Health Benefits Made Simple for Threshold Brands Franchise Owners

Memberly delivers strategic, affordable benefits solutions for Threshold Brands franchisees.

Virtual Urgent and Primary Care for Employees and Their Families

Memberly delivers telemedicine to nearly 1,000 Threshold Brands franchise employees and their dependents.

Group Rate

Threshold Brands franchisees
get access to large group
rates.

$4.60 PEPM

Includes dependents

No Copays or other charges

No Contracts or Minimums

Powered By CirrusMD

CirrusMD serves 10.6 mil users. The small business program is managed by Memberly.

24/7 Licensed Doctors

Connect within 60 Seconds

Unlimited use

Use Text, audio, or video

Remote Care

Employees get urgent and primary care when they need it most.

Urgent Care

Chronic Condition Care

Prescription Management

Women’s & Men’s Health

Download Center

Download brochures and a Quick-Start flyer to share with your employees.

Physician-First Virtual Care within 60 Seconds

No appointments. No waiting rooms. No extra fees. Never a bill.

Threshold Brands franchisees can access CirrusMD virtual care through Memberly, with a 48-hour startup, no contracts, no implementation fees, and no minimum enrollment requirements.

24/7 Access

Licensed in-state physicians are available 24/7 within 60 seconds.

Text, audio, or video

Members start with a text and can move to audio or video.

No claims

Other than the monthly subscription, there are no additional costs to use the program.

Virtual Care That Saves Hundreds per Visit

CirrusMD saves your employees hundreds of dollars with every use—real savings that matter.

An uninsured urgent care visit can cost up to $1,000, and a primary care visit as much as $500. With CirrusMD, employees can access a wide range of urgent and primary care services for themselves and their families—at no cost.

It’s a small investment in your team that makes a major difference in their health and productivity.

Chronic Condition Management and Medication Support

Cholesterol Management Work with CirrusMD doctors to monitor cholesterol, adjust medications, and receive lifestyle guidance to reduce heart disease risk.

Diabetes Support CirrusMD doctors help patients control blood sugar levels, adjust medications, and provide nutrition advice.

Asthma Care Get personalized treatment plans, prescription refills, and symptom management through CirrusMD.

Custom-Branded Member ID Cards and Brochures

Give Your Franchise a Professional, Personalized Benefits Experience for Every Employee.

We’ll take care of producing and shipping custom-branded member ID cards directly to your franchise, ensuring every employee has easy access to their virtual care benefits.

Print Your Employee Brochure

Branded Telemedicine Brochures for Your Franchise

Each Threshold Brands franchise receives a custom-branded brochure highlighting virtual care benefits through CirrusMD. These brochures are designed specifically for your brand —just download, print, and share with employees.

Common Questions

Learn More About Virtual Care Plans

Basics

The cost is $4.60 per employee per month, and this includes the employee's dependents at no additional charge.

No. There are no additional fees beyond the monthly employee rate.

Yes. Dependents can be added at any time by listing them under the employee's name on the census. There is no extra cost for dependents.

CirrusMD is an enterprise solution typically offered to large employers. Memberly manages the small business market through a strategic partnership with CirrusMD.

Getting Started

Employees simply download the CirrusMD app from the Apple App Store or Google Play. They will register using their name, date of birth, and ZIP code as listed on the enrollment census.

New employees are enrolled effective the 1st of the following month after submission.

Memberly will send an invoice by email around the 25th of each month. You can pay using the Bill.com link provided in the email. A Bill.com account is not required to complete the payment.

Making Changes

Memberly will send your current census around the 10th of each month. Please return any updates by the 25th to ensure changes take effect by the 1st of the following month.

Terminated employees indicated on the census are removed effective the last day of the current month.

Support

Contact Memberly first for enrollment or eligibility questions. If further assistance is needed, Memberly will coordinate with CirrusMD support at:

📧 support@cirrusmd.com

Custom Health Plans Designed to Attract and Retain Top Talent

Memberly builds health plan solutions tailored to your franchise.

National Networks

Our plans use national carrier networks your employees know and trust.

Aetna

Cigna

UnitedHealth

Blue Cross Blue Shield

Self-Funded Plans

A self-funded plan gives credit or cash back when employees use less healthcare.

