Mullin's World: This health insurance reform bill will become a hated bill by both the Left and the Right#comment-form#comment-form

Mullin's World: This health insurance reform bill will become a hated bill by both the Left and the Right#comment-form#comment-form

The Buzz: Wellness Programs & High Deductible Health Plans

There are many benefits to implementing a wellness program for your employees, coupled with a high deductible health plan. A lot of attention has been placed recently on the pros and cons of implementing a wellness program as part of your group health care plan. Many large employers have put these types of programs in place in order to create a healthier population that will eventually lead to a reduction in claims and lower health care cost. Some have even gone so far as to add free work out facilities in their office building to promote getting in shape and creating healthier lifestyles. Work site wellness programs with the correct incentives can help support healthy behaviors.

It is argued that wellness programs can be effective in the early detection and prevention of serious diseases. Many wellness programs encourage and stress the importance of routine check ups in order to provide early intervention. A recent study indicated that an obese employee costs the employer an additional $2,400 in medical expenditures each year. Another large problem that has been oftentimes controversial is smoking. Smoking can increase the cost of health care $2,700 annually per employee. By providing some resources, education and services to assist in smoking cessation the employer can gain by creating a healthier population. Furthermore, up to 70% of claims cost is related to behavioral factors.

Some of the additional benefits of a work site wellness program include:

- enhanced recruitment and retention of healthy employees
- decreased rates of illness and injuries
- reduced employee absenteeism
- improved employee relations and morale
- increased productivity
- overall reduction in health care cost

One of the ways that an employer can promote participation in a wellness program is to provide financial incentives to employees who choose to enroll in the program. By creating additional employer contributions on behalf of the employees who join the wellness program, the employer can reward the people who work towards becoming healthier. These differing contribution levels are easily achieved by designing different options in the underlying plan of benefits in a partially self funded high deductible health plan.

The high deductible health plan is a great solution because the employees can maintain their current level of benefits while still carrying a Blue Cross Blue Shield or other fully insured carrier ID card. They will have the same access to their regular providers but the employer can take advantage of cost savings by partially self funding. By electing aggregate wrap stop loss insurance, the employer will pay no more than their fully insured renewal premium in the worst case scenario, but have everything to gain should claims run well. Furthermore, with a Health Savings Account in front of the partially self funded plan, the employees can decide how to best use their benefit dollars. One option is to allow different contributions to the health savings account by the employer depending on the employee's participation in the wellness program.

There are many different ways to design the plan and it can be flexible with the desires of the employer in the benefits he/she would like to offer the employees. The overall goal of both products is to save money on health care cost and promote a healthier environment and attitude. By adding a health savings account, the employees can decide what care and treatment to receive, as well as deciding where the best value is for their money. Consumerism and healthier tendencies are ever important in lobbying for more affordable health care.

Please visit this website for more information about wellness and HDHPs or to request information on obtaining a quote.

Overview of Alarming Sections in the Health Care Reforrm Bill

Page 22 of the HC Bill:  Mandates that the Govt will audit books of all employers that self-insure!!

Page 30 Sec 123 of HC bill:   THERE WILL BE A GOVT COMMITTEE that decides what treatments/benefits you get.
 
Page 29 lines 4-16 in the HC bill: YOUR HEALTH CARE IS RATIONED!!!

Page 42 of HC Bill:  The Health Choices Commissioner will choose your HC benefits for you. You have no choice!

Page 50 Section 152 in HC bill: HC will be provided to ALL non-US citizens, illegal or otherwise.

Page 58 HC Bill:  Govt will have real-time access to individuals' finances & a 'National ID Health card' will be issued!

Page 59 HC Bill lines 21-24:  Govt will have direct access to your bank accounts for elective funds transfer.

Page 65 Sec 164: Is a payoff subsidized plan for retirees and their families in unions & community organizations: (ACORN).

Page 84 Sec 203 HC bill: Govt mandates ALL benefit packages for private HC plans in the 'Exchange.'

Page 85 Line 7 HC Bill:  Specifications of Benefit Levels for Plans -- The Govt will ration your health care!

Page 91 Lines 4-7 HC Bill: Govt mandates linguistic appropriate services.  (Translation: illegal aliens.)

Page 95 HC Bill Lines 8-18: The Govt will use groups (i.e. ACORN & Americorps to sign up individuals for Govt HC plan.

