You can ask to see more. But wading through an overwhelming number of plans is how these decisions stall for five years.
Three options, weighed against what the company can afford and what you want employees to receive — and the reasoning is the deliverable.
Group medical, supplemental health, medical expense reimbursement plans and wellness-integrated programmes are all in scope. None is right by default, so they get evaluated together rather than claimed on a website. Your CPA belongs in that conversation.