Paradigm Shift – The typical insurance broker says "Mr./Ms. Business Owner, I can save you money by increasing your deductible and then you pay the small claims." What they don't tell you is that this only works for one year...plus now you have offered your employees what amounts to an entitlement program! We looked at this chronic, annual problem of reviewing the broker's spreadsheets and then suffering inevitable increased premiums. We asked, "What happens if you create a situation where some of the savings we create for an employer is passed along to the employees so they have their own 'skin in the game?'" Guess what happened to claims when your employees suddenly realize it's their own money?
Americans are capitalists at heart! Competition and choice drive cost savings as each capitalist decides how to spend his or her money.
Why not offer employees BIG CHOICES in a benefit plan design to drive cost efficiencies? Since it's true that 85% of your employees live paycheck to paycheck, how can you expect them to embrace a big change in deductible? There's only one way and we found it. HRLogistix' clients embrace the change on their terms.
Integrated Plan – Up until now, employers could not look at partially self–insured plans because of the significant risks involved. By working with reinsurance carriers, we are able to reduce the claim risk to such a level that even a group of 50 employees can look at these plans now...and enjoy the improved savings!
Customer Service vs. Low Cost – Everyone wants low cost but they want "high touch" service. These two desires are incompatible unless you can find new efficiencies. At HRLogistix we've done just that.
Mini–Med Major Medical Programs – Since an average of 95% of your insured employees never have more than $5,000 of claims in one year why not design a plan which offers just that? $5,000 of benefit! ...and saves you, the employer, half of the premium you were paying before.
This is the important, foundational step in the HRLogistix Transformation Process.