Lower Rates

Unused Funding Returned

No Risk Design

Best for Healthy Teams

Fully Insured Plans

Traditional health coverage powered by leading national insurance networks.

Top National Carriers

Familiar plan structures

Start Anytime of Year

Compare to Self-Funded

Compare Plans

Memberly sources both self-funded and traditional health plan options.

Get Detailed Quotes

Compare Plan Types

Check In-Network Doctors

Compare Networks

Experts in Self-Funded Health Plans

As a Threshold Brands franchisee, partnering with Memberly gives you access to insights most employers never see. Our process provides unmatched transparency into your self-funded health plan—so you know exactly where every dollar is going.

We deliver clear, easy-to-understand analysis on:

✔ Upfront Plan Savings – Compared to fully insured premiums

✔ Recoupable Funds – Additional savings from unused claim dollars

✔ Fixed Costs – Transparent breakdown of administrative and stop-loss expenses

With this level of visibility, you can anticipate costs, fine-tune your funding strategy, and make informed decisions. It’s a smarter, more proactive way to manage employee benefits.

Self-Funded PPO Health Plans: Savings and Trusted Networks

With a self-funded PPO (Preferred Provider Organization) health plan, employees can continue using the same doctors and facilities they know and trust. Transitioning from a traditional fully insured plan to a self-funded PPO plan is seamless, with minimal to no disruption, as the same networks remain in place. Health plans and employees benefit from pre-negotiated rates set by carriers and providers, ensuring cost efficiency and broad access to quality care.

A Memberly designed plan leases the network from major carriers like Blue Cross Blue Shield, UnitedHealthcare, Cigna, and Aetna (BUCAs) to ensure broad access to quality care.

Common Questions

Learn More About Health Plans

Self-Funded Health Plans

In a self-funded plan, a portion of the monthly premium is placed into a claims fund to pay for employee healthcare expenses. If claims are low, any unused funds may be returned to the employer as a credit or refund, making this a potentially cost-saving alternative to fully insured plans.

Memberly sources and designs a plan based on your companys size, location, and budget. The plan is administered by a third-party administrator (TPA) who manages daily operations, claims processing, and compliance. Theres no extra work required from employees.

Yes. Group size requirements vary by state. For example:
New Jersey: as few as 2 employees
New York: requires 100 employees
Most other states: between 5 to 10 employees
Memberly will advise you on your states eligibility rules and whether self-funding is feasible for your business.

Self-funded plans can offer upfront savings of up to 40% compared to fully insured options. Additional savings may be realized if actual claims are lower than expected and surplus funds remain in the claims account.

No. Self-funded plans include stop-loss insurance, which protects the employer against unexpected high-cost claims. Memberly only sources self-funded plans that are integrated with stop-loss coverage to prevent any added liability for the employer.

Yes. Industries with physically active workforces such as construction, manufacturing, field services, logistics, and skilled trades typically have lower healthcare utilization, making them ideal candidates for self-funded health plans.

Fully Insured Plans

Memberly will source a fully insured plan from major national carriers such as Aetna, UnitedHealthcare, Cigna, and others, tailoring options to meet your companys needs.

Yes. Most carrier plans require a minimum of 2 full-time employees.

Yes. New employees may enroll during their initial eligibility window set by the employer. If they miss that window, theyll have to wait until the next open enrollment period, unless they experience a qualifying life event.

Youll need to submit a census including:
Full name
Date of birth
Address
Gender
Coverage tier (e.g., employee-only, employee + spouse)

MEC plans are affordable way to start offering benefits to your team.

Access to essential care doctor visits, urgent care, labs, and specialists.

Preventive Care

MEC plans cover ACA-required preventive services at no cost to employees.

Screenings

Vaccinations

Wellness check-ups

Contraceptives

Everyday Care

MEC plans provide everyday careat an affordable cost with no deductible.

Primary Care Visits

Specialists Visits

Urgent Care Visits

Labs and Imaging

Self-Funded MEC

Only pay for the care employees use – at a discounted, pre-negotiated rate.

Flat Monthly Admin fee

$50 PEPM

Same Rate for Families

Pay Claims as Incurred

Fully Insured MEC

All-inclusive premiums that cover preventive care and

all claims.

