Health Insurance (CONT’D FROM PAGE 20)
Encourage Telehealth —One-to-one video conferenc- ing over a smart phone costs a lot less than in-person ap- pointments. Employers need to work with their plans to ensure that telemedicine is employed as often as possible. Shift Costs —While traditional cost shifting tactics are losing their punch as tools for capping costs, they remain an important piece of the health insurance puzzle. “We never recommend an employer pay 100 percent of their insurance costs,” said Kelly. “That can result in employees over-using their benefits, which drives up costs for every- one.” Communicate Value —“It can be helpful to include a statement on employees’ pay stubs about how much the company is paying for health insurance,” said Ray. “That can open a lot of people’s eyes about the value they are receiving from their employer.” Selling The Staff —Retooling a company’s health in- surance plan is one thing. Selling it to the employees is another. “Employers need to avoid rolling out a new plan in a way that makes people feel they’re losing existing coverage,” said Amy Skinner, Director of Content & Brand Marketing at Take Command Health. “Instead, say some- thing like, ‘we are replacing the plan that you were only lukewarm about, with a new vehicle that gives you exactly what you want.’ That's a powerful message that will get employees excited.” The calendar must also be used to advantage. The CONTINUED ON PAGE 24
is a personal relationship with carriers, which can translate into better leverage and buying power. A third characteristic, a background in underwriting, allows the advisor to deconstruct an employer’s current health insurance model, break it apart, and strip out waste of any kind. “Someone with underwriting experience with the big health insurance companies know where all the bones are buried and how to get the most out of that pro- gram for you,” said Barton. Traditionally, said Barton, a broker will collect a bundle of information about an employer’s health plans, claims history, and employee census, send it to the insurance car- riers and hope to get back a good rate. The knowledge- able advisor will reverse the negotiation process by work- ing up a benefits program, constructing rates, then going to the market and finding out which carriers will match or beat the proposed plan. Cutting Costs Employers should also take these steps to stem the ris- ing tide of health care expenses: Schedule Early Care —“Identifying medical issues ear- ly means treatment can start without delay, and that can translate into lower costs,” said Barton. “Employers should consider incentivizing workers with gift cards or time off to visit their physicians for routine preventative care, immuni- zations and screenings.”
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