Page 85 Line 7 HC Bill: Specifications of Benefit Levels for Plans. (AARP members - your health care WILL be rationed!)

Page 102 Lines 12-18 HC Bill:  Medicaid eligible individuals will be automatically enrolled in Medicaid. (No choice.)

Page 12 4 lines 24-25 HC: No company can sue GOVT on price fixing. No "judicial review" against Govt monopoly.
 
Page 127 Lines 1-16 HC Bill: Doctors/ American Medical Association - The Govt will tell YOU what salary you can make.

Page 145 Line 15-17: An Employer MUST auto-enroll employees into public option plan. (NO choice!)

Page 126 Lines 22-25: Employers MUST pay for HC for part-time employees AND their families.  (Employees shouldn't get excited about this as employers will be forced to reduce its work force, benefits, and wages/salaries to cover such a huge expense.)

Page 149 Lines 16-24: ANY Employer with payroll 401k & above who does not provide public option will pay 8% tax on all payroll!  (See the last comment in parenthesis.)

Page 150 Lines 9-13: A business with payroll between $251K & $401K who doesn't provide public option will pay 2-6% tax on all payroll.

Page 167 Lines 18-23: ANY individual who doesn't have acceptable HC according to Govt will be taxed 2.5% of income.

Page 170 Lines 1-3 HC Bill: Any NONRESIDENT Alien is exempt from individual taxes. (Americans will pay.)

Page 195 HC Bill: Officers & employees of the GOVT HC Admin..  will have access to ALL Americans' finances and personal records.

Page 203 Line 14-15 HC: "The tax imposed under this section shall not be treated as tax."  (Yes, it really says that!)

Page 239 Line 14-24 HC Bill: Govt will reduce physician services for Medicaid Seniors.  (Low-income and the poor are affected.)

Page 241 Line 6-8 HC Bill: Doctors: It doesn't matter what specialty you have trained yourself in -- you will all be paid the same! (Just TRY to tell me that's not Socialism!)

Page 253 Line 10-18: The Govt sets the value of a doctor's time, profession, judgment, etc.  (Literally-- the value of humans.)

Page 265 Sec 1131: The Govt mandates and controls productivity for "private" HC industries.

Page 268 Sec 1141: The federal Govt regulates the rental and purchase of power driven wheelchairs.

Page 272 SEC. 1145: TREATMENT OF CERTAIN CANCER HOSPITALS - Cancer patients - welcome to rationing!

Page 280 Sec 1151: The Govt will penalize hospitals for whatever the Govt deems preventable (i.e...re-admissions).

Page 298 Lines 9-11: Doctors: If you treat a patient during initial admission that results in a re-admission -- the Govt will penalize you.

Page 317 L 13-20: PROHIBITION on ownership/investment. (The Govt tells doctors what and how much they can own!)

Page 317-318 lines 21-25, 1-3: PROHIBITION on expansion.  (The Govt is mandating that hospitals cannot expand.)

Page 321 2-13: Hospitals have the opportunity to apply for exception BUT community input is required.  (Can you say ACORN?)

Page 335 L 16-25 Pg 336-339: The Govt mandates establishment of=2 outcome-based measures. (HC the way they want -- rationing.)

Page 341 Lines 3-9: The Govt has authority to disqualify Medicare Advance Plans, HMOs, etc.  (Forcing people into the Govt plan)

Page 354 Sec 1177: The Govt will RESTRICT enrollment of 'special needs people!'   Unbelievable!

Page 379 Sec 1191: The Govt creates more bureaucracy via a "Tele-Health Advisory Committee."  (Can you say HC by phone?)

Page 425 Lines 4-12: The Govt mandates "Advance-Care Planning Consult."  (Think senior citizens end-of-life patients.)

Page 425 Lines 17-19: The Govt will instruct and consult regarding living wills, durable powers of attorney, etc.  (And it's mandatory!)

Page 425 Lines 22-25, 426 Lines 1-3: The Govt provides an "approved" list of end-of-life resources; & nbsp;guiding you in death.. (Also called 'assisted suicide.')

Page 427 Lines 15-24: The Govt mandates a program for orders on "end-of-life."  (The Govt has a say in how your life ends!)
 
Page 429 Lines 1-9: An "advanced-care planning consultant" will be used frequently as a patient's health deteriorates.

