Protection that fits
your life & budget

The ACA (Affordable Care Act) Marketplace — also called the Exchange — is a government-organized platform where individuals and families who don't have employer-sponsored or government health coverage can shop for and enroll in private health insurance plans.

All Marketplace plans must cover the ten categories of Essential Health Benefits (including preventive care, prescription drugs, maternity, and mental health), and no plan can deny you coverage or charge you more due to a pre-existing condition. Depending on your household income, you may qualify for premium tax credits (subsidies) that significantly reduce your monthly cost. Working with an agent like Jose is free — agents are compensated by the carriers, not by you.

Metal tiers describe how costs are split between you and the insurance company — not the quality of care. All tiers cover the same essential benefits.

• Bronze: Lowest monthly premium, highest out-of-pocket costs when you use care. Best if you're generally healthy and want protection mainly from catastrophic events.
• Silver: Moderate premiums and cost-sharing. The only tier eligible for Cost-Sharing Reductions (CSRs) if your income qualifies — making it potentially the best value for many families.
• Gold: Higher premiums, lower out-of-pocket costs. Better if you use care frequently and want predictable expenses.
• Platinum: Highest premiums, lowest out-of-pocket costs. Best if you have high, ongoing medical needs.

• HMO (Health Maintenance Organization): You must use doctors within the plan's network and typically need a referral from a primary care physician to see a specialist. Lower premiums and predictable costs, but less flexibility. Emergency care is covered out-of-network.
• PPO (Preferred Provider Organization): You can see any doctor, in-network or out-of-network, without a referral. More flexibility, but higher premiums and higher out-of-pocket costs for out-of-network care.
• EPO (Exclusive Provider Organization): Like an HMO in that you must stay in-network, but like a PPO in that you generally don't need referrals. Lower premiums than PPO.

The right plan type depends on whether you have preferred doctors, how much you value flexibility, and your budget.

A premium tax credit (PTC) is a federal subsidy that lowers your monthly health insurance premium if your household income falls within a certain range relative to the Federal Poverty Level (FPL). The credit is paid directly to your insurance company, reducing what you owe each month.

To qualify, you generally must:

• Enroll in a Marketplace plan (not through an employer or Medicaid/Medicare)
• Have a household income within the qualifying range (which expands and changes over time with legislation)
• File federal taxes and not be claimed as a dependent by someone else

The exact amount depends on your income, household size, and the cost of plans in your area. Jose can help you estimate your subsidy during a free consultation.

The primary enrollment window is called Open Enrollment (OEP), which occurs once per year. Coverage selected during OEP typically begins January 1st of the following year.

Outside of OEP, you can only enroll if you experience a qualifying life event that triggers a Special Enrollment Period (SEP). Common qualifying events include:

• Losing other health coverage (e.g., job loss, aging off a parent's plan)
• Getting married, divorced, or legally separated
• Having a baby, adopting a child, or placing a child for foster care
• Moving to a new coverage area
• Gaining citizenship or lawful presence in the U.S.

SEPs generally give you 60 days from the qualifying event to enroll. If you miss that window, you typically must wait for the next Open Enrollment Period.

• Deductible: The amount you pay for covered services before your insurance begins sharing costs. For example, with a $2,000 deductible, you pay the first $2,000 of covered medical bills each plan year before insurance kicks in (preventive care is usually covered before the deductible).
• Copay: A fixed dollar amount you pay for a specific service (like $30 for a primary care visit), regardless of whether you've met your deductible.
• Coinsurance: Your share of costs after meeting your deductible, expressed as a percentage (e.g., you pay 20%, insurance pays 80%).
• Out-of-Pocket Maximum: The most you'll ever have to pay for covered services in a plan year. Once you hit this limit, your insurance covers 100% of covered in-network costs for the rest of the year. This is your financial safety net against catastrophic medical expenses.

Original Medicare is the federal government program consisting of Part A (hospital) and Part B (medical/outpatient). It provides broad access to providers nationwide, but has no annual out-of-pocket maximum and covers roughly 80% of approved costs after deductibles — leaving you responsible for the remaining 20% with no cap.

