Tim Huval

Price Transparency in Indiana for 2 Large Health Systems: IU Health & Parkview Focus is ER visits comparing Anthem PPO and UHC PPO contracted rates benchmarking to Medicare Adjusted Rates CPT 99283 Anthem Range % of Medicare: 366%-520% UHC Range % of Medicare: 410%-1,119% CPT 99284 Anthem Range % of Medicare: 639%-794% UHC Range % of Medicare: 631%-1,011% CPT 99285 Anthem Range % of Medicare: 440%-551% UHC Range % of Medicare: 490%-727% Additional Insight: CPT codes 99285, 99284, and 9923 generated $339,301,095 in billed charges through July 2024 YTD for IU Health System All three CPT codes were in the top 13 of utilization and generated the most in billed charges #employeebenefits #pricetransparency

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Potential light at the end of the labor market tunnel for our nation's hospitals? The Wall Street Journal reporting a jump in post pandemic labor filled as two of the largest hospitals report improvements. Encouraging signs include reopening closed departments and getting otherwise eliminated surgical procedures scheduled. Having just returned from Marsh McLennan Agency's hospital and healthcare leadership summit, our team is in a great position to help these employers differentiate and retain quality medical staff. Let us share our innovative perspective with you and how our clients are poised to elevate all they do so well!! #employeebenefits #hospitals #burnout #employersofchoice #retirement #executivebenefits #healthcareworkers #physicians #surgery #nurses #perdiememployees #pharmacy #340b #laborandemployment #cyber #ransomware #healthinsurance #totalrewards #yourfutureislimitless

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Health care affordability is cited as a top concern by employees earning less than $100K. Nationally, salary-based contributions for health plan offerings is a growing strategy employers are using to help employees keep more of their paychecks. But our benefits benchmarking survey found only 9% of Midwest employers are offering this option. Download our Employee Health & Benefits Benchmarking report for insights on where your own benefits are leading – or lagging. #HealthCare #EmployeeBenefits

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One of the most important aspects of supporting businesses is supporting their communities. That’s why Humana and Humana Group Benefits strive to cultivate an ecosystem where businesses prosper, communities flourish, and every individual has the opportunity to achieve their best health. The University of Louisville's College of Business conducted a community impact study of Humana on the state of Kentucky and the city of Louisville which underscores just how large of an impact we have had in this community. The study outlined Humana’s economic impact in Kentucky over four years: an average of $13.9 billion in GDP, $2.6 billion in tax revenues, $75.5 million in charitable contributions, and more than 60,000 jobs throughout the state. From partnering with local charities to supporting small and large businesses alike, Humana Group Benefits strives to demonstrate our commitment to Kentucky and to all of the communities we serve. #humemployee #louisville #kentucky https://lnkd.in/eUcC_-Z5

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A great piece on the battle royale of #lifeinsurance and #financialadvisors and the Biden Administration over misleading #seniors for profit. The similarities here with abuses by #brokers and sales agents for #MedicareAdvantage are clear. “To protect older Americans’ life savings, President Joe Biden pledged in October to crack down on financial advisers who recommend #investments just because they pay higher #commissions. Then the #insurance industry got to work. 
“Lobbying groups representing New York Life Insurance Company, Lincoln Financial Group, Prudential Financial and other companies first pushed back against the newly proposed regulations before suing to topple them entirely. Now the government’s latest attempt to protect retirees is in political and legal limbo, facing the possibility that it may never take effect.
 “It is the latest example of a pervasive pattern: As the Biden administration tries to impose new restrictions on powerful industries, those businesses successfully turn to Congress and the courts for a reprieve. This time, the resulting clash centers on a basic question: Should federal law require more financial professionals to put retirees’ needs above all else — including their own paychecks — when they offer advice about how to invest?” A post-Chevron ruling at the #SupremeCourt seems likely. I expect #healthinsurance sales lobbyists to steal a page from this playbook against tough new MA regulations. https://lnkd.in/ePaBWEsB

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As a Missouri-based organization, we’ve been closely following the conflict between Blue Cross and the Mercy medical system, which impacted over 2 million policyholders. Mercy is reported to represent 40% of the medical community in Missouri, making this a significant issue. It was announced that the two parties reached an agreement, avoiding the separation that was on track to happen January 1, 2025. However, one key aspect of this conflict stands out: there are three parties involved—Mercy, Blue Cross, and the patients. Guess who doesn’t have a seat at the negotiation table (if we can even call it that)? The patients! At one time, precontracted medical networks may have been beneficial for reducing costs and improving access. But over time, this behind-closed-doors, vertically controlled, and consolidated marketplace seems to have led to higher costs and more roadblocks to medical services. Is it time to rethink the system? Should we dissolve networks and allow the free market to restore affordability and streamline access, removing the excess middlemen? For more info, contact us. The Ecchic Group 314-997-8865 www.ecchic.com 11704 Lackland Industrial Dr. St. Louis, MO 63146

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Interesting information on how much CEOs of "non-profit" hosptials and healthcare systems were paid. Notice that the compensation arrangements are very similar, if not identical, to those of their "For-Profit" counterparts. Often with incentive bonuses that far exceed their base salaries. I find it interesting though that they provide these very lucrative compensation packages but can't meet the charity care requirements that afford them the substantial tax breaks they enjoy from their "Non-Profit" status. https://lnkd.in/gqJs9MVR

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Nearly half of the country’s population has employer-provided health coverage, and as one of the nation’s largest not-for-profit healthcare organizations, CareFirst covers nearly 2.5 million members through their own or a family member’s employer-provided plan. It’s why we care so deeply about the Employee Retirement Income Security Act of 1974 (ERISA), which changed how employers offer coverage to their workers and their families. As ERISA celebrates its 50th anniversary, #DifferenceMakers applaud Congress and the healthcare industry for recognizing this milestone, and we urge policymakers to safeguard ERISA to ensure employer-provided health coverage remains accessible and affordable for American families. Read more about ERISA here: http://spr.ly/6043SpY1V

