Options
Consumer Driven | 
​​With Health premiums continuing to rise, HMS helps clients offset these costs by integrating consumer driven health plans as part of the plan portfolio.  These plans may entail higher deductible or employee first dollar plans that encourage the consumer to take an active role in accessing and managing the costs of their medical insurance program –
​Offsetting Premium increases and healthier employee lifestyles. Employers and employees can use these consumer driven plans to enjoy premium savings from as much as 5% to 18% off their current medical premium costs.
Many consumers are eager to learn more about “consumer driven health plans” called Health Savings Accounts (H.S.As) which continue to generate buzz as America’s creative cost cutting options in health care coverage are in demand. These plans most importantly drive lower premiums, however they also offer tax advantages to the employer and employee, and flexibility to use the funds for non-medical benefits like dental and vision.   The general assumption is that a financial tool with this much potential must be complex and difficult to understand. However, the HMS team uses communications to help our clients and their employees understand the potential of these programs

Self-Funding 
Advantages of Self-Funding

Self Funding Solutions  | 
Health Management Solutions uses a consultative approach to help employers make an educated decision as to whether or not self-funding is the right fit for their employee benefit program.    With over 25 years of self-funding experience HMS’s affiliated professionals specialize in transitioning employers from fully insured into partially self-funded group benefit programs. 

Administrative Efficiency  |  
Third Party Administrators that manage self-funded plans offer the same services as fully insured carriers, but at a lower cost. 

Financial Savings  |  
Self-Funding saves employers money by eliminating insurance carrier profit margins, risk loads and premium taxes. In addition, with self-funding the employer benefits from good claims experience, not the insurance company.

Detailed Reporting  |  
​Self-Funded employers have access to detailed claims reports on all plan utilization. With access to this information a self-funded employer can better understand the factors driving cost within their plan and implement strategies specific to their employee population, without violating HIPAA privacy regulations.

Plan Flexibility  |  
Self-funded employers have the flexibility to design their own unique benefit plan and offer it to all employees, even if they are located in different states. Since self-funded plans are governed by Federal ERISA regulations and The Department of Labor they also don’t have to include state mandated benefits, which can add cost to the plan.

National PPO Access  |  
Self-funded employers can choose from a number of PPO networks that provide access to important doctors and hospitals. These PPO networks also provide significant discounts on all claims.

Stability |  
Self-funding has proven to be an effective long term solution for employers who want to offer a stable employee benefit plan and get away from changing insurance carries every few years to control costs.

Risk Management |  
With the purchase of specific and aggregate stop loss insurance, self-funded companies can limit their risk on high individual claims and overall plan liability.

Wellness ROI |  
Self-funded employers can invest in wellness programs, measure their impact and calculate their return-on-investment with access to employee utilization data.