Helping Employers with Self-Funded Health Plans
Schedule a discovery call today with our Health Insurance Professionals to see if your business qualifies.
Reduce your healthcare costs without sacrificing high-quality benefits
For business owners, managing expectations around healthcare can be challenging.
It takes more than simply shopping the market to meet your needs, especially if you want a desirable benefits package that will keep your employees happy.
Plan
Design
Matters.
ONE-SIZE-FITS-ALL
IS NOT THE ONLY CHOICE.
Many employers are simply
unaware of other plan design
options.
Explore your options below…
We Build Healthcare Programs Around
These 4 Principles...
Containment
Engagement
Management
Usage
The right mix of cost containment strategies will keep your employee’s needs and business goals at the forefront.
As one of the largest line items on most P&Ls, there is no denying that cost containment is a major concern for most businesses when it comes to healthcare.
The right mix of strategies can help you design a better plan that aligns your employees’ healthcare needs with your financial goals.
The right plan design might be a traditional fully-insured plan to more flexible options, which give you greater control, such as a self-funded or a blended level-funded plan.
By identifying poorly performing divisions in your company, you can segment those risks from the remainder of your risk pool and reduce costs while improving your group’s coverage.
Narrow networks can strategically enable you to provide access to high quality care at a lower cost by choosing a smaller pool of healthcare providers.
Reference based pricing allows you to work directly with doctors and hospitals to establish a pricing structure that works for your group.
Prescription costs are the fastest growing component of healthcare. You can manage these costs with pharmacy carve outs, mail order programs or a tiered cost structure for generic and brand name drugs.
By offering a High Deductible Health Plan (HDHP) and pairing it with a Health Savings Account (HSA), you could better meet the needs of employees while reducing costs.
The key driver of value comes down to your employee engagement
Your employee’s participation is the key to generating value with any new healthcare strategy you implement.
This includes everything from enrollment to education, and HR support to compliance. All are essential for designing a successful healthcare program.
As an extension of your HR team, we help you develop a communication plan to manage employee awareness, provide quick answers to questions, handle claims and assist with enrollment. You’ll also get a branded employee handbook so that employees know exactly what their plan includes.
Healthy employees are often productive employees. We help you design a wellness plan that goes beyond standard benefits. This includes access to fitness apps, website portals, counseling programs and help developing workplace policies that enable employees to manage stress and improve work/life balance.
With electronic delivery, your employees will remain informed about the latest compliance updates on a timely basis.
The consequences of non-compliance could be costly and a huge burden on your resources.
Accurate and timely compliance reporting can make the life of your HR department much easier.
Here are a few ways RMC helps ease the burden on your HR department…
To keep you compliant with new regulations and filing requirements, we help you manage data, deliver forms and handle filings in a timely manner.
With electronic delivery, your employees receive the latest insights about compliance updates on a timely basis.
Using technology is essential for integrating all 4 plan design principles.
The right technology can improve the management of your entire workforce and ensure that you get the most from your healthcare plan.
By streamlining activities, you can affect everything from the enrollment process down to compliance and forecasting.
Here are a few ways RMC ties together your healthcare strategy with technology…
Our technology options simplify the enrollment process for both you and your employees. Online enrollment reduces the burden on you and your HR team and provides an enhanced enrollment experience.
Our fully digital administration process helps you increase efficiency and speed to get you the information that you need faster, and more efficiently.
Design a healthcare plan that includes an array of wellness programs using the latest technology, including fitness apps, website portals and screening tools to help improve the wellbeing of your employees.
From filing annual reports to examining trends in claims, we eliminate administrative headaches help you move you forward with compliance, budgeting and plan design.
The right mix of cost containment strategies will keep your employee’s needs and business goals at the forefront.
As one of the largest line items on most P&Ls, there is no denying that cost containment is a major concern for most businesses when it comes to healthcare.
The right mix of strategies can help you design a better plan that aligns your employees’ healthcare needs with your financial goals.
The key driver of value comes down to your employee engagement
Your employee’s participation is the key to generating value with any new healthcare strategy you implement.
This includes everything from enrollment to education, and HR support to compliance. All are essential for designing a successful healthcare program.
The consequences of non-compliance could be costly and a huge burden on your resources.
Accurate and timely compliance reporting can make the life of your HR department much easier.
