The combination of working with a TPA to better understand the health care usage habits of your employee population (through plan data analysis) and having the flexibility to make plan adjustments when needed is a big benefit of the self-funding structure. A TPA with 25-plus years of experience, Integra Administrative Group was asked to bid READ MORE>
As a national communications company began to experience rapid growth and multi-state acquisitions, it needed to streamline its benefit process among all locations and ensure a seamless transition for new employees joining the plan. The solution? Make the switch to a self-funded strategy. Third party administrator (TPA) IAA shares a case study that shows how READ MORE>
When providing benefits to small groups of employees scattered around the country, managing the accuracy of claims payments, network coverage limitations and unfilled service needs can take a serious toll on a company’s bottom line – and its reputation. IAA, a third party administrator (TPA), shares a case study that shows how it was able 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>
In the eyes of a CEO from a successful TPA firm, employers are shifting from the mindset of passive buyers of standard employee benefits to proactive plan owners who are ready to take control with the added choices self-funding presents. Jay Kempton of The Kempton Group weighs in on why self-funding has grown so much, 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>