Strategies for Businesses and Their Healthcare

“With more and more Arizonans looking to their employers to help them manage their health, employers feel the mounting pressure — because the landscape is changing,” observes Pam Kehaly, president and CEO of Blue Cross Blue Shield of Arizona. In fact, she reports nearly half our state’s population is covered by employer-sponsored health insurance — more than 3 million Arizonans.

Frances Ducar, FNP, who founded Healthcare Solutions Centers two decades ago, notes, “Healthcare costs have been rising steadily, creating significant challenges for businesses striving to provide affordable benefits to their employees. To navigate these challenges, it is essential to understand the factors driving costs and implement strategic solutions that help businesses manage healthcare expenses more effectively.”

Cost

Indeed, cost is a major factor in every discussion of healthcare. Noting that healthcare spending in the U.S. is rapidly on the rise, Kehaly puts this in perspective citing KFF’s study from May of this year that “nearly 1 out of every 5 dollars spent in the U.S. goes toward healthcare, with hospital and physician services making up half of the total spend.”

Cost was not always such a central factor. Relates Kehaly, “Years ago, employers rated access and customer service as the top health benefit concerns.” For employers, what was most important was ensuring their team could get the care they deserved, when and where they needed it. “While that remains a top priority, we’ve seen a shift,” she continues. “Employers now rank escalating health insurance costs as their number one benefits concern.” In fact, a survey from Mercer this year found 72% of chief financial officers report the cost of health benefits to be a significant concern over other operating expenses.

Referring to a statewide survey Blue Cross Blue Shield of Arizona (AZ Blue) recently conducted, Kehaly says, “Most Arizonans recognize that the cost of medical care is the underlying driver of premium costs. At AZ Blue, 85 cents out of every premium dollar goes to providers for medical care delivered.”

Cost is on an upward trajectory that is not expected to ease. There are a few key drivers of this trend.

“From an industry perspective, drug prices are one of the major contributing factors to rising healthcare costs,” says Will Spong, managing director of employee health and benefits for Arizona at Marsh McLennan Agency. “It’s well documented that some medications physicians prescribe to help with weight loss — for example, Ozempic, Mounjaro and Wegovy — have seen increased demand.”

Noting that obesity is one of the most prevalent and expensive chronic health conditions in the U.S., costing $173 billion a year, according to the Centers for Disease Control and Prevention, Spong points out, “When it comes to semaglutides like Ozempic that are used to combat obesity, the Association of Healthcare Journalists reports these drugs have a list price of more than $1,000 a month, not only skyrocketing insurance premiums for employers but also out-of-pocket expenses for employees.”

While acknowledging the breakthrough that semaglutides represent for diabetes and weight loss, Kehaly notes they now make up 4 to 5 percent of all claims and add $23 per member to monthly premium costs. “This expense was almost unmeasurable a few years ago,” she says. “Medication expenses have a ripple effect on the entire healthcare system and impact overall costs.”

However, Spong points out that while these drugs may cost more upfront, there could be potential to reduce healthcare costs long term if they are effective in treating obesity and reducing other commonly associated chronic conditions like heart disease and type 2 diabetes. “This cost-benefit aspect creates a major challenge for employers, boiling down to one critical question: Will paying the high price to incorporate these medications into benefits offerings now lead to significant enough long-term cost savings?

“The answer is nuanced and can be swayed by a variety of factors, such as company size and culture,” Spong continues. “For example, a business with higher turnover would be less likely to see a significant return on investment in these drugs, as their workforce might not stick around long enough for the health cost savings to be realized on the employer side.

“Even for employers with high retention rates, justifying these medications from a dollars-and-cents perspective is still a challenge, as it’s impossible to fully articulate or predict how much was or could be saved by mitigating potential employee health conditions.”

Observing that general inflation is also spurring along rising healthcare costs, Spong notes provider and hospital visits, combined with specialized procedures, have all gone up in price. Citing the Society for Human Resource Management, he says the cost of medical care benefits in the U.S. is estimated to increase about 8.9% in 2024, compared with 8.2% in 2023, and by 2032 healthcare costs are expected to increase 19.7%.

