In order to get the most out of your benefits plan, you should be looking for an adviser whose approach and priorities fit your business. While many business owners view their adviser as a necessary middleman to finalizing a necessary annual expense, being more selective about your benefits adviser can yield better results for both you and your employees. An adviser who is a good fit for your company is far more likely to leave you satisfied with the quality of benefits your employees receive and the amount of money you save on your plan.

Before you commit to working with an adviser, ask yourself these questions to determine if they would be a good match for your company:

What kind of business relationship do I want with my adviser?

Business owners have traditionally looked at their relationship with their benefits brokers as being between a vendor and a customer – the employer would pay for the service and plan the broker offered, then accept a hands-off approach for the remainder of the year until the time came to renew their plan.

On the other end of the scale of involvement is a benefits adviser, whose relationship with the business owner resembles more of a partnership. Instead of offering a one-off annual transaction, an adviser works with the employer throughout the year. While this type of business relationship requires more effort from you as the employer, it can help your company by:

• Creating more savings opportunities
• Developing a benefits plan that evolves with your business
• Turning your plan into a strategic tool rather than just another mandatory expense

Ensuring that your expectations for your adviser’s involvement match theirs is crucial to your satisfaction with their services.

Does my adviser understand my goals and challenges?

If your adviser doesn’t connect with your “why,” you’ll only be wasting your time by working with them. Your adviser should be asking what drives you, what your goals are, and what challenges you’re trying to overcome in your business. By getting to know your company better, your adviser will be better equipped to develop a benefits plan that can help your business meet its goals and overcome its challenges.

Your adviser should also be honest with you about their ability to make an impact on your business. If they tell you that they feel like their services won’t have your desired impact on your company or that they can’t custom-design a benefits plan for your business, take them at their word and search for an adviser that would be more compatible.

Can my adviser build a plan around my business’ values?

The backbone of any business is its workforce, and the backbone of a quality benefits plan is the value it offers to employees. If you as an employer make your employees’ health and happiness a top priority, your business will suffer from working with an adviser who tries to cut costs in your benefits plan at the expense of the quality of healthcare your employees receive.

An employee-centric adviser will prioritize:

• Engaging and educating employees – Employees that are more involved with their benefits plan become empowered to make cost-effective choices that don’t compromise their quality of care.
• Passing savings on to employees – While your adviser should certainly make sure that you save money, they should also strive for lower copays and deductibles for your workers.
• Providing competitive, high–quality benefits – The healthcare you offer should make your business a more appealing workplace to both current employees and potential hires.

Your benefits plan will produce better results if you and your adviser place the same amount of importance on your employees’ satisfaction.

Building a Benefits Dream Team

You and your adviser should see eye to eye on their expected level of involvement, your goals and how to meet them, and your company’s values. Working with an adviser who fits well with your business and vision increases the likelihood that they’ll be able to offer you solutions that maximize the positive impact of your benefits plan.

Call me today to discover how to spend less and receive more with an adviser who fits your business.

Your employees are the backbone of your business, and giving them a positive work experience is crucial to growing your company

. Your benefits plan can be a valuable tool you can use to give more to your workers, but a better plan doesn’t have to come at a steeper cost to you. In fact, building a plan that’s designed with your employees’ best interests in mind can ultimately save you thousands.

Here’s why prioritizing your employees can increase the cost-cutting power of your benefits plan:

Happiness Creates Productivity

Your employees pay attention to whether or not their value is reflected in what they get back from their employer. Providing them with great benefits is an easy way to show that:

• You care about them as people and value their health
• You acknowledge and appreciate their contributions to your business
• You want them to continue working for you

Your benefits plan can significantly raise overall employee morale, which not only creates a more positive workplace culture, but also increases earnings. In fact, a study by the Queens School of Business found that having just one “disengaged” employee can cost a business up to $10,000. Working with more “engaged” employees, on the other hand, can have a positive impact on your company, increasing productivity and customer satisfaction levels by 15 and 30 percent, respectively. When your employees feel taken care of, they’ll do more to take care of your business in return.   

Higher Retention Rates Drive Costs Down

Even if everything else about your company is great for your employees, your retention rates will suffer if your workers are unhappy with their benefits plan. In a study by MetLife, 61 percent of employees said that health and wellness benefits would make them consider leaving their current job for a new one. If a competing business in your area offers a better plan than yours, you risk losing a large portion of your workforce.