All costs included

Employee Copay only

No claims to pay

As low as $125 PEPM

Self-Funded MEC PLANS: Zero Waste

Maximizing Healthcare Dollars with Self-Funded MEC Plans

Self-funded MEC plans offer a zero-waste approach to healthcare by ensuring that every dollar aside from the flat monthly administrative fee goes directly toward paying employee claims.

Unlike traditional plans with high premiums and deductibles, self-funded MEC eliminates wasteful spending and provides immediate financial benefits to employees, as there are no deductibles to meet before coverage kicks in.

Self-funded MEC Financial Highlights

No payments to insurance carriers – Employers pay only for the care their employees use, eliminating traditional insurance premiums.

No deductible – Employees benefit immediately from covered services without the need to meet a high out-of-pocket threshold.

Sample MEC Plan Design

Customizing MEC for Your Workforce

Our self-funded MEC plans are tailored to meet the unique needs of your franchise and team. Below is a sample plan design highlighting commonly covered services included in the program.

Prescriptions

Copay: $10

Generic medications are provided with a $10 co-pay. The cost of generic preventive medications may be less if required by ACA.

Preventive Care

Copay: $0

The plan is ACA compliant which requires preventive care to be available at no cost.

Urgent Care

Copay: $50

Employees can visit an in-network urgent care center up to two times per year.

Doctor Visits

Copay: $30

Employees can visit an in-network primary care physician or specialist up to three times per year.

Labs

Copay: $30

Lab work can be performed at an in-network location up to two times per year.

Radiology

Copay: $30

X-rays and radiology can be performed at an in-network location up to two times per year.

Common Questions

Learn More About MEC Plans

MEC Basics

A Minimum Essential Coverage (MEC) plan is a type of health plan designed to meet the basic coverage requirements set by the Affordable Care Act (ACA). It ensures that employers meet ACA compliance standards—specifically avoiding Penalty A by providing access to essential preventive services. MEC plans are typically low-cost options that cover routine and preventive care, but do not include hospitalization or major medical coverage.

A MEC plan covers a range of ACA-mandated preventive services, including:
Annual wellness visits
Routine screenings
Immunizations
Disease prevention services
Certain women's health services (e.g., contraceptives, mammograms)
 
MEC plans can also be enhanced to include:
Primary care and specialist visits
Labs and diagnostic imaging
Urgent care services
Pharmacy
 
All preventive services must be provided at no cost to the employee when accessed through in-network providers.

MEC plans do not cover:
• Hospital stays
• Surgeries
• Emergency room visits
• Prescription drugs (unless added separately)
• Mental health or substance abuse treatment

They are not designed to function as full medical insurance, but rather to meet ACA requirements in an affordable manner.

MEC plans are built to offer the minimum level of coverage required under the ACA, focusing on preventive care. Excluding hospital and catastrophic care:
Keeps monthly premiums low
Minimizes employer cost
Encourages employees to seek preventive services without financial barriers
Employers often pair MEC plans with supplemental options (such as health share programs, hospital indemnity, or limited benefit plans) to provide additional protection.
Under the ACA:
Applicable Large Employers (ALEs) those with 50 or more full-time employees (or equivalents)—are required to offer minimum essential coverage to at least 95% of their full-time workforce to avoid ACA Penalty A.
ALEs may choose a self-funded MEC plan as a cost-effective way to meet this requirement.
Smaller employers (under 50 employees) are not required to offer coverage, but may still choose a MEC plan to:
Attract and retain workers
Offer affordable, preventive-focused benefits
Establish a foundation for broader coverage

Self-Funded MEC Plan Overview

In a self-funded Minimum Essential Coverage (MEC) plan, the employer pays for eligible claims and administrative fees rather than purchasing coverage from an insurance carrier. This model removes carrier profit margins and can significantly reduce costs compared to fully insured MEC plans, while still satisfying ACA requirements for preventive care.

Memberly has sourced a plan administered by a Third Party Administrator (TPA) for $50 per employee per month (PEPM).
This flat fee covers all tiers: Employee-only, Employee + Spouse, Employee + Child(ren), and Family.
The employer only pays for additional dependent claims that occur—there is no added per-tier premium.
In addition to the $50 admin fee per employee, the employer covers any claims incurred under the plan:
Claims may range from $0 to several hundred dollars per employee per month, depending on utilization.
On average, employers should budget approximately $50/month per employee to account for claims.