Along with market forces such as increased medication costs and out-of-pocket expenses, Ducar notes the impact of the prevalence of high-deductible health plans and Health Savings Account plans that often leave many services uncovered. “Additionally,” she says, “the aging population, advancements in medical technology and the high cost of chronic disease management contribute to the upward pressure on healthcare spending.”

In fact, Kehaly cites a staggering statistic regarding the aging population and the rising disease burden: “As we live longer, we experience more costly chronic conditions. In 2020 there were 72 million people over 50 years of age with chronic conditions. That number is expected to reach 143M by 2050.”

Some of the current upward medical trend can still be laid to COVID-19 as people address health needs postponed during the pandemic, Kehaly explains. But even as that eases, medical cost escalation will continue to be driven by life-changing medical advancements. “We can now treat conditions that we just had to endure decades ago,” Kehaly says. “For example, more than 700,000 total knee replacements are performed annually in the U.S., and it is estimated that by 2030, the number of total knee replacements performed will increase by more than 600% compared to 2005.

“Gene and cell therapies are a boon to quality of life. Did you know that we now have a cure for sickle cell anemia and hemophilia? These types of new therapies are extraordinary, but expensive, developments. The cost of the cell and gene therapy to cure sickle cell anemia, for example, is $2.64 million.”

Kehaly also points out that, as more people seek help for behavioral health conditions — “a positive trend reflecting greater awareness and reduced stigma” — costs have inevitably risen. “Increased demand for services and the return to in-person care after the pandemic have brought the estimated cost per person per month for behavioral health services from $10 in 2020 to $19 in 2023, a 90% increase,” she says.

In this landscape, Kehaly believes one of the most important things an insurance company can do is to safeguard against fraud and waste, ensuring that members and employers are not overcharged. “Make sure your insurance company has a robust program in this space,” she advises employers, noting her team’s efforts saved more than $40 million in 2023.

Access

Along with cost of care is the issue of access to it.

“The shortage of primary care practitioners and providers, especially in primary care, is a growing concern that affects the entire healthcare system,” Ducar notes. Factors she cites contributing to this shortage are an aging physician workforce, the lengthy and costly education and training process, and burnout, the last of which has been exacerbated by the COVID-19 pandemic. “The shortage is particularly acute in rural and underserved areas, leading to increased wait times, reduced access to care and overburdened healthcare providers,” she says.

To these factors, Kehaly adds the population boom Arizona has been experiencing.

The reality of the shortage is not just anecdotal. “According to Becker’s Hospital Review, demand for doctors and medical care is fast exceeding supply,” Spong says. One factor contributing to the deficit of physicians is the prominent flow of retiring doctors. “The Association of American Medical Colleges reported that 20% of doctors are ages 65 and older and that by 2036, the U.S. will see a depletion of 86,000 doctors.” He notes doctors are also exiting the profession due to low morale, with an estimated 30% of physicians considering early retirement. “An added hurdle is the number of incoming doctors is not currently on pace to meet patient demand or replace exiting physicians. AAMC projects a shortage between 37,800 and 124,000 primary care and specialist physicians by 2034.”

Ducar suggests one solution to address the challenge of accessibility and continuity of care is bringing wellness practitioners directly to the workplace. “On-site wellness programs can offer biometric screenings, disease management programs and other preventive services that help keep your workforce healthy,” she says, explaining, ‘These programs not only mitigate the impact of the practitioner shortage but also provide great opportunities to improve employee health. In addition to on-site services, leveraging telemedicine, nurse practitioner-led clinics, and the use of allied health professionals can help fill gaps in care.”

Other plans rely on service networks. Explains Kehaly, “AZ Blue offers one of the broadest networks in the nation, with 95% of physicians and 96% of hospitals in-network. Our networks typically deliver over 10% savings compared to industry-leading PPOs. Noting that even more savings can be achieved by narrowing networks to the most efficient providers, she says, “While this does create less choice, this type of program can typically reduce premiums by 10%.”