The costs of high turnover rates are staggering: Employee Benefits News reports that it costs 33 percent of an employee’s salary to replace them, which means that if just two employees with a salary of $45,000 leave your company, your business could lose $30,000 searching for and training new hires. While eliminating turnover altogether isn’t always possible, offering a quality benefits plan can give your employees a solid reason to stay with your company.

Good Benefits Attract Top Talent

There’s no reason your business can’t be the one using superior benefits to attract other companies’ employees. A study by Fractl revealed that when choosing between a job that paid more and a job that paid less, 88 percent said that they’d give the lower paying job either “some consideration” or “heavy consideration” if it offered better benefits. Even if your growing business can’t afford the competitive salary offered by larger companies, you can still appeal to more skilled workers whose knowledge and experience can increase productivity and profits.

Building your benefits plan around your employees’ wants and needs can save you tens of thousands of dollars and give your business a great reputation in the hiring market. Your employees will be more productive and more likely to stay loyal to your business if they have good healthcare, and when you do need to recruit more workers, a high-quality benefits plan will attract the talent to match it.  

Contact us today to see how you can build a benefits plan that gives more to your employees while costing you less.

Your benefits plan can be a powerful strategic advantage for your business. The right adviser can help maximize the impact your plan can have on your company, but that’s only going to happen if your benefits package creates a win-win situation for both you and them.

Most benefits brokers aren’t truly concerned with whether or not you get the best benefits plan for your business. They work on a commission-based model, which means that their goal is to sell you a plan, collect their paycheck, and disappear until it’s time to do it over again next year.

Working with an adviser whose pay depends on your satisfaction is a much easier way to guarantee that your adviser truly has your business’ success in mind. In this situation, the end result helps them just as much as it helps you, giving them a big reason to find every possible way to develop a plan that helps your company grow.

Here’s what aligned incentives can offer your business:

A Customized Approach

A quality adviser knows that your benefits plan isn’t a one-size-fits-all purchase. The plan that works for another business is unlikely to be the best option for yours, but a standard broker won’t be incentivized to create a custom-build benefits plan for your company. An adviser who is working towards the same goal as you, however, will make the effort to develop a plan that suits your company’s individual needs. Because they’re paid based on their performance, they’ll do everything in their power to ensure that the plan you end up with is tailor-made to provide your employees with the best benefits at the lowest cost to you.

A Plan That Grows With Your Business

One of the pitfalls of working with a status-quo broker is how infrequently you meet with them. The standard process for renegotiating your benefits plan involves talking with your broker at the end of the year, settling for an even higher premium than you paid the previous year, and receiving lower quality benefits in return.

An adviser whose incentives align with yours will take a more fluid approach to your plan, which involves:

• Working with you and your business throughout the year
• Keeping up with the changes in your company and understanding how they impact your plan
• Making the appropriate adjustments in your plan when it’s time to reevaluate your benefits

Because you’re both working towards the same goal, your adviser will stay on top of the changes in your company to ensure they’re consistently delivering on their promises to you.

Cost-Effective Solutions

When your adviser’s incentives align with yours, they’re going to work with you to figure out how to help you find savings throughout your benefits plan rather than trying to convince you that the miniscule amount of money you saved on your annual premium increase was a “win.”

Your adviser should offer a performance-based guarantee when you start working together, which will include approximate savings you’ll see by partnering with them. This ensures that they don’t get paid unless their services fulfill your expectations, and it pushes them to search for every available opportunity to cut costs in your benefits plan.

Aligned incentives between you and your adviser help guarantee that you’ll maximize what you can get out of your benefits plan. When an optimized plan creates a win-win for everyone involved, mutual satisfaction is an inevitable end result, which can create a sustainable working relationship and optimal benefits plans for years to come.

Contact us today to see how an adviser who wants the best for your business can help your company grow.

Healthcare plans are consistently rising in cost while decreasing in quality, and businesses and workers alike are feeling the impact. Benefits advisers are looking for ways to combat this trend, and one of the most effective ways they can do so is by managing the healthcare supply chain.

The concept of a supply chain is present in virtually every industry, but it’s often ignored in healthcare. The overall idea is the same, but instead of focusing on sourcing, production, storage, and transportation of goods, the healthcare supply chain centers around the choices involved in the diagnosis, treatment, and recovery of a patient. By taking control of the healthcare process from start to finish, your adviser can give your employees better quality care and more options while creating savings for everyone involved.

