A study shows that claimants who accumulate $50,000 or more in annual benefit costs represent nearly a third of total spending as it relates to employers’ health plans. What can be done to help contain these high costs? Third party administrator (TPA) MedBen explains how two key tactics – claims management and wellness-focused early detection READ MORE>
When paired with the right third party administrator (TPA) and program partners, self-funded plans can achieve big savings with their ability to accentuate population health management (PHM) – while still following strict measures to protect participant privacy. Kevin Schlotman of Benovation explains three areas to focus on and how engagement and incentive strategies factor into READ MORE>
Unlike traditional health plans, self-funding offers employers access to benefits data (generic data that in no way identifies covered individuals or employees). Caroline Fraker of MedBen explains how her company has been able to help clients use this data to identify major trends and savings opportunities. Fraker shares how analyzing de-identified plan data can help employers READ MORE>
The customization that comes with unbundled self-funded plans gives U.S. employers many unique, “difference maker” advantages. According to Andy Fujimoto of AmeriBen, these include the ability to recruit top-notch talent, reduce care costs, increase staff productivity and improve employee health. He shares how self-funded employers are one of the few groups that can spark change READ MORE>
Because employee involvement is such a big part of self-funded health plans, workers are being encouraged to make decisions that lead to better health. Here’s one example of how a smoking cessation program is paying off now and for the long-term. Boon-Chapman, a third party administrator (TPA) in Texas, developed a successful workplace wellness program READ MORE>