Longer wait times for patients to get in to see their provider is a natural outcome of the exodus of doctors to which technology offers some solution. Says Spong, “To circumvent accessibility problems, employers are turning to telehealth and healthcare portals. Having virtual care options integrated into insurance plans helps remove long wait barriers. Employees can more conveniently and swiftly see their doctor within days (and sometimes even hours).”

He notes technology incorporated with telehealth and portals also provides convenience by enabling employees to search for providers in their network, book appointments, access medical records and conduct prescription medication price comparisons.

Value & Benefit

Employers today face complexities of pleasing a multigenerational workforce — baby boomers, Generation X, Generation Y (millennials) and Generation Z — who, by and large, have wildly different insurance wants and needs. This, Spong notes, can be costly for employers, but he believes a strategic approach to their benefits offerings can keep them competitive while still remaining mindful of their bottom line.

“Incorporating virtual care is one way employers can implement tailored benefits,” Spong explains, citing findings of the American Journal of Managed Care’s that more than 65% of patients who met virtually with providers during the pandemic encountered lower costs compared with appointments in person. And he reports more specialized providers in mental and behavioral health, musculoskeletal and reproductive care are opening their doors to virtual visits. “While virtual healthcare costs are rising — matching inflation increases — they have been an effective way for employers to save by eliminating drive and wait times and improving employee productivity,” Spong says.

Among other benefits of virtual healthcare is that it also often encourages employees to be proactive in their health by offering more accessibility and options, helping prevent chronic health conditions — all of which, Spong points out, cut down on absenteeism, lower insurance costs for employers and reduce premiums for employees.

But even against all the advantage, Spong has found it to be not unusual for virtual care options to give some employers pause, largely out of concern that their employees either will not use it or won’t know how to use it. To this he says, “While that may have been true at one time, today’s workforce is highly engaged with technology. It’s no secret that just about everyone has access to a smart phone — a tool that, for the most part, is all it takes to connect them with virtual healthcare in a matter of seconds.”

Ducar suggests that, to add value for business clients, insurers and wellness service providers focus on offering products and services that emphasize preventive care and chronic disease management. “One effective approach is the implementation of on-site wellness programs,” she says, explaining these programs can include initiatives that encourage healthy behaviors, telemedicine services for easier access to care, and value-based insurance design, which aligns patient costs with the value of services. “Integrating AI-driven analytics can also help identify high-risk patients early, allowing for targeted interventions that can prevent costly health issues down the line, ultimately closing ‘gaps in care,’” she says.

Spong says companies can also promote preventive healthcare by implementing health wellness programs through creative offerings like meditation app subscriptions, gym membership credits, nutritional workshops and more. “The bottom line: An informed workforce is an educated workforce,” he says. “Simply putting in the requisite effort to get employees fully engaged and understanding their benefits goes a long way to lower costs for all.”

Kehaly notes that, while wellness programs can help, it has been difficult to establish a solid ROI. She emphasizes, “Proactively identifying serious health conditions can not only save lives, but also reduce costs,” and suggests, “One very tangible thing that can be done is encouraging an annual physical.”

It is critical that businesses fully leveraging their insurance carrier’s health and care management capabilities, Kehaly says, explaining that health and care management teams can work with employer groups to provide preventive service engagement like on-site health screenings and condition management programs that empower members to take control of their health through education, resources and support. “Our Care Management and Health Management programs, for example, provide extra support for members with conditions that can be difficult to manage,” Kehaly says. “And we support health in all life stages, from reproductive and youth health to adulthood and healthy aging. For example, our High-Risk Maternity Care Management Program engages moms identified as high-risk to ensure they are connected to the right care and have all the resources, education and information they need.”