Reduced Costs For You And Your Employees

Premiums rise every year, and both you and your employees are stuck paying the hefty price. The Henry J. Kaiser Family Foundation (KFF) revealed some alarming numbers in their 2017 Employer Health Benefits survey:

• The average annual premium is $6,690 for single coverage and $18,764 for family coverage.
• Single-coverage costs rose 4 percent and family-coverage costs rose 3 percent from 2016 to 2017.
• The average employee pays $1,213 for single coverage and $5,714 for family coverage every year.

Managing the healthcare supply chain from beginning to end is a relatively simple way to mitigate these costs. For example, it’s commonplace for insurance companies to send patients to hospitals for any type of surgery. But the Society for Human Resource Management (SHRM) reports that knee arthroscopy patients could save almost $1,300 in out-of-pocket costs if they choose to get their procedure done at an outpatient surgery center instead, and if you’re self-funding your employees’ coverage, you could save up to $5,100 as well.

Personalized Healthcare Options

The status-quo healthcare supply chain is pretty straightforward: Patients go in for a consultation, visit a specialist, get treated, attend follow-up appointments, and get a post-care referral. While the steps in this process don’t vary too drastically on a case-by-case basis, managing the healthcare supply chain can give you and your employees more options to develop a healthcare strategy that works best for everyone involved.

This expansion of choice begins from the moment your employee starts to feel unwell. If they decide they don’t want to spend the time traveling to their nearest primary care physician’s office, they can opt for a digital consultation in their own home, which not only provides more convenience, but can also offer an average savings of $126 per visit, according to research by Red Quill Consulting.

Healthcare supply chain management also enables you to work with your employees to find treatment options that satisfy both of you. For example, your adviser might suggest recommending a less expensive (but equal quality) treatment center to your employee that happens to be a bit farther away than the one closest to their home. In exchange for their willingness to travel, you might offer to cover their co-pay. Methods like this give you the potential to save money while giving your employees more control over their healthcare choices.

Equal or Better Quality Care

More expensive benefits aren’t always better benefits. A 2013 study by the National Center for Biotechnology Information (NCBI) found only a “small to moderate” association between healthcare cost and quality, and many options that can be offered through managing the healthcare supply chain can give your employees the same quality care for less.

In fact, the most expensive and invasive steps of the healthcare supply chain aren’t always necessary in the first place — a study by USA Today revealed that between 10 and 20 percent of all surgeries may actually be unnecessary, with cardiac procedures, spine and knee surgeries, and hysterectomies being some of the most common operations that are performed “more often than needed.”

If your employee has a knee problem, the status-quo healthcare process might see them undergoing a painful, expensive, and invasive surgery that could keep them out of work and forever impact their quality of life. But a good benefits adviser will explore other options, like physical therapy, that might eliminate the need for surgery altogether, solving your employee’s ailment without all the downfalls that accompany the more drastic alternative.

More Choices, More Savings

Supply chain management is often an unexplored option in the healthcare industry, but working with an adviser who knows how to do it can make your company’s benefits plan unbeatable. The savings, options, and care quality that can come from managing the benefits supply chain can give so much more to your business than a status-quo benefits plan, and your happier, healthier employees will also feel the difference.

Contact us today to see how a properly managed supply chain can help your business grow.

There are many savings opportunities hiding in your benefits plan, but you can only unlock them if you’re working with an adviser who knows what to look for. Status-quo benefits plans are designed to offer patients healthcare options that get brokers and insurance companies paid more, but they do so by providing your employees with inferior healthcare at a greater cost to you. Making the most out of your plan’s cost-cutting potential requires a bit of creative thinking and strategizing with your adviser, but the results are worth it.

Here are a few innovative ways you can save money on your benefits plan without sacrificing quality:

Explore High-Tech Options

Don’t assume that a healthcare tool or treatment is more expensive just because it seems futuristic. Advancing technology in the healthcare industry is making it easier to prevent, diagnose, and treat ailments and illnesses, and that can mean big savings for your business.

Perhaps the fastest growing trend in high-tech healthcare benefits is the use of telemedicine, which enables patients to receive medical consultations over the phone or a video conference (and has the potential to save U.S. employers up to $6 billion a year, according to a Towers Watson study). But your company’s wellness program can also use technology to help your employees keep track of their own health. Simply encouraging or incentivizing the use of health-based apps can help your employees make more informed lifestyle choices, potentially reducing doctor’s visits associated with smoking habits (which can cost employers up to $50 billion annually, according to UPMC), poor diet, and lack of exercise.

