With drug spend and insurance premiums rising rapidly, employers are evaluating their benefit plans to control costs. Human resource leaders should begin to explore self-funded health insurance benefits in order to mitigate rising spend without disruption.
Knowing the difference between self-funded and fully insured is the first step in evaluating the options available to employers. For those willing to explore self-funded plans, there are additional cost-saving measures by optimizing their pharmacy benefits by carving out or unbundling their pharmacy from the medical benefit.
Continue to the full article to finish reading Rick’s article on why making changes to your pharmacy benefits plan or provider will result in improved health, a superior service experience, and less frustration for members, all while reducing overall costs.