Kehaly also points to the benefits of lifestyle accounts, which encourage and support a healthy lifestyle by reimbursing employees a set amount (“We provide $500 a year,” Kehaly says) for eligible well-being-related activities such as fitness activities, family support, financial planning, education and more. “This is a solution to a multi-pronged problem. It not only encourages healthy lifestyles, but it personalizes benefits. Employees can use the funds on what is important to them — a huge satisfaction driver!” she says.

Specifically addressing behavioral health, Kehaly notes, “While adding providers may seem counterintuitive to saving on costs, this is an exception.” Behavioral health issues that are left untreated, she explains, are very costly to a company — not only in terms of related medical costs, but losses to productivity. “AZ Blue has made it a priority to add more mental health providers to our network who serve areas where greater access is needed,” she says, reporting, “We recently added nearly 2,000 providers to our network to help combat shortages.”

Spong suggests businesses may also see improved costs by incorporating pharmacy benefit managers, explaining, “PBMs negotiate drug prices and act as a conduit between employers, manufacturers and pharmacies to determine best practices for pharmacy, prescription, claims and payment processes, with the ultimate goal of reducing costs for the employer and employee.”

There are also discounted medications. “Good RX or the AZ Blue Price Edge program can provide significant savings on prescription medications, helping members reduce out-of-pocket costs,” Kehaly says. “The estimated annual savings for AZ Blue members is over $3 million for covered generic products.”

Kehaly also brings us what she sees as a fundamental flaw in our medical system today — the lack of alignment between providers and insurers. She believes this can be partly addressed through value-based arrangements in which a provider is compensated for outcomes – not just the number of visits or services provided. “A step even further,” she says, “is the merging of insurance and medical care.” She discusses Prosano Health Solutions as a good example of this.

“Prosano brings insurance, advanced primary care, behavioral health, and lab services together under one roof. This can save employer groups and their employees money on healthcare costs by eliminating administrative redundancy and managing end-to-end medical care more effectively.

“How? Let me give you an example.

“Recently, a patient at Prosano Advanced Primary Care was struggling to pay out of pocket for a necessary procedure that they needed to receive regularly. The procedure, administered monthly by a hematologist at a hospital, costs about $500 per treatment. That worked out to $400 per month that insurance covered, and $100 per month coinsurance for the member.

“The Prosano physician recognized an opportunity to save money and make it easier for the patient. They found that they could deliver the same service by acquiring about $10 worth of supplies. The Prosano team coordinated with the hematologist and now delivers the service through Prosano for $0 to the patient.

“Accounting for labor costs and supplies, healthcare cost savings were $450 every month. Imagine if we can do that hundreds or even thousands of times.”

Kehaly reports this kind of proactive and coordinated care has significantly impacted overall utilization and cost for members. “Our latest data shows that emergency room visits for Prosano members decreased by more than 14%, inpatient admits decreased by 12%, and specialist visits decreased by 15%, resulting in a total medical care cost reduction of 13.6% compared to the prior year.”

Billing & Managing the Healthcare Process

“There are myriad ways to help businesses improve their healthcare processes,” Spong says. He names billing reconciliation and employee plan advocacy as the two primary avenues specific to employers.

Spong explains businesses can partner with a billing reconciliation company that can exclusively help ensure employers and employees are on the right plans, are paying the correct premiums and have the best carrier and network for their specific needs. This benefits larger companies most because, as a business’s workforce grows, so does the administrative burden of billing reconciliation. “Without a watchful eye on this issue, the costs to the employer can be immense,” Spong notes, giving as example a company continuing to pay a terminated employee’s healthcare benefits for months after the employee’s departure.

Having a dedicated benefit plan advocate for employees gives them someone to walk them through their explanations of benefits and help prioritize what needs to be paid and when, as well as breaking down all costs and procedures. This is another way to improve and manage healthcare because they can go line by line and negotiate with providers and carriers on behalf of employees, Spong explains. “The benefit for the employer is more efficient claims adjudication and, ultimately, cost savings.”

