The employer support is strong, both from a monetary and policy standpoint, and employees also support their employer. Leadership does an excellent job communicating and engaging with employees to help make their benefits a substantial part of the employees’ overall package.
Medical renewal started at a 40% increase
A 30% final increase was paid the year prior
Lack of data provided by insurance companies
The company grew increasingly frustrated with the costs (rate increases equated to millions of dollars) and the lack of data provided by their insurance companies. They were given overall numbers and loss ratios but no actual data—certainly nothing, such as claims data that would help them create programs to control healthcare costs and improve wellness for their employees.
Worked with Rubicon Benefits to explore the self-funded market
Designed a self-funded program that will provide transparency and the means to effect change and control costs on a long-term, sustainable basis
With nationwide access to countless vendor-partners, we explored Third Party Administrators (TPA), stop-loss carriers, pharmacy benefit managers (PBM), and local and national networks.
First-year expected costs lower than prior year costs
High six-figure savings over revised renewal and other fully insured quotes
Better service and attention in the employer/employee relationship
Receiving complete plan and utilization data for the first time
Seeing data trending more favorably than anticipated
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