Implement A Wellness Program

The numbers support the mantra that prevention really is the best medicine. A 2012 Gallup study revealed that employees with higher-ranked “well-being” had 41 and 62 percent lower healthcare costs than those who were “struggling” or “suffering,” respectively. And if you want your employees spending less time at the doctor’s office or recovering from surgery, a company-wide wellness program can pay off for you, too.

While preventative care can’t eliminate all doctor’s visits, providing incentives for your employees to make better choices for their health can reduce trips to the hospital, sick days, and lost productivity. In fact, a study published in the Journal of Health Affairs found that businesses saved an average of $3.27 in healthcare costs per dollar invested in wellness programs.

Offer The Option Of A Health Savings Account

Health savings accounts, or HSAs, are becoming an increasingly popular way for employees to gain more control over their healthcare while reducing costs for employers. A 2011 study by Employee and Account Holder surveys revealed how employees’ healthcare habits changed when they started contributing their own income toward an HSA:

• 28 percent opted for lower-priced prescription drugs
• 54 percent set aside more money for healthcare coverage than before they had an HSA
• 18 percent made healthier lifestyle choices
• 31 percent planned their healthcare better throughout the year

The more informed choices that employees make when they contribute to an HSA mean that they’ll be more careful not only with their money, but also yours.

Greater Savings Through Innovative Options

By offering options like better technology, wellness programs, and HSAs, your benefits plan can provide your employees with great healthcare without unnecessary costs to you. The right adviser will think outside the box to explore every available savings opportunity, keeping your workforce healthy and happy while providing you with funds you can use to help your business grow where it’s needed most.

Contact me to see how working with an innovative adviser can help you reduce costs in ways you might not expect.

Advancements in technology have made it easier for business to provide workers with better healthcare at a lower cost, and if your benefits plan hasn’t caught up with the times, you could be losing money, hiring power, and productivity.

One of the most popular ways businesses have been implementing technology into their benefits plans is by including telehealth options. These services allow patients to have consultations with physicians via phone or video chat, eliminating the need to travel to a physical doctor’s office. Implementing telehealth services into your plan benefits can not only give your employees a more convenient healthcare option, but also provide a boost for your business.

Efficient Healthcare At A Lower Cost

Using technology in your benefits plan follows the Next Generation model of offering your employees equal or better quality healthcare for less. A study by RedQuill Consulting found that using telehealth services instead of in-person consultations could offer savings of up to $126 per visit. And the savings don’t come at the expense of quality, either – the same study found that about 83 percent of patients’ health problems were resolved in their first telehealth “visit,” with no follow-up needed. Telehealth services can’t solve every medical issue, but they can provide a less expensive option for employees with minor health problems.

A Magnet For Millennials

The Pew Research Center found that as of 2017, millennials are the largest generation in the work force, and if you want to attract them to your business, you’ll need to provide a healthcare plan that fits with the technologically advanced, on-the-go lifestyle they’re accustomed to. In 2015, a Salesforce study found that about 60 percent of millennials supported the use of telehealth, and that number has only continued to grow.

A study from Qualtrics found that 73 percent of millennials believe technology makes their work-life balance easier, and you can easily apply that principle to your benefits plan – by using telehealth services, an employee doesn’t have to worry about finishing a project on time due to taking time off to go to the doctor for a prescription. Instead, the service they need is at their fingertips, providing them with the same convenience they experience when ordering clothes or food online. A benefits plan that’s in line with the times shows potential hires that your business puts employees first and utilizes technology to find efficient solutions.

Keeping Employees In The Office

Employees are spending a lot of time visiting the doctor. A 2015 study by the American Journal of Managed Care found that the average visit to a physician takes 121 minutes, which includes time spent traveling to and from the facility, doing paperwork, and just waiting to be seen. In fact, only twenty minutes of that time is spent in the presence of a physician, and chances are that everything covered in that visit could be taken care of remotely.

Aside from the fact that insurance costs are higher when employees make in-person doctor’s visits instead of handling their medical concerns via telehealth services, that same study found that each visit an employee makes to their PCP costs their employer about $43 in lost productivity. In other words, if every worker in a 100-person company visits the doctor four times a year (which is the national average, according to Forbes), the business could lose $17,200 annually – and that doesn’t include costs associated with higher premiums. Utilizing telehealth services gives employees the option to take care of their basic medical concerns from their desk or home, saving them time and saving you money.