Ducar also emphasizes the crucial need for effective management of healthcare programs by insurers and wellness service providers to help businesses navigate the complexities of the healthcare system. She cites direct cost billing as one key area where management can have a significant impact. “By ensuring transparency and efficiency in billing practices, providers can greatly influence a business’s bottom line. Tools and services that streamline billing, ensure accuracy and provide clear insights into healthcare spending are essential,” she says. These might include automated billing systems, detailed reporting and regular audits to prevent errors and overcharges.

On-site clinic practitioners represent another cost-control strategy by encouraging the use of generic medications, negotiating better rates with providers and utilizing data analytics for more informed decision-making, Ducar explains. “These practitioners also play a critical role in employee education, helping staff make informed choices about their healthcare, which can reduce unnecessary costs, improve overall health outcomes and increase employee retention.”

“There are exciting developments on the horizon that will not only improve quality of life, but hopefully start bending the healthcare cost curve. These tools include artificial intelligence, digital tools and new life-saving drugs,” Kehaly says. “But we will have to continue to be diligent in managing costs so access does not become a problem.”

THE COMPANY EXPERIENCE

Offerings: Budgeting & Access

“We approach budgeting with a focus on sustainability and value,” says Alison Nielson, director of Human Resources at BioLab Holdings, Inc. “For the business, we strategically allocate funds to ensure comprehensive coverage while managing costs through careful provider negotiations and preventive care initiatives,” she explains. “These efforts help us to control rising healthcare costs while continuing to provide high-quality benefits to our employees.”

BioLabs covers all premium costs for employee-only coverage under its medical, dental and vision health plans. For employees with dependents, it offers options such as mid and high-deductible health plans to provide flexibility and reduce premium costs. “Additionally, we are exploring flexible benefits like Flexible Spending Accounts and Health Savings Accounts to help employees set aside pre-tax dollars for healthcare expenses,” says Nielson.

To meet the diverse needs and budgets of its employees, BioLabs offers a range of healthcare plans with varying levels of deductibles; to ensure accessibility, it provides telemedicine options, making it easier for employees with special accommodations or limited availability to receive care. There is also a comprehensive Employee Assistance Program, which includes 24/7 crisis intervention and resources for financial and legal consultations that supports alternative therapies, mental health services and chronic condition management.

At The Driver Provider, VP of Sales Kendra Kaplan says, “When it comes to budgeting for healthcare, we prioritize a balanced approach that considers both the needs of our employees and the financial health of the company.” This involves carefully analyzing the business’s healthcare expenses annually, considering trends in healthcare costs, employee utilization and potential changes in the workforce. “We aim to allocate sufficient resources to ensure comprehensive coverage while also keeping our offerings sustainable over the long term,” says Kaplan.

With its goal to keep out-of-pocket expenses as low as possible for its employees, The Driver Provider offers plans with a range of deductible options, co-pays and premiums, so employees can choose what best fits their personal financial situation. It also provides access to Health Savings Accounts “to help employees save pre-tax dollars for medical expenses, further reducing their financial burden,” Kendra Kaplan explains.

Noting that healthcare needs are not one-size-fits-all, Kendra Kaplan says The Driver Provider works hard to accommodate the diverse requirements of its employees. “We offer a variety of health plans, including options that cover a wide range of providers and services. This flexibility ensures that employees can select coverage that aligns with their unique health conditions, family situations, and financial circumstances.”

Chris Flores, EVP and chief people and culture officer at OneAZ Credit Union, shares, “As a result of actively managing common behaviors and claims, OneAZ has experienced medical cost containment with minimal plan design change or cost change to our employees for just over 10 years.” Specifically, she says, “we invest in early detection programs and gamify whole-person wellness, which incentivizes our associates to focus on their health, ultimately driving costs down.” Flores reports that, by increasing vital healthy habits, focusing on education and tying benefits and wellness programs to its strategy of improving lives, OneAZ has seen clear ROI on its low-cost benefit plans.

