People Operations Manager

Federal leaders bring the CHOICE Arrangements conversation to Texas. Take Command - October 5, 2026 Federal leaders are putting new attention behind an employer health-benefit model that many businesses still do not know about. On September 30, Take Command hosted CHOICE in Action: Texas with leaders from the Centers for Medicare & Medicaid Services, the U.S. Small Business Administration, and the Texas employer community. The discussion focused on CHOICE Arrangements, the new public-facing name for Individual Coverage Health Reimbursement Arrangements, or ICHRAs. But the significance of the event was bigger than a name change. CMS and SBA are actively working to increase awareness of the model and help employers understand how to evaluate and implement it. For employers facing another difficult renewal, struggling to offer benefits for the first time, or trying to serve a workforce with widely different coverage needs, that attention creates an important reason to take a closer look. Texas Department of Insurance Commissioner Amanda Crawford also joined the event, adding state-level representation to a conversation centered on the needs of Texas employers. What is a CHOICE Arrangement? A CHOICE Arrangement is an employer-funded health benefit. Instead of selecting a traditional group health plan for employees, the employer provides tax-free funds that eligible employees can use to purchase qualifying individual health insurance. Employees choose coverage based on factors such as monthly premium, deductible, prescription coverage, provider network, and family needs. The employer still provides the benefit. What changes is who selects the health plan. That distinction became one of the most useful moments in the Texas conversation. When the Austin American Statesman asked whether employees would still view the coverage as an employer-provided benefit, federal leaders clarified that the employer remains the funding source while the employee controls the coverage decision. Employees cannot simply take the contribution and use it for anything they choose. To receive reimbursement, they must enroll in qualifying individual coverage and satisfy the arrangement's requirements. Why federal leaders are focusing on CHOICE CMS and SBA are positioning CHOICE Arrangements as an option for employers that need a more flexible way to provide health benefits. For a business offering benefits for the first time, the model can provide a defined contribution without requiring the employer to select one group plan for everyone. For an employer already offering coverage, it creates another strategy to evaluate when annual increases, participation problems, or workforce complexity are making the current approach difficult to sustain. The model can also give employees more control over their coverage. Rather than asking one plan to meet the needs of an entire workforce, employees can compare qualifying individual plans available where they live. Federal attention does not mean every employer should switch. It means more employers will encounter the model and need a clear way to determine whether it fits. As CMS Administrator Dr. Mehmet Oz told attendees, "We're not telling you to do it, but we're telling you, you need to look into it." That is the right standard. CHOICE should be evaluated against the employer's current costs, workforce locations, employee needs, contribution strategy, and administrative requirements. What employers should evaluate The Texas discussion surfaced several situations that may prompt an employer to examine the model: - The organization wants to offer health benefits for the first time but cannot sustain a traditional group plan. - Group-plan increases are making future costs difficult to predict. - Employees live in different states or insurance markets. - One or two group plans are not meeting the varied needs of the workforce. - Participation challenges are making the current strategy difficult to maintain. - The employer wants greater control over its contribution while preserving meaningful employee choice. These signals do not determine fit on their own. Market availability, employee premium costs, workforce composition, affordability requirements, and benefit objectives all influence the decision. Benefits consultants have an important role in helping employers compare those factors rather than treating CHOICE as either a universal solution or an unfamiliar option to dismiss. Choice is only valuable when the experience works The promise of the model is straightforward: employers establish a contribution and employees choose individual coverage. The operating reality is more involved. Employers must make plan-design decisions, communicate the benefit, confirm qualifying coverage, manage reimbursements and documentation, meet applicable compliance requirements, and support employees who may be selecting individual insurance for the first time. CMS now explicitly identifies third-party administrators as one way employers can manage those responsibilities. Its employer guidance notes that administrators may support onboarding, enrollment verification, reimbursement processing, documentation, compliance, employee communication, reporting, platform integrations, and ongoing employee service. An experience third party administrator is critical Take Command has worked with employers and benefits consultants through the uncertainty that can accompany a change from traditional group coverage. The goal is not simply to make more plans available but to design and administer the benefit so employers can manage it confidently and employees can turn their contribution into active coverage. What comes next The increased attention from CMS and SBA will bring more employers and consultants into the CHOICE conversation. It will also bring practical questions: - Is the employer still providing the benefit? - Which employees can participate? - How much should the employer contribute? - What coverage qualifies? - How are premiums paid or reimbursed? - What does an administrator handle? - How does an employer know whether the model is a better fit than its current group plan? Those questions deserve specific answers. They are also where the next phase of the category will be won or lost. Considering CHOICE for 2027? See whether a CHOICE Arrangement could work for your organization. Talk to an CHOICE expert today Take Command Its HRA management solutions help companies of all sizes reimburse employees for health insurance, giving employees choice over what works best for them and promoting health and wellness within an organization. Take Command Health offer ICHRA and QSEHRA administration software designed to be simple, effective, and empowering. Take Command is trusted by 7,000+ leading organizations and the only HRA administrator with in-house enrollment support. Take Command - October 5, 2026 Take Command - October 1, 2026

