The 1094-C is officially called the “Transmittal of Employer-Provided Health Insurance Offer and Coverage Information Returns.” PlanSource will populate all parts of Form 1094-C and transmit it to the IRS on behalf of our customers along with the 1095-C forms. 25

26. What Are the Penalties for Non-Compliance?
$250 per return or statement
$3.0M is the maximum penalty
in a calendar year
As you might expect, there are penalties for non-compliance and for failure to file correct information returns. In summary, the penalties are $250 per return or statement with a maximum penalty of $3.0 million dollars in a given calendar year. Note that a bill was signed at the end of June that increased these penalties from $100 per return or statement to $250, and the maximum penalty per calendar year went from $1.5M to 3.0M. Also note that if a failure is caused by intentional disregard, the new $250 penalty becomes $500 for each failure, and no cap applies to limit the total number of penalties that can be applied in a given calendar year.
So what does all this mean? It means that if you’ve got:
1) a lot of employees or
2) a business that has high employee turnover, which means you’re hiring a lot of new employees or
3) a lot of hourly workers
then you’ll need a technology solution in order to comply with these reporting requirements, if you are considered an ALE. The good news is that with the PlanSource technology solution, you can automate this process.
Note: If a failure is caused by intentional disregard, the new $250 penalty noted above is doubled to $500 for each failure, and there is no maximum for the calendar year. 26

27. How do you get the data that needs to be measured?
Payroll provides the hours actually worked
Payroll System Import
Secure FTP File
Spreadsheet upload
Manual entry
You can import payroll data on any frequency (weekly, bi- weekly, etc.).
So a question you’re probably asking is where do you get the data from to base the measurements off of? The answer to that is from your payroll system. Payroll data is based on hours actually worked, so it’s exactly what is needed to judge whether an employee is working more than 30 hours per week.
You can get payroll data into Plansource via a number of different methods.
<Optional>
Payroll data can be manually entered into the PlanSource system, imported from a spreadsheet or automatically integrated using SFTP. Note that you can import payroll data on any frequency. Most companies import payroll data weekly or biweekly. 27

28. ACA Full-Time Status Determination
Employers must be able to identify their FTEs in advance of coverage 28

29. Customer Support 29

30. Consumer Support Options
Additional Fees Apply
Basic Navigation – Assist Employees
To avoid little issues from snowballing into big issues that prevent employees from enrolling in benefits and facing life’s events, PlanSource provides help for employees with “how do I” questions, login assistance and life event changes.
Advanced Enrollment – Guide and Enroll Employees
Benefits can be complex with a myriad of confusing choices and options. With licensed agents on staff, PlanSource can guide employees to the right decisions for their families, whether employees complete online or phone-based enrollment. 30

31. Consumer Support Options
Additional Fees Apply
Basic
Advanced
English and Spanish-speaking agents
Password and login assistance
“How do I” and benefits coverage questions
Life event processing assistance
Licensed Agents
Plan education and pricing
Coverage verification
New hire enrollment
Phone-based enrollment 31

32. PlanSource Service Center
HR Support Options
PlanSource Service Center
Basic – HR Assist
While the system is easy to use and configure, PlanSource is here to share best practices and answer configuration and reporting questions. And with the Carrier Connect service, we’ll do what it takes to get the data to the carriers while the automated process is being built.
Advanced – HR Outsourcing
Time is precious for HR professionals and sometimes, when in-house HR staff are not available, a team is needed to run the benefits engine. Whether it’s verifying depending eligibility, answering employee inquiries, or providing assistance with claims, PlanSource will get the job done. 32

33. Additional Fees Apply for Advanced Only
HR Support Options
Additional Fees Apply for Advanced Only
Basic
Advanced
“How do I” and benefits configuration questions
Life event, new hire, and OE processing assistance
Carrier Connect data processing service
Reporting assistance
Claims assistance and triage
Dependent verification and management
EOI tracking and management
Dedicated inbox for employee inquiries
Proactive notifications
Life event verification
New hire processing and communications
QMSCO management
Configuration and product inquiries 33

35. Presented to <Company Name>
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