Page 429 Lines 10-12: An "advanced care consultation" may include an ORDER for end-of-life plans.  (AN ORDER TO DIE FROM THE GOVERNMENT?!?)

Page 429 Lines 13-25: The GOVT will specify which doctors can write an end-of-life order.  (I wouldn't want to stand before God after getting paid for THAT job!)  

Page 430 Lines 11-15: The Govt will decide what level of treatment you will have at end-of-life!  (Again -- no choice!)

Page 469: Community-Based Home Medical Services = Non-Profit Organizations.  (Hello?  ACORN Medical Services here!?!)


Page 489 Sec 1308: The Govt will cover marriage and family therapy.  (Which means Govt will insert itself into your marriage even.)

Page 494-498: Govt will cover Mental Health Services including defining, creating, and rationing those services.

Some Common Reasons For Considering a High Deductible Health Plan (HDHP)

- low premiums by electing a higher deductible

- tax-favored HSA option with qualified high deductible health plans

- good catastrophic care plan and safety plan

- employer match depending on structure of plan design

- freedom of choice for providers

Find more reasons and more information on high deductible health plans here.

YouTube Video Demo - U.S. Health Options - Domestic Medical Travel Plan

YouTube Video Demo - Aggregate Wrap Stop Loss Insurance / High Deductible Health Plan (HDHP)

Nationalized Health Insurance - Say No Now!

I was very disappointed yesterday to learn that the American Medical Association (AMA) just sold out to the Obama Administration and other congressional leaders trying to force through an National takeover of our healthcare system. This is nothing more than a power grab by the democrats in congress who want to take over an additional one sixth of our economy, fill it with bureaucrats and then give our favors to groups like the AMA (more than $250 Billion of tax payer dollars) and others, for campaign contributions and other government corruption opportunities that lie within such a massive program.

Social Security, run by our government, is about to go bankrupt. Where has the "cost control" been here? l Where is the government going to find $500 billion of savings in the medicare program to fund healthcare for all?? It will be at the expense of rationed healthcare for seniors and and eventual shortage of physicians willing to accept low medicare reimbursements once the $250 Billion bribe by the Obamma administration has worn off.

Please forward this to Grandma and Grandpa as well as friends and neighbors and urge them to call their congressmen now to urge them not to pass the worst piece of legislation (2000 Pages and no one knows what is in there) in our country's history.

Marketing Benefits for Business Using Twitter and Social Media

After working with Hidden Equity in order to build a CMS/CRM combination website with full search engine optimization, AMF Risk Management Solutions has been actively marketing their group health insurance products through the use of social media, particularly their high deductible health plans with aggregate wrap stop loss insurance. Twitter in particular has been extremely successful in terms of networking and reaching a broader audience. http://www.twitter.com/highdeductible Creating a marketing web in social media can appear daunting at first. However, the further the marketing department has explored, the greater the outcome.

Twitter is particularly valuable for a number of reasons. There is no limit to the size of an audience that you can reach out to. In addition, you have the ability to restrict what types of audiences you are marketing to and what demographics are viewing your tweets. The content you post on Twitter is reaching audiences interested in the information you are providing and you are not spending time blasting outdated newsletters to dead leads. The best part of these social media marketing outlets is that they are FREE! Furthermore, if you provide solid informative content, you may find users retweeting (RT) your tweets to their network and your audience grows even bigger. Also, Twitter allows you to provide a link to your company's website or your blog to promote your other social media marketing strategies.

By combining Twitter with your other social media outlets such as: Facebook pages, LinkedIn profiles, Digg articles, blog posts and YouTube videos you build credibility in the marketplace with free recognition and brand awareness. By providing deep links back and forth between the different services, you are able to increase your search engine page ranks and ultimately find new subscribers that will translate into new business.

The goal for AMF Risk Management Solutions was to connect and network with employers by use of social media marketing as well as to find new brokers, agents and consultants to help market their products. Furthermore, the added value in the search engine optimization and increase in page rank has proven quite successful. Now is the time to act and create your accounts before you are left behind tomorrow.

Helpful Tips:

- set up your usernames in the social media sites to match the SEO keywords you are trying to capture page rank with.

- post useful informative content. everyday we see people tweet ways in which they've made $4,000 a month with an online marketing company. stay away from spam and self-promotion.