No. Stop-loss insurance is typically used in major medical self-funded plans to cap catastrophic exposure. Since MEC plans only cover preventive and routine outpatient services, the risk is minimal, and stop-loss is generally not needed.

The PHCS Physician and Ancillary Only network provides access to:

Primary care providers
Specialists
Labs and diagnostic imaging
Physical therapy and other outpatient services
 
It excludes hospitals and inpatient care, making it ideal for cost-controlled MEC offerings focused on preventive and routine care.
PHCS is widely accepted and provides:
Broad national access to outpatient providers
Cost control by excluding inpatient care
Coverage of essential ACA-mandated preventive services
 
This allows employers to offer affordable care with minimal financial risk while ensuring employees have access to routine and preventive healthcare.

Fully Insured MEC Plan Overview

The primary difference lies in who assumes the financial risk for claims:
Fully Insured MEC:The insurance carrier manages claims and bears all financial risk. The employer pays a fixed monthly premium.
Self-Funded MEC:The employer pays for claims directly and takes on financial responsibility, typically using a third-party administrator (TPA) for administration.

A fully insured MEC plan provides:

Predictable, fixed costs each month
No claims-related financial exposure for the employer
Simplified administration through the insurance carrier
This structure is ideal for:
Smaller employers
Companies that prefer to avoid financial variability
Employers seeking a simple ACA compliance solution
No. These plans do not cover:
Hospitalization
Emergency room visits
Surgeries
Fully insured MEC plans are limited in scope, focusing only on ACA-mandated preventive care.
es. Offering a fully insured MEC plan enables Applicable Large Employers (ALEs) to avoid ACA Penalty A, which applies when minimum essential coverage is not offered to at least 95% of full-time employees.
However, because most MEC plans do not meet ACA affordability and minimum value standards, employers may still be subject to ACA Penalty B if employees qualify for subsidized coverage through the Marketplace.

Yes. Employers offering a fully insured MEC plan must:
•Provide Form 1095-C to all covered employees
•File the necessary ACA documentation with the IRS to confirm compliance

Rates for fully insured MEC plans vary depending on the scope of services included.
Basic MEC plans that cover only ACA-mandated preventive care typically start around $50 per employee per month (PEPM).
Enhanced MEC plans that include additional outpatient services—such as doctor and specialist visits, labs, imaging, urgent care, telemedicine, and limited pharmacy benefits generally start at $125 PEPM or higher.
Memberly works with leading carriers to source compliant MEC plans that align with your organizations budget and workforce needs.

Support

Contact Memberly first for enrollment or eligibility questions. If further assistance is needed, Memberly will coordinate with CirrusMD support at:

📧 support@cirrusmd.com

MECshare utilizes a HealthShare program to cover hospitals.

MECshare combines essential coverage with a HealthShare to function like a comprehensive health plan.

MEC for Preventive

The MEC side of the plan covers preventive services under ACA with no deductible.

Screenings

Vaccinations

Wellness check-ups

Contraceptives

MEC for Doctors

The MEC side also covers doctors with just a copay – no deductible to meet.

Primary Care Visits

Specialists Visits

Urgent Care Visits

Labs and Imaging

HealthShare for Hospitals

The HealthShare side of the plan helps cover hospital stays and major illnesses.

Hospital Bills

Major Illness

Surgeries

Accidents and Injuries

HealthShare Deductible

Initial unshareable amount, (IUA) = amount a member pays before a is eligible for sharing.

IUA Options:

$1,000 3 x per year

$2,500 3 x per year

$5,000 3 x per year

MECshare

Minimal Essential Coverage + Health Share

MECshare combined MEC and Health Share solution offers essential preventive care coverage alongside cost-sharing for larger, unexpected medical expenses.

This hybrid model meets ACA compliance through MEC while leveraging the affordability and flexibility of Health Share programs. It’s an ideal option for employers seeking to reduce costs without sacrificing employee access to meaningful healthcare.