Medicare Advantage (Part C) is offered by private insurers approved by Medicare. It bundles Part A and Part B (and usually Part D drug coverage) into a single plan and typically includes an out-of-pocket maximum — an important protection Original Medicare doesn't offer. Many plans include additional benefits (dental, vision, hearing, fitness) and often have low or $0 premiums, though your access to providers may be limited to the plan's network.

The right choice depends on your health, budget, preferred doctors, and how often you travel or seek care away from home.

A Medicare Supplement (Medigap) policy is private insurance that works alongside Original Medicare to cover some or all of the "gaps" — the deductibles, coinsurance, and copayments that Original Medicare leaves you responsible for. Medigap plans are standardized by letter (Plan G, Plan N, etc.), so the benefits for a given plan letter are the same across all carriers; price is the key differentiator.

Medigap is a strong fit for people who:

• Want the broadest provider access (any doctor that accepts Medicare nationwide)
• Have significant or unpredictable healthcare needs and want cost certainty
• Travel frequently and want coverage outside their home area
• Prefer paying a predictable monthly premium over variable cost-sharing

Note: You cannot have both a Medicare Advantage plan and a Medigap policy simultaneously.

Medicare Part D is prescription drug coverage, offered by private insurers approved by Medicare. If you have Original Medicare with a Medigap plan, you'll enroll in a standalone Part D plan (PDP). If you have Medicare Advantage, drug coverage is usually already bundled into your plan (MAPD).

Part D plans have a formulary — a list of covered drugs organized into tiers that determine your cost-sharing. Not all plans cover all drugs, so it's important to confirm your current medications are covered before choosing a plan. Failing to enroll in Part D when first eligible can result in a late enrollment penalty that is permanently added to your premium.

Your Initial Enrollment Period (IEP) is a 7-month window that begins 3 months before your 65th birthday month, includes your birthday month, and extends 3 months after. Enrolling during the first three months ensures your coverage starts on time.

If you delay enrollment without a qualifying exception (such as having creditable employer coverage), you may face:

• A Part B late enrollment penalty — a permanent 10% premium increase for each 12-month period you were eligible but didn't enroll
• A Part D late enrollment penalty — 1% of the national base beneficiary premium for each month you went without creditable drug coverage

If you're still working at 65 and covered by a qualifying employer group plan, you may be able to delay Medicare without penalty — but the rules are specific. It's strongly advisable to consult with Jose or a Medicare specialist before making that decision.

Original Medicare (Parts A and B) does not cover routine dental or vision care. This is a common misconception that catches many people off guard in retirement. Original Medicare will not pay for routine cleanings, fillings, dentures, eyeglasses, or contact lenses.

Your options for coverage include:

• Medicare Advantage plans: Many include some level of dental and vision benefits as an added perk. Coverage levels and limits vary widely by plan.
• Standalone dental and vision plans: Available through the private market. Often the most comprehensive option and can be paired with either Original Medicare or Medicare Advantage.

Jose can help you evaluate both approaches to find what makes the most sense for your dental and vision needs.

In Texas and most states, businesses with as few as 2 employees (including the owner) can qualify for a small group health insurance plan. Most carriers require a minimum number of eligible employees to enroll (typically at least 70% of eligible employees), but the threshold for being considered a "small group" is generally 1–50 full-time equivalent employees.

Self-employed individuals with no employees have different options — Jose can help identify what makes sense for your specific business structure.

• Group plans are offered by an employer. Risk is spread across the group, which typically results in lower per-person premiums. Employer contributions are generally made pre-tax. Employees can often add dependents.
• Individual plans (ACA Marketplace or off-exchange) are purchased by the individual. Premiums and cost-sharing are based on the individual's profile, and subsidies may be available depending on income. Individuals pay with post-tax dollars unless an HRA or similar arrangement is in place.

For many employees, group coverage is the most cost-effective option — especially when an employer contributes significantly to the premium.