“At Evolve PR and Marketing, we prioritize the well-being of our team, which is why we fully cover healthcare costs for all employees at 100%. We see this as a crucial step in creating a work environment where our staff feels secure that the cost of their monthly healthcare premiums is covered,” says Jennifer Kaplan, CEO and president. She explains the company manages the costs of this benefit by carefully planning and integrating it into the overall business strategy. “By working with our healthcare broker, we’ve secured favorable rates that fit the size and needs of our company.”

For spouses and family members, the plans offer a group rate that, she says, keeps the program affordable. “This model allows us to offer competitive rates for family members without putting any financial strain on the business.”

Recognizing that every employee has unique needs, Evolve PR and Marketing makes it a priority to offer flexible healthcare plans to address them, including Health Savings Account options. “We know that a one-size-fits-all approach doesn’t work,” says Jennifer Kaplan, noting Evolve’s staff varies across the board by age, current health status, particular stage of life and more. “That’s why we have carefully selected seven different healthcare plans. Employees can choose the option that aligns with their current life stage, whether that means focusing on family health benefits or mental health services. We also have flexible work arrangements, allowing employees to take time during the work week to attend any needed medical appointments.”

Actions & Utilization

“We all know the saying ‘early detection, early cure.’ However, this also applies to the cost,” Flores says. For instance, cancer statistics are staggering, and the claims costs can also be extremely high — not only for medical expenses, but disability pay, lost productivity (or added cost of a temp), and possibly life insurance claims and/or turnover. However, Flores notes, simple onsite blood tests for PSA and onsite mammography can not only decrease lost productivity for the exam (less than 15 minutes versus a two-hour doctor’s appointment) but significantly reduce claims costs when done annually. “We have added an incentive for an annual wellness exam and find even more items are addressed timely before manifesting into an expensive chronic condition.”

OneAZ employs specific techniques that Flores says have had a significant impact. One of these involves early detection, discussed above.

Another technique is “healthy habit.” Says Flores, “This is where the fun begins! With the savings we achieve, we invest a portion of the dollars into rewards for healthy habits along with programs to encourage these behaviors. We accomplish part of this approach through an active wellness site and gamification. In addition, each year we offer various programs to move the dial for unique needs.” These have included meditation classes, nutrition courses, gym reimbursements (if meeting minimum visits), and holistic fairs. Her suggestion to others: “Spice it up, use creativity, and solicit feedback!”

The third technique is education. “We look at claims that are increasing in frequency, expenses that have less expensive alternatives and costs that we can mitigate,” Flores says. Classic items are emergency room use, mail order prescriptions and generic medications; to address this, for some items, OneAZ adds incentives (90-day supply for 30-day copay amount) or consequences (added co-insurance for ER visits) with traditional plans. “Over the years, we have pushed these specific areas with conversations, mailings and online information,” Flores shares. One of the best returns we found was with new parents and their first child. This is an active audience who appreciates insight on how to manage a newborn at 1 a.m. before the situation occurs versus after an unnecessary and expensive visit to the ER. It also sets the stage for future use and understanding alternatives such as a nurse line, telehealth, urgent care, overnight pediatric urgent care and pediatrician resources.”

Kendra Kaplan notes the importance The Driver Provider places on encouraging employees to fully utilize the services and programs available to them. “Through one-on-one consultations with HR, we help employees understand how to make the most of their healthcare options,” she says. “We also promote the use of telehealth services, which can provide more convenient and often more affordable care.”

BioLabs actively promotes effective utilization of available services through clear communication and consistent outreach, as Nielson explains: “We inform employees about their health benefits and services during new-hire orientation, through digital announcements and at quarterly town hall meetings. Our HR team provides personalized support during the benefits enrollment process, ensuring employees understand their options. To further engage our workforce, we are developing quarterly Wellness Challenges with reward programs designed to motivate participation in health and wellness initiatives, improving overall employee well-being.”

BioLabs also offers educational resources and an Employee Assistance Program to help employees make informed choices about their coverage and effectively manage out-of-pocket expenses. “By promoting preventive care and encouraging the use of paid time off for health appointments, we help employees maintain a proactive approach to their healthcare,” Nielson says.

