Better access to care. Without adding cost to the employer.
A practical virtual healthcare solution that gives employees and their immediate families support from day one—across urgent care, primary care, mental health, prescriptions, labs and wellness.
24/7 virtual accessImmediate family coverageAvailable on day one
$0copay for included care
24/7Virtual urgent care access
UnlimitedVirtual primary care
Day oneCoverage begins immediately
FamilyImmediate family included
Whole-workforce access
Care that works for the people traditional benefits can miss.
Extend meaningful support across your workforce—not just to the employees who fit a narrow eligibility box.
Built for real teams
Employees can access included care without navigating a generic benefits portal. Coverage extends to immediate family members, helping make care easier to reach at home as well as at work.
Part-timeEligible from day one
SeasonalEligible from day one
HourlyEligible from day one
Included care
One solution, more ways to get help.
Care, guidance and support designed around the everyday needs of employees and their families.
Virtual urgent care
Available 24 hours a day, 365 days a year.
Virtual primary care
Unlimited visits with a $0 copay.
Mental health & counseling
Behavioral health support is included.
Lab access
Access to Labcorp and Quest network locations.
Prescription support
Medication access, support and delivery options.
Virtual wellness coaching
Personal health guidance and coaching.
The weekly question
One thoughtful question for better benefits conversations.
Short, practical prompts from Kim—designed to help employers look beyond enrollment numbers and consider how benefits work in employees’ real lives.
Kim Cunningham, Principal AgentA little personality for a serious conversation
04
For employers
Still Creditable?
Your Medicare Part D creditable-coverage notices have to reach your employees by Wednesday, October 14 — the day before Medicare open enrollment starts.
If your company sponsors a prescription drug plan, everyone who's Part D–eligible under it — employees, retirees, dependents, and COBRA participants — needs that notice before October 15 — by Wednesday, October 14. And this year there's a wrinkle: CMS retired the old way of testing whether coverage counts as “creditable.” For 2027, the plan has to pay at least 73% of drug costs — up from 60% — and the old 2009 shortcut no longer counts. Coverage that passed last year can fail now, so a notice copied from last year's file may be wrong. The notice is compliance, but it's also a moment to look at the plan itself. Does the coverage you tell your people about actually help them in real life — or just satisfy the filing?
So here's my question for this week: with your notices due by Wednesday, do you actually know what your plan covers — or is the paperwork the best part of it?
General compliance information only; not legal advice.
Stress, anxiety, a child having a hard time, a parent aging alone — your people are human long before they’re employees. Most plans technically include mental health support, but between the copays, the waitlists, and the fine print, hardly anyone ever uses it. Ours is different: counseling and mental health care your team can reach any hour of the day or night, with a $0 copay — at zero net cost to you, the employer.
What would it change in your workplace if asking for help were that easy?
Most employers offer health benefits — but only to their full-time team. That means the part-time, seasonal, and hourly folks who keep everything running are left to fend for themselves, even though they work just as hard.
Here's the question I want you to sit with this week: what would it change for your business if every person on your team — full-time, part-time, seasonal, hourly — plus their immediate families, had real health care starting on day one, at zero net cost to you?
Offering a benefit is only the beginning. If a part-time employee cannot qualify, a parent cannot get care after hours, or a family has to weigh a copay against groceries, the benefit may exist on paper without working in practice.
What would change for your team if care were available from day one, at any hour, with no copay for included services?