Get reimbursed for vision insurance with your HRA. Take Command - October 5, 2026 Your eyes play an important role in your overall health and vision care can add up quickly. If you have an HRA through your employer, you may be able to use your HRA funds to reimburse the cost of an individual vision insurance plan. Both CHOICE Arrangements, formerly known as Individual Coverage HRAs (ICHRAs), and Qualified Small Employer HRAs (QSEHRAs) can reimburse eligible medical expenses, including qualifying insurance premiums. That means your HRA can help make individual vision coverage more affordable. Where can I buy individual vision insurance? If you're looking for individual or family vision coverage, you have several options. Take Command has partnered with a few vision insurance providers - Guardian, Renaissance, and Insurance for Everyone - to make it easier to find coverage that works with your HRA. When shopping for a plan, be sure to compare the premium, network, covered services, allowances for glasses and contacts, and any other plan limitations. Guardian Guardian offers individual vision plans with coverage for routine eye exams, glasses, and contact lenses. Its individual vision plans include options at different coverage levels, so you can choose the plan that fits your needs and budget. Explore & Enroll in Guardian vision plans | Renaissance Renaissance offers individual vision insurance options that can be purchased directly through its Active Lifestyles enrollment experience. Enter your ZIP code, coverage start date, date of birth, and household information to view available plans and pricing in your area. Explore & Enroll in Renaissance vision plans | Insurance for Everyone Insurance for Everyone Insurance for Everyone (IFE) makes it possible to compare and shop for individual insurance plans from multiple carriers. Its platform includes vision insurance along with other types of coverage. Availability and plan options vary by state, so enter your ZIP code and date of birth to see the plans available to you. Explore & Enroll in vision plans through Insurance for Everyone | Why consider vision insurance? Vision insurance can help cover the cost of routine eye exams, prescription glasses, contact lenses, and other vision care. Even if you have medical insurance, routine vision care may not be included in your medical plan. Regular eye exams are also an important part of preventive care. In addition to checking your vision, an eye exam can sometimes identify signs of other health conditions. And with an HRA, you may be able to use your employer-provided funds to help pay the premium for your individual vision coverage. How do I choose a vision plan? Vision insurance can vary from one plan to another, so it's worth taking a few minutes to compare your options. Here are a few things to look at: * Premium: How much will you pay each month for coverage? * Eye exams: What does the plan cover, and what will you pay when you visit an eye doctor? * Glasses and contacts: Look at the plan's allowances, copays, and frequency limitations for frames, lenses, and contacts. * Provider network: Make sure your preferred eye doctor or optical provider participates in the plan's network. * Family coverage: If you're covering a spouse or children, compare the total premium and benefits for the entire family. Remember, the lowest monthly premium isn't necessarily the best fit. Look at the plan as a whole and consider the vision care you and your family are likely to need. How does HRA reimbursement for vision insurance work? Once you've selected an individual vision plan, the process is straightforward: * Choose a vision plan and enroll. Select the coverage that works for you and your family. * Set up your premium payment. Pay your vision insurance premium according to the plan's requirements. * Submit your vision plan's proof of coverage to set it up as a recurring premium for monthly reimbursement. Log in to your Take Command platform to submit a claim and set up a new recurring premium. * Get reimbursed. Once your expense is approved, your eligible vision insurance premium can be reimbursed by your employer, up to the amount of your HRA allowance. Can I use my HRA for vision expenses, too? Potentially, yes. Depending on your employer's HRA's design, HRA funds may be available for other eligible vision expenses in addition to insurance premiums. For example, eligible vision care expenses may include things such as eye exams, prescription eyeglasses, and contact lenses. Your HRA's specific rules determine which expenses are eligible for reimbursement. See your vision coverage clearly An HRA can give you more flexibility in how you pay for eligible healthcare expenses. If you need individual vision insurance, using HRA funds to reimburse your eligible premiums can help make coverage more affordable while giving you the freedom to choose a plan that works for you. Take a look at the vision insurance options available through Guardian, Renaissance, and Insurance for Everyone, then choose the coverage that makes sense for your needs. Vision plan availability, premiums, benefits, networks, and eligibility vary by state and individual circumstances. HRA eligibility and reimbursement rules vary by plan. Review your HRA plan documents and the insurance plan details before enrolling. Take Command Its HRA management solutions help companies of all sizes reimburse employees for health insurance, giving employees choice over what works best for them and promoting health and wellness within an organization. Take Command Health offer ICHRA and QSEHRA administration software designed to be simple, effective, and empowering. Take Command is trusted by 7,000+ leading organizations and the only HRA administrator with in-house enrollment support. Take Command - October 5, 2026 Take Command - February 8, 2023 Take Command - October 5, 2026 Take Command - February 8, 2023