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When employee benefits costs keep climbing, it’s hard for employers to feel in control. Rising medical costs, more high-cost claims, and the growing use of specialty drugs gene therapies all hit the bottom line, leaving many employers feeling like they are just watching the numbers go up.  But employers don’t have to sit back while the costs…

As benefit costs continue to escalate, many employers are searching for ways to gain more control over their expenses. One solution they may consider is using an alternative funding arrangement for their employee benefits.   Alternative funding arrangements can offer flexibility in plan design and opportunities for long-term cost savings. Unlike…

Premium allocation In a fully insured plan, 100% of the premium dollar goes to the carrier, which pays the claims and manages the plan. In a self-insured plan, up to 87 cents of each dollar covers claims. The remainder covers reinsurance and administrative fees. There are two types of reinsurance…

Employers with fewer than 100 eligible employees have often avoided self-funding their group health insurance programs because they’ve been afraid of the risk. However, with the rising costs of employee health benefits, many employers are turning to self-funding to get control of spending. There are four main components of any…

Captive insurance One way to mitigate risk is by joining a captive. Captive insurance enables organizations to take control of their program, reduce costs and maintain a healthy, engaged workforce while spreading risk across a group of employers. Employers can maximize their benefits investment in good years by capturing profit…