- search on Twitter for keywords that relevant audiences are tweeting about and follow that person. send them a direct message or an "@username" tweet in order to connect.

- follow through with connections by connecting on other social networking sites.

- provide deep links to your website throughout your social media campaign in order to increase page rank and search engine popularity.

- be patient, the results come in a snowball effect but the final reward is priceless when you see your company's website on the first page of search engines for your target keywords.

For more social media marketing strategies or any questions please contact Matt McKelvey, mmckelvey@amfrms.com.

Health Tip of the Week: October 26, 2009

Hospital Ratings Play Huge Role in Mortality Survey and Study in Quality of Care

Oftentimes in the health care marketplace we hold preconceived notions about where we should go to receive the highest quality of care. According to a Boston Business Journal article, despite the reputation of Massachusetts' health care providers, you may want to think twice about where you go to receive care. Health Grades, Inc., a third party hospital rating company recently released some reports indicating that the overall performance of Massachusetts' hospitals is only so-so in comparison to a national spectrum. Health Grades released a list of the top 50 hospitals in America and Massachusetts did not have a single hospital included on this list.

Health Grades evaluates hospitals on a five-star basis with five stars being a recognition of the overall performance falling in the top 15% of all hospitals nationwide (Harden, Boston Business Journal). "Patients have a 71.6 percent lower risk of dying at a five-star hospital than at a one-star facility" (Harden, Boston Business Journal). With a peek at this difference it is hard to evaluate a provider based on reputation without doing our own research and making an educated decision as a health care consumer.

In terms of the national average of overall performance, "7.9 percent of Massachusetts' hospitals received five-star ratings on overall performance, versus 15 percent nationwide" (Harden, Boston Business Journal). Particularly as a Massachusetts resident, this raises concerns as to what we are really receiving for care versus what we believe we are receiving.

For this particular reason, AMF's domestic medical travel plan "U.S. Health Options" is a smart decision for an employer. Our Customer Care Coordinator bases their decisions about where to send a patient for certain elective surgical procedures on third party assessment, including Health Grades. With the combination of the best possible care, coupled with the cost savings provided, as well as the maintaining of benefits and financial incentives for employees, there is no better time to explore the opportunity of group medical travel plans for self funded employers. The flexibility in the development of the plan is truly tailored to the employer's/group's needs.


email us to learn more - mmckelvey@amfrms.com

Learn more about U.S. Health Options here.

Read full Boston Business Journal Article here.

Health Tip of the Week: October 5, 2009

High Deductible Health Plans - Consumerism Returns to Health Care

There are many benefits to implementing a high deductible health plan today. For employers, fully insured high deductible health plans can help contain the rising rate inflation by reducing premiums when electing a higher deductible than their current fully insured plan. For example, a broker may encourage an employer to move from a $500 deductible to a $1,000 deductible and save around 15-20% on their rates. They may suggest this move in order to reduce the rates for their client to offset the 10-15% rate increase they are receiving on renewal.

A second benefit to implementing a high deductible health plan is the ability to bring awareness of cost to an employer group. By raising the deductible that the employee is responsible for from $500 to $1,000 or $3,000, the employee has more liability in paying out of pocket to satisfy the deductible. As a result many will argue that a high deductible health plan can be the solution in cutting on over utilization that many employers experience by offering a lower deductible. Because the employee is responsible for paying more money than prior year to meet their deductible, the employee is more likely to shop for the best price in health care and is less likely to abuse trips to the emergency room. This will also enable the employer to control the improper use of medical facilities that occurs with a lower deductible.

Many employees do not realize how great the cost of group health insurance truly is for the employer and because it is not their money at hand they are more likely to abuse utilization.

For more information about high deductible health plans' components and how to correctly implement one for a group health insurance plan, please visit this website.

Brokers: How they are doing all they can to NOT benefit you (from a group health broker)

As a group health insurance consumer, you naturally look for an educated adviser to point you in the right direction for decisions regarding health care. As a result, you turn to the internet or the yellow pages to find yourself a qualified benefits broker. You find a benefits broker/consultant with all the right qualifications and a snazzy eye-popping, sophisticated website. What could go wrong?