MEC

Minimum Essential Coverage (MEC)
For Everyday Care

Your employees get access to routine and preventive care – the foundation of staying healthy and productive. MEC Part A covers:

  • Annual wellness visits and immunizations
  • Screenings and preventive diagnostics
  • Access to primary care networks
  • ACA-compliant benefits at a fraction of major medical costs

This ensures your plan meets federal requirements while providing peace of mind for employees needing everyday care.

Share

Health Share

Protection for Hospital Events and More

When serious or unexpected medical events arise, Health Share steps in. Employees receive financial protection for larger healthcare needs, such as:

  • Hospitalization
  • Surgery and emergency care
  • High-cost diagnostics and procedures
  • Specialty care support

Health Share offers a community-based model that shares the cost of large medical expenses without the high premiums of traditional insurance.

Common Questions

Learn More About MECshare Plans

HealthShare Basics

A Health Sharing Plan is an alternative to traditional health insurance. Instead of paying premiums to an insurance company, members contribute a fixed monthly amount that is pooled to help cover each others eligible medical expenses. These arrangements operate on a non-profit, community-based model.

No. Health Share programs are not insurance and are not regulated like traditional health plans. This means:
Coverage may vary
Legal protections are limited
Benefits are guided by internal program rules rather than state insurance mandates
Health Share programs are typically run by non-profit organizations. Heres how they function:
Members contribute monthly to the community fund
Funds are used to share eligible medical expenses of other members
The program is governed by a set of sharing guidelines that define:
- What services are shareable
- How much can be shared
- Member responsibilities and ethical standards
 
Participation is voluntary, and members are expected to agree to the principles and sharing rules of the organization. It is strongly recommended that individuals review the guidelines carefully to ensure the program aligns with their expectations and medical needs.
The IUA is the amount a member pays out-of-pocket per medical need before the HealthShare community begins sharing costs. Members choose their IUA when they enroll.
All eligible expenses for a single condition apply toward the IUA.
After the IUA is met, there are no copayments, no deductible resets, and no additional IUA for complications related to the original need.

Each household is responsible for a maximum of three IUAs in any rolling 12-month period. After the third IUA, additional sharing requests over $500 are fully sharable without additional out-of-pocket responsibility.

An IUA remains active for a condition until 12 months have passed without treatment. After that, the request is considered closed.

There are no annual or lifetime sharing maximums, but certain medical conditions or services may be subject to limitations or exclusions

Members are responsible for medical expenses below their IUA. Medical advocacy services are available to help locate fair-cost providers.

To protect members from excessive financial burden, only the first three IUAs per household per year are required. After that, new sharing requests over $500 are fully eligible for sharing.

Are Pre-Existing Conditions Covered?
Most Health Share plans exclude pre-existing conditions for a period after enrollment (e.g., 1236 months). Some plans may offer partial coverage after this waiting period under specific conditions.

Typically, no not in the same way traditional insurance does. However, some Health Share programs offer limited preventive benefits like wellness screenings or vaccinations at discounted rates.

Most Health Share plans do not use fixed provider networks. Members typically have freedom to choose providers, though some programs may require pre-approval for large expenses.

Yes, emergency services are generally eligible for sharing, though they may require pre-authorization and could be subject to the IUA and other program rules.

Yes. Common exclusions include:
Pre-existing conditions (during the waiting period)
Elective procedures
Experimental or high-risk treatments
Cosmetic surgery
Services beyond defined sharing caps

MECshare Overview

MECshare is a hybrid health solution that combines a Minimum Essential Coverage (MEC) plan with a Health Share program. This approach allows employers to meet ACA compliance while also offering coverage for major medical needs.

• MEC Plan: Covers preventive care and ensures ACA compliance (helps avoid ACA Penalty A)
Health Share Plan: Provides cost-sharing for larger medical needs, such as hospitalization, surgery, or chronic conditions
Combined Structure: Offers a more comprehensive and affordable alternative to major medical insurance
• The MEC component is fully ACA-compliant and satisfies the employer mandate.
The Health Share component is not insurance and is not ACA-compliant on its own, but it enhances overall coverage when paired with a compliant MEC plan
Enrollment is handled by Memberly using a census-based process. Memberly manages the Health Share administration and coordinates integration with the MEC plan, making implementation easy and scalable for employers.