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       CapStone Insurance Group is a full service independent insurance agency based in middle Tennessee.  We take a different approach to protecting you. We understand that for many insurance is confusing and frustrating.  Our goal is to educate and simplify.  For years many so called “insurance experts” have been using big words and complex illustrations to dazzle you with their knowledge. For most it made the process unbearable. We are here to explain insurance in terms that are easy to understand thus alleviating the frustration.  As you may have already noticed, our website looks different from most insurance agencies. When you log on to most  your trying to be “SOLD” a policy right from the start. Again, that’s not our approach.  We want to provide you the necessary information so that you can make well informed desicions about how to properly protect you, your family, and your assets.  Not SELL you a quick policy!   Read the full story »

Featured, Group Benefits, Health Insurance, Uncategorized »

 There  has been a lot said about Health Care Reform, with all the talk it’s been difficult to figure out exactly what the facts are. So here are some quick facts as I understand them to be at the current time. While this law is being tested on the legality of certain elements, and the politicians continue to politic,  the back bone of this great country (yes that’s you and I!) need to know how, when and if we are to be effected. I hope this helps sort out the fact from the fiction. 

Coverage Mandates Scheduled to take effect in 2014

• Individuals will be required to obtain coverage under a qualified health insurance plan or pay a tax penalty. 
• Employers will be required to offer qualified health insurance to their employees or pay a penalty in some circumstances.
  • Small businesses with fewer than 50 employees will be exempt.
  • If an employer is subject to the penalty and fails to offer any full-time employee health coverage, and if any full-time employee enrolls in the exchange and receives a tax subsidy to purchase coverage, the employer is subject to a penalty equal to the number of full-time employees it has times $2,000 per year. For purposes of calculating the penalty, however, the first 30 employees are disregarded.
  • Employers with more than 200 employees that offer a health plan must automatically enroll all new employees in the plan. The employee will have the opportunity to opt out of the coverage. Employers will also be required to notify each employee at hiring about the existence of the insurance exchange and that the employee might be eligible for a subsidy to purchase a plan through the exchange under certain circumstances.
  • Employers who offer coverage but have employees whose required contribution for that coverage would be between 8 and 9.8 percent of household income must provide employees with a “free choice voucher.” The voucher must be equal to the amount of the contribution that the employer would have made to its own plan and can be used toward the purchase of plans through the exchanges.

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