Yes. Employees generally have the right to waive group coverage if they have other creditable coverage (such as through a spouse's employer plan or Medicare). Carriers typically require a minimum participation rate — often around 70% of eligible employees who don't have other coverage — so employees who decline due to having other insurance usually don't count against that threshold.

Employees who waive coverage should understand that they may not be able to re-enroll until the next annual open enrollment period, unless they experience a qualifying life event.

A comprehensive group benefits package can include much more than just medical coverage. Common products Jose can help businesses set up include:

• Group Life Insurance: Term coverage for employees, often offered as a multiple of salary. Basic employer-paid life is a highly valued, low-cost benefit.
• Group Dental & Vision: Bundled or standalone plans for employees and their families.
• Short-Term and Long-Term Disability: Replaces a portion of an employee's income if they become unable to work due to illness or injury.
• Voluntary Benefits: Supplemental products (accident, critical illness, hospital indemnity) that employees can elect and pay for on a payroll-deduction basis.

An Individual Coverage Health Reimbursement Arrangement (ICHRA) is an employer-funded account that reimburses employees for individual health insurance premiums and qualifying medical expenses — tax-free. Instead of sponsoring a traditional group plan, the employer sets a monthly allowance and employees choose and purchase their own individual or family coverage on the open market or ACA Marketplace.

Employers often prefer ICHRAs for several reasons:

• Cost predictability: The employer defines the monthly reimbursement cap, so there are no surprise premium renewals.
• No minimum participation requirements: Unlike group plans, ICHRAs don't require a set percentage of employees to enroll.
• Employee flexibility: Each employee can select the plan that best fits their own health needs and budget, rather than being locked into a single group option.
• Scalable for all employer sizes: ICHRAs are available to employers of any size, from small businesses to large corporations.
• Tax advantages: Reimbursements are tax-deductible for the employer and tax-free for employees when used for qualified expenses.

ICHRAs can be a smart alternative to traditional group coverage, particularly for employers with geographically dispersed teams or part-time workforces. Jose can help you determine whether an ICHRA or a traditional group plan is the better fit for your business.

Dental and medical coverage are historically treated as separate markets in the United States. Standard individual and family health insurance plans — including ACA Marketplace plans for adults — typically do not include comprehensive dental benefits. Pediatric dental is an Essential Health Benefit under the ACA for children, but adult dental coverage requires a separate policy or add-on.

Some Medicare Advantage plans include limited dental benefits, but Original Medicare provides essentially no routine dental coverage. A standalone dental plan is usually the most complete and cost-effective approach for most adults.

Most traditional dental plans are structured around three tiers of coverage:

• Preventive (typically up to 100% covered): Routine cleanings, exams, and X-rays. Most plans cover two visits per year with no cost-sharing.
• Basic Restorative (typically up to 80% after deductible): Fillings, simple extractions, and emergency treatment.
• Major Restorative (typically up to 50% after deductible): Crowns, bridges, dentures, and sometimes root canals or oral surgery.

Be sure to pay attention to the plans annual maximum benefit (the most the plan will pay per year). Orthodontic coverage (braces) is sometimes available as an add-on, usually with a separate lifetime maximum.

A waiting period is the amount of time you must be enrolled in a dental plan before the insurer will pay for certain services. Waiting periods are typically structured by care category:

• Preventive care: Usually no waiting period — covered from day one
• Basic restorative: Often 3–6 months
• Major restorative: Often 12 months

Waiting periods exist to prevent people from buying coverage only when they need expensive work done and then canceling. Some carriers offer plans with reduced or waived waiting periods — these typically come with slightly higher premiums. If you need immediate major work, it's worth asking Jose to look for plans with shorter waiting periods or no-wait options.

Even without corrective lenses, a standalone vision plan can be worth it for the routine eye exam coverage alone. Annual comprehensive eye exams do more than check your vision — they can detect early signs of glaucoma, macular degeneration, cataracts, diabetic retinopathy, and even high blood pressure or diabetes before other symptoms appear.

Vision plans are generally quite affordable, and many include an allowance for frames or contacts should your needs change. For individuals who do wear glasses or contacts, the math almost always works in favor of having a plan.