Modern Healthcare for Modern Businesses

Adding value to your benefits plan by including telehealth services can keep your employees healthy while still keeping them out of the doctor’s office. By lowering premium costs, attracting millennials, and keeping employees at work, telehealth is proving to be a necessity for any business that wants to thrive in a competitive market.

See how giving your benefits plan the modern touch can help grow your company by contacting me today.

Even though a next-generation adviser can help you develop the tools and strategies required to drive down your healthcare costs, they won’t be effective if your employees don’t know how to use them. Traditionally, the communication of how a benefits plan works is confusing and impersonal, and as a result, employees rarely make the most cost-effective choices throughout the healthcare process.

All of that can change, however, if your adviser hosts one-on-one meetings with your employees. By speaking individually with each worker, your adviser can answer specific questions and educate your employees about how their choices can create savings opportunities for them and their employer without sacrificing the quality of their healthcare.

A Personal Approach

It’s standard procedure to communicate the terms of a benefits plan via a large group meeting or a hefty collection of paper covered in complicated legal terms, but while that method might be more convenient for brokers, it makes the benefits process impersonal and confusing for employees. Face-to-face meetings with advisers, on the other hand, can make employees feel like their benefits plan is tailored specifically for them, making them feel more valued in the workplace.

Having your employees meet for one-on-one discussions with your adviser can also help you reach your intended goals regarding your benefits plan. A study by Harvard and the University of Chicago found that negotiators who shook hands were more likely to achieve outcomes that satisfied both parties, and research published in the Journal of Experimental Social Psychology revealed that requests made in person were 34 times more likely to be fulfilled than requests made over email. Face-to-face meetings are not only better for communicating how employees can more effectively use their benefits, but also for developing the personal connections that encourage them to implement the strategies discussed.

Better Employee Engagement

Your adviser can arm your business with the necessary tools to decrease your benefits spending, but if your employees don’t know how to use those tools, you’ll still miss out on potential savings. Directly informing employees about how to make the best healthcare choices reduces the chances that they’ll follow the status-quo procedure of walking into whichever medical facility is closest to their house and handing over their insurance card.

For example, an employee who doesn’t understand how to look for low-cost alternatives throughout the healthcare supply chain might immediately accept a doctor’s recommendation for an expensive knee surgery. But an employee who’s educated about the new strategies involved in your benefits plan is more likely to seek a second opinion and lean towards a less expensive, less invasive treatment plan.

Lower Costs For All Stakeholders

Giving individualized attention to your workers regarding their benefits plan can decrease overall costs for both you and your employees. Sitting down with an adviser can make it clearer to an employee that the strategies being implemented don’t just reduce costs for the employer – they also save employees money on their copays and deductibles, especially when the employer is willing to compensate their workers for making cost-effective decisions throughout the healthcare process. When you and your employees are on the same page, everyone wins, and a one-on-one meeting with a benefits adviser can help communicate how all the stakeholders can work together to take advantage of all the potential savings opportunities in your plan.

Better Communication For Better Healthcare

The positive impact of a one-on-one meeting with a benefits adviser will cause a ripple effect throughout your business. Your employees will better understand the strategies your adviser wants them to implement, which will lead them to make more cost-effective choices about their healthcare, which will lead to savings for both them and the business as a whole. The personalized touch of a face-to-face discussion is crucial for turning tools into results, and a next-generation adviser can help make that process a reality.

Contact me today to see how a next-generation adviser can give you and your employees a better healthcare experience.

The changes you make to your benefits plan at the end of the year can have a massive impact on your company. Rather than waiting until the last minute to start thinking about your renewal, you should start reevaluating your plan months ahead of time. By analyzing what’s working in your benefits plan and what could improve, you can use your renewal strategically to increase your savings and help your business continue to grow.

Here are the five most important questions you should be asking ahead of your renewal:

5. Are my employees educated about their benefits?

In order for both you and your employees to get the most out of your business’ benefits plan, your employees need to understand how to make cost-effective healthcare choices. Use your upcoming renewal as an opportunity to keep your employees up-to-date on the changes that may occur in their plans and inform them about how they can save money while still receiving great benefits.