Here are a few ways RMC helps ease the burden on your HR department…
Using technology is essential for integrating all 4 plan design principles.
The right technology can improve the management of your entire workforce and ensure that you get the most from your healthcare plan.
By streamlining activities, you can affect everything from the enrollment process down to compliance and forecasting.
Here are a few ways RMC ties together your healthcare strategy with technology…
The right plan design might be a traditional fully-insured plan to more flexible options, which give you greater control, such as a self-funded or a blended level-funded plan.
By identifying poorly performing divisions in your company, you can segment those risks from the remainder of your risk pool and reduce costs while improving your group’s coverage.
Narrow networks can strategically enable you to provide access to high quality care at a lower cost by choosing a smaller pool of healthcare providers.
Reference based pricing allows you to work directly with doctors and hospitals to establish a pricing structure that works for your group.
Prescription costs are the fastest growing component of healthcare. You can manage these costs with pharmacy carve outs, mail order programs or a tiered cost structure for generic and brand name drugs.
By offering a High Deductible Health Plan (HDHP) and pairing it with a Health Savings Account (HSA), you could better meet the needs of employees while reducing costs.
As an extension of your HR team, we help you develop a communication plan to manage employee awareness, provide quick answers to questions, handle claims and assist with enrollment. You’ll also get a branded employee handbook so that employees know exactly what their plan includes.
Healthy employees are often productive employees. We help you design a wellness plan that goes beyond standard benefits. This includes access to fitness apps, website portals, counseling programs and help developing workplace policies that enable employees to manage stress and improve work/life balance.
With electronic delivery, your employees will remain informed about the latest compliance updates on a timely basis.
To keep you compliant with new regulations and filing requirements, we help you manage data, deliver forms and handle filings in a timely manner.
With electronic delivery, your employees receive the latest insights about compliance updates on a timely basis.
Our technology options simplify the enrollment process for both you and your employees. Online enrollment reduces the burden on you and your HR team and provides an enhanced enrollment experience.
Our fully digital administration process helps you increase efficiency and speed to get you the information that you need faster, and more efficiently.
Design a healthcare plan that includes an array of wellness programs using the latest technology, including fitness apps, website portals and screening tools to help improve the wellbeing of your employees.
From filing annual reports to examining trends in claims, we eliminate administrative headaches help you move you forward with compliance, budgeting and plan design.
Review Your Healthcare Options In 5 Easy Steps
1
Gather
Complete questionnaire and provide existing plan documents for review
2
Consult
Speak with a Health & Benefits Specialist to review your options and strategies
3
Propose
Receive a customized plan proposal for you and your stakeholders
4
Establish
Implement your new plan and complete all paperwork
5
Administer
Receive ongoing reporting and policy administration
Schedule a meeting with an RMC Health & Benefits Professional
You can also contact our office at (239) 298-8210
Want to Learn More About Healthcare Benefits?
Explore the benefits of group health insurance with our resources below...
Case Study: Narrow Network
How a narrow network enabled an assisted living facility in the rural south to increase healthcare access while savings costs.
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Self-Funded Handbook for Employers
Next to payroll, health insurance is one of the largest expenses an employer will incur. And, as health insurance premiums rise, businesses of all sizes are exploring other options for providing healthcare to their employees.
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ABCs to Pharmacy Benefit Management
In self-insured plans, prescriptions are often responsible for 30% or more of total claims costs. However, there are strategies available to minimize these expenses without sacrificing the level of care expected by the plan sponsor and plan participants.
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Ultimate Guide to Reference Based Pricing
Most employers offer a healthcare plan as part of their employee benefit package. A strong employee benefit program helps an employer attract and retain quality employees.
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ACA Reporting Changes in 2024
The Affordable Care Actcreated reporting requirements under Internal Revenue Code Sections 6055 and 6056. Under these rules, certain employers must provide information to the IRS about the health plan coverage they offer (or do not offer) to their employees.
Read More
Case Study: Risk Segmentation
A Midwestern company with 100 employees across seven locations discovered that an employee in their Northeast office was disqualified from coverage under their new self-funded health plan. As a result, the company had to consider returning to a more costly fully-insured health plan for all employees.
Learn MoreCan’t find what you’re looking for? Explore more insights and tips on our blog—click here to start your search.