Yes — dental and vision plans are available as fully standalone products through the private market. You do not need to have a health insurance plan to enroll in them. This makes them accessible to Medicare beneficiaries, self-employed individuals, early retirees, or anyone whose health coverage doesn't include these benefits.

Many carriers offer dental-only, vision-only, or bundled dental-and-vision plans. Jose works with multiple carriers to find the right combination for your needs and budget.

An annuity is a contract between you and an insurance company. You make a lump-sum payment (or a series of payments), and in return the insurer promises to provide you with a stream of income payments — either immediately or at some future date — for a defined period or for the rest of your life.

Annuities are designed to address a core retirement risk: the fear of outliving your money. They are insurance products regulated at the state level, issued by insurance companies, and are separate from bank deposits. They are not securities in the way stocks and bonds are (unless they are variable annuities, which Jose does not offer).

• Fixed Annuity: Your money earns a guaranteed, declared interest rate for a set period — similar in concept to a CD, but issued by an insurance company. The rate is fixed and predictable. Principal is protected from loss.
• Fixed Indexed Annuity (FIA): Your accumulation is linked to the performance of a market index (such as the S&P 500), subject to a floor (typically 0% — you cannot lose principal due to negative index performance) and a cap or participation rate that limits the upside. In a good market year, your account benefits; in a down year, you simply earn nothing — you don't lose. Offers more potential growth than a fixed annuity, with principal protection.

Both products protect your principal from market loss, which is their most important shared feature for retirement planning purposes.

• Deferred Annuity: You put money in now, and it accumulates on a tax-deferred basis. You begin receiving income payments at a later date — typically at retirement. Most fixed and fixed indexed annuities are deferred products. The accumulation phase can last years or decades.
• Immediate Annuity (SPIA — Single Premium Immediate Annuity): You deposit a lump sum and begin receiving income payments almost immediately (usually within 30 days to 12 months). Often used by retirees who need income right away. There is generally no accumulation phase.

A surrender period is a set number of years during which you may incur a surrender charge if you withdraw more than the contract's free withdrawal allowance (typically 10% of your contract value per year). Surrender periods on fixed and fixed indexed annuities typically range from 3 to 10 years, with charges that decrease over time until they reach zero.

This is an important consideration:

• You should never put money into an annuity that you may need access to in the short term
• Most contracts allow penalty-free withdrawals of 10% per year, so you're not completely locked in
• Many contracts waive surrender charges in the event of terminal illness, nursing home confinement, or death
• Choosing the right surrender period for your timeline is a key part of the product selection conversation

Annuities grow on a tax-deferred basis — you don't pay taxes on the growth each year as it accumulates. When you begin taking withdrawals or income payments, the tax treatment depends on how the annuity was funded:

• Non-qualified annuity (funded with after-tax dollars): Only the earnings portion of each payment is subject to ordinary income tax. The portion representing your original contribution (cost basis) is returned to you tax-free.
• Qualified annuity (funded with pre-tax dollars, such as inside an IRA or 401(k) rollover): The entire payment amount is subject to ordinary income tax when distributed, since no taxes were paid on the original contributions.

Withdrawals taken before age 59½ may be subject to a 10% IRS early withdrawal penalty in addition to ordinary income tax, with some exceptions. Jose is an insurance agent and not a tax advisor — always consult a qualified CPA for tax guidance specific to your situation.

Annuities are not right for everyone, but they tend to be a strong fit for individuals who:

• Are approaching or already in retirement and want to guarantee they won't outlive their income
• Have maximized contributions to other tax-advantaged accounts (401(k), IRA, Roth) and are looking for additional tax-deferred growth
• Are risk-averse and want principal protection — they want market participation (FIA) but cannot afford to lose money
• Have a pension gap or Social Security shortfall and want a predictable income stream to fill it
• Have funds that are sitting in low-yield savings or CDs and want better growth potential without market risk

Annuities are not well-suited for short time horizons, funds you may need access to, or as a complete replacement for a diversified retirement strategy. Jose will always take a comprehensive look at your situation before recommending an annuity product.