Evolve also takes an active role not just in communicating the value of its programs to the team, to make sure everyone gets the most out of these benefits, but in seeking feedback about the healthcare options available to them, according to Jennifer Kaplan. “We hold meetings and provide resources that explain the services and how to access them.” The company reaches out to its employees prior to open enrollment because, she explains, “We understand that personal healthcare needs can vary greatly, so gathering input from employees is essential in making sure the plans are still relevant and effective year to year.” This is accomplished through multiple avenues for employees to express their thoughts and concerns, such as one-on-one discussions and team meetings. “Our broker is also an integral part of the team, holding and organizing informational sessions with our employees, and makes themselves available to answer any questions.

“To further enhance the process, we have organized informational sessions with healthcare experts who are well-versed in the details of the plans that we are offering our team,” Jennifer Kaplan says, explaining these sessions provide the employees with a chance to ask questions and gain a better understanding of the options available to them. “Giving our employees direct access to experts allows them to make informed decisions about their healthcare coverage.”

Evolve also maintains maintain clear communication channels internally to keep employees informed about any updates or changes to their healthcare options, and conducts check-ins to ensure the staff remains aware of their benefits and can easily access support if needed. “We also create a supportive atmosphere that emphasizes the importance of taking advantage of the offerings provided by these healthcare plans,” Jennifer Kaplan says. “We foster a culture where using these services is both normal and encouraged, creating a healthy work/life balance.”

Management

Noting that efficient management of the healthcare process is key to ensuring that both the company and employees benefit from the services provided, Kendra Kaplan says The Driver Provider uses an integrated benefits administration platform that simplifies everything from enrollment to billing. “This system allows our HR team to monitor employee participation, manage claims and address any issues that arise quickly and effectively.” She says the company also maintains a close relationship with its brokers to ensure its offerings remain competitive and aligned with the needs of its workforce. “Regular reviews and audits of our healthcare expenses help us identify areas where we can improve cost-efficiency without compromising the quality of care.”

At BioLabs, “We’ve implemented a robust internal system to efficiently manage our healthcare programs,” Nielson says. This includes using UKG HRIS, a comprehensive benefits management software that streamlines enrollment and communication with the insurance provider. “We also leverage automated billing and payment systems provided by our insurance companies, which reduces administrative burden and minimizes errors. Our HR team regularly solicits employee feedback to identify areas for improvement. Additionally, we have recently added a learning and development manager to our HR team and frequently engage with our broker to provide ongoing training, ensuring our HR staff stays updated on the latest regulations, technologies, and best practices in healthcare management.”

Evolve, Jennifer Kaplan reports, has “a comprehensive system in place to manage our healthcare process, ensuring it meets the needs of our employees, aligns with industry standards and meets our business objective.” A key practice in managing Evolve’s healthcare process, she says, is regularly reviewing its seven healthcare plans with the help of its broker. “This allows us to stay up to date with any changes in the plans, pricing or coverage options, ensuring our employees have access to the best possible choices.”

And the All-Important ‘Why’

“Overall, our healthcare plan represents a long-term investment in both our employees and the success of Evolve PR and Marketing,” says Jennifer Kaplan. “It’s a key part of our mission to support the people who drive our business forward, ensuring they feel cared for in every way possible.”

Kendra Kaplan notes that making healthcare affordable and accessible is crucial to maintaining a healthy, motivated workforce, and believes it requires thoughtful planning, budgeting and management. “At The Driver Provider,” she says, “we understand that healthcare is not just a necessity for our employees but also a significant investment for our business.”

For OneAZ, Flores notes many of the company’s items are simplistic in conceptualization but they do take time, dedication and a bit of creativity with a bit of passion. “However, when you factor in the full ROI, it is astronomical over time and not just financial,” she says. “When you move this to a more granular level, it makes a difference in the quality of your employees’ lives for longevity.”