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Health care affordability is cited as a top concern by employees earning less than $100K. Nationally, salary-based contributions for health plan offerings is a growing strategy employers are using to help employees keep more of their paychecks. But our benefits benchmarking survey found only 9% of Midwest employers are offering this option. Download our Employee Health & Benefits Benchmarking report for insights on where your own benefits are leading – or lagging. #HealthCare #EmployeeBenefits

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May is mental health awareness month. Check in on your neighbors, friends and coworkers, smile at strangers, give hugs when they are welcomed, hold the door open for a busy mom and visit with the person who is sitting alone. If you are a leader at your company and have resources available to you, use them and share them - I’ll go first, two of my favorites, www.nami.org and www.psychologytoday.com/us.

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We received the attached article about the recent conflict between the HCA Hospital System and United Healthcare. The article, titled “HCA and United Healthcare reach agreement before coverage interruption in 4 states” was written by Lynn Varacalli Cavanaugh. If United and HCA hadn’t reached an agreement, policyholders in Texas, Colorado, South Carolina and New Hampshire would not have the same ongoing access and benefits that they had signed up for with United Healthcare. This type of disruption has not been confined to this isolated incident. We have seen this issue raise its head with Cigna and Blue Cross as well recently. In some of those situations, agreements had not been reached, leaving policyholders on the outside looking in. When these conflicts arise, it confirms my belief that this whole medical network structure is really more of a problem I our escalating health costs rather than a solution. How much was spent on lawyers doing the HCA and UHC conflict? If they hadn’t reached this agreement, how disruptive to policyholder’s medical plans could this have been? When agreements aren’t reached, policyholders still have to pay the same premiums every month, even though they don’t have the same access to the same doctors at the same price. Well, I have a suggestion. Why don’t our wonderful political leaders consider legislation that would impose daily fines of let’s say $100,000 to $1,000,000 for every day that policyholders are disrupted. Maybe that would put a stop to whatever practices lead to these conflicts. When they do occur, the carriers still get their premiums; the administrators and lawyers still get paid; the medical providers still get paid; but the policyholders who continue to pay the premiums still have to pay. The inequity in this is mind blowing and it really should get us angry that we, the policyholders, are the one’s most affected. At one point, medical networks may have been a good idea to control costs. However, when you really think about it, networks are nothing more than an artificial, intra-industry, micro version of wage and price controls. They have not been effective in holding costs down. However, they seem to be a factor in driving costs up. In my view, I am quite sure that the United Healthcare stockholders are perfectly happy with these network interferences as long as their bottom line rewards them with dividends and rising stock prices. However, I am certain that policyholders of United Healthcare who are impacted by these conflicts are not quite as happy when these conflicts arise. What do you think?

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We recently received an article titled, “Groupthink is a chronic health plan condition that must be cleaned up” written by Marty Makary M.D., M.P.H. who is a Johns Hopkins surgeon and professor. He is also a New York Times best selling author. Although the article is several pages long, it should be read by every employer who provides a group health insurance plan to their employees. Makary points out that “employers must now take steps to increase transparency and accountability in health care and cut the waste in the system.” Makary points out that “a ruling class of health care stakeholders make billions on the backs of everyday American workers.” Makary points out that “PBMs drive up total pharmacy expenses for employers and their employees.” We know that; most employers don’t know that. Independent pharmacies know that; however, in our point of view, they ought to be pro-active in getting local employers to know that! Makary cites an example of a CEO who signed a PBM contract whose terms he hadn’t even read until Makary opened his eyes. The article pointed out that when he did read his PBM contract, he couldn’t believe that he had actually signed it. Makary points that most groups “fall into the trap of ‘this is how it’s always been done.” This is exactly what has been exploiting and overcharging group plans for healthcare and Rx. When it comes to providing a health care plan, “employers do a disservice to their employees by not exploring alternative proven options.” Makary says “It’s time for employers to overcome groupthink and break free from following the crowds.” We have broken free from the crowd long ago. The results for our groups have been very positive. Markary lists some basic points - - Unbundle benefits and try new strategies | We have been advocating that and doing that for years. - Get a good consultant. Makary points out that “many health care brokers and consultants perpetuate groupthink” | We have been outside the box for years. - He points out that a “good consultant doesn’t subscribe to ‘this is how it’s always been done.” | We haven’t and we won’t. -Makary states that “partnering with the same health plans and PBMs that ultimately drive up cost of care is a disservice to your employees.” We check all these boxes and have checked them for years. The greatest barrier to being in a position to help groups is the difficulty in getting decision makers to take the time to listen to us. To learn more, contact us. The Ecchic Group 314-997-8865 11704 Lackland Industrial Dr. St. Louis, MO 63146 www.ecchic.com

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Health care affordability is cited as a top concern by employees earning less than $100K. Nationally, salary-based contributions for health plan offerings is a growing strategy employers are using to help employees keep more of their paychecks. But our benefits benchmarking survey found only 9% of Midwest employers are offering this option. Download our Employee Health & Benefits Benchmarking report for insights on where your own benefits are leading – or lagging. #HealthCare #EmployeeBenefits

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Health care affordability is cited as a top concern by employees earning less than $100K. Nationally, salary-based contributions for health plan offerings is a growing strategy employers are using to help employees keep more of their paychecks. But our benefits benchmarking survey found only 9% of Midwest employers are offering this option. Download our Employee Health & Benefits Benchmarking report for insights on where your own benefits are leading – or lagging. #HealthCare #EmployeeBenefits

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