In this discussion I hope to share some insight to health care consumers why brokers may be doing all they can to not help you. Let me back up by saying that the role of the benefits consultant/broker has changed dramatically since 1995. As a traditional broker, your job in 1995 was quite a bit different. You were working harder to land accounts and you were paid considerably less because the premiums were lower (before the super-inflation period of recent). Today it is quite common to have a fully insured premium renewal increase between 12-15%. As a result, employers are having to reduce their benefits to cut cost or implement a higher deductible to get to the premium level they were at before the renewal. This is no opportunity to reduce cost and avoid disgruntled employees.

There are a number of reasons why the brokers are not interested and will do whatever they can in order to get you to buy into the fully insured premiums with the lower deductibles.

1.) The brokers are paid commissions on the business they put with Blue Cross Blue Shield, or any other fully insured carrier (could be Harvard Pilgrim, Tufts, Aetna, Cigna, United Health Care). They are paid commission on a scale back basis starting at 3% and making its way back down throughout the policy year. The more premium they sell, the larger their commission portion is. By recommending higher deductibles, the premium reduces and they lose commission money.

2.) The brokers are paid "override" commissions on the business at the end of the year. This is where the majority of their money is made. They receive a closing year bonus on their block of business. They are offered two types of bonuses: contingency bonuses and persist-ency bonuses. Contingency bonuses are based on the amount of new business they have with Blue Cross Blue Shield. Each bonus amount is dependent on the individual broker's performance with Blue Cross Blue Shield. The second type of year end bonus is persist-ency bonus. This is for keeping their book of business with Blue Cross Blue Shield and renewing cases with the 12-15% increases. Therefore, the brokers are not motivated to sell employers the cheaper health insurance because they are penalized on their WHOLE block of business if they move cases to a different carrier or self-funded account. I repeat, the ENTIRE book of business they have with Blue Cross Blue Shield so naturally their selection of interest tends to fall with the fully insured carriers.

Brokers have become fat and happy. As a result there is a tarnish to even a title of "broker" and many brokers are swapping their titles to consultant or adviser.

As a result, I would encourage any employer to shop their quote with more than one broker. Let the brokers compete for producing the cheaper health care cost and bring competition back into the equation, true competition!

For more information on our company and our benefit specialists please visit our website.

We are dedicated to finding the affordable solution and keeping YOUR best interest ahead of ours. We value relationship and ethics and that is why our best interest is YOU.

In addition, many brokers will tell you that your company is too small to self fund or self insure. This may be the case; however, it is dependent on many factors besides size of your company such as age and nature of industry.

The brokers will tell you this to keep you fully insured and to keep you buying into the larger premiums, while keeping their pockets deep.

Health Tip of the Week: September 28, 2009

Problem: My carrier tells me how great their discounts are with medical providers; however, my health care cost continue to rise at double digit rates!!

Many people now believe that PPO’s have outlived their usefulness. For example, a recent Boston Globe article talks of collusion between BCBS and Partners Health to artificially raise reimbursement rates while providing BCBS with a “great discount” off artificially high rates! The employers are left to pick up the tab.

The solution: There are two solutions to overcome this issue. (1) Identify medical providers, both locally and nationally, with the lowest reported cost to Medicare, and arrange financial incentives in the plan to steer patients to these facilities. If a patient needs to travel more than a reasonable distance (Perhaps 125 Miles) to a high quality hospital for care, the plan would pay for the cost of transportation and accommodations for both the employee and a companion. The plan language would also need to be adjusted to reimburse, for example, 125% of the hospitals cost as full and final payment for services rendered. Hospitals that do not accept this payment, as payment in full would be eliminated from the “virtual PPO Network”. This plan design takes advantage of “pure Competition” both locally and nationally and can result in savings of 50% and more on many surgical procedures.

(2). Another solution is to amend the self insured plan document regarding plan reimbursements. Under this solution, the plan allowance for any surgical procedure will not exceed the “best price” that the plan can negotiate at a quality facility anywhere in the U.S. This model creates “pure competition” locally since local providers are offered the opportunity to match the plans best available rate for this procedure. Only hospitals with a HealthGrades rating of 3-5 (five is the highest rating available to hospitals) will be asked to bid for the procedure. If local hospitals will not meet the competition, the employee can either pay the difference or travel, at plan expense to the destination where the services will be covered in full. The plan also covers the cost of travel for both the employee and a companion.

Please contact AMF Risk Management solutions for more information. 617-770-0917 ext. 301.

AMF Risk Management Solutions adds team member Jordan Desrosier to the marketing department of the stop loss insurance underwriting company.

