"I want to leave my PEO but need a Group Health Plan that is better...Can you Help?"

Problem:

“I utilize a PEO and would like to leave because I do not need the PEO anymore.  I want to find comparable Health Plans and Rates”.  When we talk to these companies it is often a similar conversation:  “We do not like being in the PEO but cant find anything to beat it.” This is a fair concern.

This particular Firm is in the Oil and Gas business.  With over 100 employees they have a participation and compliance problem. They have a high concentration of families so cost reductions will be significant savings if possible.

Solved:

Number 1 Topic to address is to dig into the reason they joined the PEO.  What was the need? HR support, Payroll and Administration platform? Work Comp? Competitive Health rates for the group that has x challenges?  Or all of the above? 

Then we get into education on how the Health Rates are determined in a PEO and how they will be underwritten when the group leaves.  Many times, we are talking to the group about Health rates that are artificially lower than market (to win the client into the PEO) and then those costs are moved to the Administrative fees etc.  An extensive review is important.  Otherwise the “inside the PEO” vs “outside the PEO” are not a relative comparison.

The end solution was to offer SmartCare to the whole group that will be paid 100% by the Employer. This locked in savings will be substantial.  See below for details… The nature of this business type is used to high end benefits offerings.  So if anyone would like to have a traditional PPO, our CIGNA network is offered to them as an upgrade.  They will pay the difference between SmartCare and Cigna.  The employer can pick Tiers/Classes and pay for CIGNA as they see fit.

Now the Employer has a plan that fits all employees:  100% employer paid for the Robust SmartCare plan that has extensive provider access Nationally and an upgrade option for anyone that wants the typical PPO. Everyone gets to choose!

Thinking of a group like this and want to discuss? Schedule a time HERE

95% retention for our member groups tells us it works!

End Result Renewal vs SmartCare:

Monthly Savings=$13,703

Annual Savings: $164,444 locked in with 100% Sponsorship of SmartCare

3-Year Budget at Current Trends: SmartCare Savings is $994,314

Bring the plan used by Walmart, Kroger, Disney, and Universal to your Local/Regional Firms!

Does your company want a change but you are not sure if you have any new options? Schedule a 15-minute call

Why it matters:

The Group wanted to leave the PEO but felt good about their Health Rates:

We present a Plan that makes them “Plan Agnostic” while offering each employee a PPO option and National EPO solution.

The Group saves $164k per year and $994,314 TOTAL over 3 years which gives them Benefit Budget Stability.

They can leave the PEO because it is no longer needed and utilize those expense dollars to grow their business. 

If they decide to allocate their savings in generous ways they are given those options without going into a Benefit expense. 

HR Leaders: Let's talk and review you current plan...Brokers: Your top group's current plan.