Having your adviser meet one-on-one with your employees is an effective way to make the benefits experience more personal while also providing workers with the education they need to make the right decisions in their healthcare process.

4. Is my business’ benefits plan designed in accordance with my employees’ best interests?

While your benefits plan should create savings opportunities for your business, it should never do so at the expense of your employees. Developing a plan that offers better healthcare at greater convenience and a lower cost should be a priority for you as you start thinking about your renewal, especially because it can lead to:

• Increased employee morale
• Better recruiting and retention rates
• Fewer employee sick days

Your employees are the backbone of your company, and you should take every opportunity to make your benefits plan do more for them.

3. Am I missing valuable savings opportunities in my benefits plan?

Now’s the time to start working with your adviser to examine potential savings opportunities that might have opened up in the healthcare supply chain since your last renewal. For example, a new outpatient surgery center in your area could give your employees an alternative to the hospital, potentially saving you thousands of dollars if one of your workers needs knee surgery. As the supply chain evolves, your plan should adjust accordingly if you want to reap all the savings it has to offer.

2. Can I trust that my adviser is doing everything possible to save me money?

Traditionally, benefits brokers work on commission; their focus is to get you to renew your plan at the end of the year while convincing you that they’ve kept your premium increase as low as possible. While this system is great for the brokers, insurance companies, and providers, it’s not great for business owners.

Working with an adviser who offers a performance guarantee is a far more effective way to ensure that you’re getting the best benefits for the lowest cost. Because your adviser’s pay depends on the results they can achieve for you, they’re incentivized to work harder to create more savings within your plan.

1. Is my benefits plan serving as a tool to help my company grow?

You’re doing yourself a disservice if you treat your plan as just another expense to check off at the end of every year. Approach your renewal with the mindset that your benefits plan can be used to give your business a competitive edge in your industry. Your adviser should work with your company’s C-suite to help you discover how the savings created through your plan can be used to build up other parts of your business. If your benefits plan isn’t serving as a strategic advantage for your company, that needs to change when you renew.

An opportunity for change

Your renewal is an opportunity for growth both within your benefits plan and for your business as a whole. Letting your plan evolve with your company can create bigger savings for you and happier, healthier employees.

Contact me today to learn more about how to make your renewal a catalyst for positive change in your business.

Giving your employees better access to primary care can add significant value to your benefits plan. Many businesses neglect not only the importance of primary care benefits, but also the creative solutions that can give their workers a better experience while saving the company money. By considering direct primary care as a tool in your benefits package, you can give your business a competitive edge in the hiring market and cut costs at the same time.

Avoiding the ER

Including primary care in your business’ insurance plan is a strategy that can ultimately save you tens of thousands of dollars per year. In 2015, the John Hopkins School of Public Health (JHSPH) found that the average cost of a primary care visit is $160, which is significantly lower than the average outpatient emergency room visit cost of $1,233 (according to the NCBI) and the average hospital stay of $10,000 (according to the Healthcare Cost and Utilization Project).

Giving employees better primary care coverage can help them manage chronic conditions and help their doctors detect potential health problems before they become serious. For example, an employee who’s at risk for diabetes can get the guidance and treatment they need from their primary care physician instead of waiting until they’re on the verge of losing a limb. The preventative and maintenance services that primary care provides can help you reduce costs while keeping your employees healthy.

More Tools to Cut Costs

Your insurance plan doesn’t have to cover primary care in order for your employees to receive it. In fact, taking insurance companies out of the equation entirely and paying for your employees’ primary care yourself can help you save money in the long run without compromising on care for your workers.

Direct primary care is one of the many tools your adviser can implement to help you get the most from your benefits plan while paying less. Research by the Journal of the American Board of Family Medicine (JABFM) shows that direct primary care costs an average of only $77 per patient per month, or $924 per year. In other words, it would take about a decade of direct primary care payments to equal just one average hospital visit. Because business owners pay the provider directly instead of going through their insurance company, they can also spend less than they would have if the employee had filed a claim for each PCP visit.

More Options for a Healthier Workforce

Your adviser can help you determine whether your employees’ primary care coverage should be included in your insurance plan or handled directly. To invest in this crucial step of the healthcare process is to invest in the long-term wellbeing of both your workers and your business as a whole, and your adviser can help you develop the tools necessary to deliver quality primary care to your workers at a lower cost to you.

Contact me today to learn more about how to build better primary health care coverage for your employees.