PRLog (Press Release) – Sep 24, 2009 – Jordan Desrosier, a local Quincy resident was recently hired by AMF Risk Management Solutions in order to stimulate direct marketing efforts to Massachusetts employer groups. AMF looks forward to further growth of business with the addition of Jordan's skills and personality in sales and marketing.

Prior to joining AMF Risk Management Solutions, Jordan worked for a variety of marketing companies specializing in the Trade Show and A/V equipment industries. In this position, Jordan was responsible for providing solid leads that translated into successful sales under tight deadlines. Jordan's work ethic and good nature will prove effective in educating Massachusetts' small business owners about more affordable options for their group health insurance coverage.

click here to read the full press release

Health Tip of the Week: September 21, 2009

SUBJECT: Dependent care coverage under employer sponsored Group Medical Plans

Most employers contribute towards the cost of dependent coverage on behalf of their employees. When spouses are eligible for coverage under their employers plan, a decision must be made about which plan(s) to join. Usually the family elects to join the plan which provides the most comprehensive coverage with the least required employee contribution. This election rewards the employer with the lesser coverage and higher employee contribution requirement.

Employers providing the better coverage can protect themselves from the above by amending their plans to prohibit coverage for dependent spouses when they are eligible for coverage from their own employer. Estimated cost savings are the difference between single and family coverage which can be as much as $1,000 per month per employee!!

Visit the website to learn more about savings on dependent coverage.

Hidden Handshakes

According to a recent Boston Globe investigative team article: the CEO of Blue Cross Blue Shield of Massachusetts agreed to give the CEO of Partners Healthcare (Mass General Hospital and Brigham and Women's Hospital) the "biggest insurance payment" since the formation of Partners Healthcare in 1993. In return, Parners Healthcare would push for increases with other insurers while providing the best deal for Blue Cross Blue Shield. The cost increases are then passed along to employers in the form of rate increases!! This same type of arrangement is probably happening nationwide.


Please click here to read the full Boston Globe article

Group Health Insurance - "Aggregate Wrap" product - HSAs / HDHP / Aggregate

AMF Approach to Capitalizing on Savings for High Deductible Health Plans / HSAs

AMF is also offering a high deductible "aggregate wrap" product. In some states, BCBS and other fully insured carriers will offer substantial rate reductions for $2,000 through $10,000 high deductible health plan (HDHP) options. Employers are often intrigued by the cost savings (up to 50% for a $5,000 deductible option) but have concerns about claims administration on the deductible portion and the overall liability.

A high quality Third Party Administrator (TPA) can be hired to administer claim payments on the first $5,000 of deductible expense, according to the employer's wishes. A plan document would be drawn to detail the payment of these "discounted" claims. Claims below $5,000 would have the BCBS or ASO discounts applied before payment is made.

AMF can provide a "cap" on the overall liability of the employer's deductible reimbursement portion of the plan. If the deductible is properly priced by the insurer, AMF may be able to guarantee a maximum cost exposure that will not exceed the cost of the carrier's otherwise fully insured renewal. Our insurance will provide the employer with peace of mind to facilitate the cost savings of a high deductible program, without the liability!!!

R & C (Reasonable & Customary) Plan Document Language - Real Way to Save Employer $

In an effort to control and limit excessive hospital mark ups of costs and drugs, AMF has begun encouraging health care advisers and administrators to implement reasonable and customary language for both PPO and out-of-network services.

Our newest business partner, NCN (see website) maintains a database of hospital costs throughout the U.S. These costs are those reported to Medicare (CMS). When a plan is willing to pay 120-140% of costs, (a savings over most PPOs) it is difficult for the medical facility to prove that they should be paid more.

To remove the employee from a "balance billing" dispute, AMF is willing to fight on behalf of the employee and to reimburse the facility for charges above R & C if we decide it is not worthwhile to continue denying excess charges!!

As a recent example, AMF recently received a claim from a hospital totaling $542,954.13. With Reasonable & Customary language in the plan document AMF successfully reduced the cost of the claim by 50% saving the employer $271,477!!

High Deductible Health Plans - website live

AMF Risk Management Solutions is pleased to announce the live release of:
High Deductible Health Plans website

Please visit the site for comprehensive information and insights on the cost saving potential of a high deductible health plan for your employer group today!!!!