We are dedicated to the success of our clients, partners, and employees and strive to form

enduring partnerships.

We are dedicated to the success of our clients, partners, and employees and strive to form

enduring partnerships.

We are dedicated to the success of our clients, partners, and employees and strive to form

enduring partnerships.

Committed Case Study

Committed Case Study

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Our client found the need to shift more of the medical premium cost to the employees. The Creative Benefits team immediately identified that the medical coverage would then become unaffordable for many of their lower-income employees. With a wide salary gap among classes of their employees, Creative Benefits developed a compensation-based cost-sharing strategy that aligned with ACA affordability and ensured coverage was accessible to all employees.

Our client found the need to shift more of the medical premium cost to the employees. The Creative Benefits team immediately identified that the medical coverage would then become unaffordable for many of their lower-income employees. With a wide salary gap among classes of their employees, Creative Benefits developed a compensation-based cost-sharing strategy that aligned with ACA affordability and ensured coverage was accessible to all employees.

Collaborative Case Study

Collaborative Case Study

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Our Director of Account Management found members of the organization were struggling to find innovative ways to approach large premium increases, claims management, differentiating financial strategies and utilization of new carrier opportunities. To find alternative solutions, she began to tap into the resources of other Creative Benefits consultants and account managers.

Her efforts evolved into an informal monthly focus group, where the initial struggles are still discussed, but a multitude of other topics have been introduced – such as renewals, open enrollment meeting strategies, strategic planning and carrier comparison. There is no agenda, no topic is off limits and all members of the Creative Benefits team are encouraged to attend.

These discussions have led to strategic initiatives such as the utilization of decreased premium incentives to create a culture of wellness, implementation of more effective employee-targeted communication methods, and execution of funding strategies to counteract rising healthcare costs.

Our Director of Account Management found members of the organization were struggling to find innovative ways to approach large premium increases, claims management, differentiating financial strategies and utilization of new carrier opportunities. To find alternative solutions, she began to tap into the resources of other Creative Benefits consultants and account managers.

Her efforts evolved into an informal monthly focus group, where the initial struggles are still discussed, but a multitude of other topics have been introduced – such as renewals, open enrollment meeting strategies, strategic planning and carrier comparison. There is no agenda, no topic is off limits and all members of the Creative Benefits team are encouraged to attend.

These discussions have led to strategic initiatives such as the utilization of decreased premium incentives to create a culture of wellness, implementation of more effective employee-targeted communication methods, and execution of funding strategies to counteract rising healthcare costs.

Client-Focused Case Study

Client-Focused Case Study

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During a renewal meeting, our client inquired about a Student Loan Repayment Benefit for their employees. At the time, we had never administered such a benefit. The Creative Benefits Consultant on the case reached out to our Voluntary Benefits Specialist to research potential vendors. After several discovery calls, we proceeded to form a partnership with a firm offering student loan paydown plans, college savings plans, and refinancing programs.

Serving as a valuable tool for retaining and recruiting young talent, we have introduced this benefit to several other clients where the need is evident based on employee demographics.

The Creative Benefits team continues to invest time into uncovering client pain points and finding new and innovative ways of appealing to diverse employee populations. In recent years, not only have we implemented college tuition benefits, but also absence and leave management, family care policies, and pet insurance.

During a renewal meeting, our client inquired about a Student Loan Repayment Benefit for their employees. At the time, we had never administered such a benefit. The Creative Benefits Consultant on the case reached out to our Voluntary Benefits Specialist to research potential vendors. After several discovery calls, we proceeded to form a partnership with a firm offering student loan paydown plans, college savings plans, and refinancing programs.

Serving as a valuable tool for retaining and recruiting young talent, we have introduced this benefit to several other clients where the need is evident based on employee demographics.

The Creative Benefits team continues to invest time into uncovering client pain points and finding new and innovative ways of appealing to diverse employee populations. In recent years, not only have we implemented college tuition benefits, but also absence and leave management, family care policies, and pet insurance.

Compassionate Case Study

Compassionate Case Study

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One Christmas Eve, a client’s employee broke his foot while vacationing in Spain. He preferred to have the necessary surgery performed in the United States. Creative Benefits worked with a third-party vendor to obtain a medical release for him to fly and coordinated care with his U.S. doctors.

While awaiting transport, the hospital discharged him and left him in a hallway. Our team advocated tirelessly to have him readmitted with appropriate care until transportation to the airport could be arranged.

One Christmas Eve, a client’s employee broke his foot while vacationing in Spain. He preferred to have the necessary surgery performed in the United States. Creative Benefits worked with a third-party vendor to obtain a medical release for him to fly and coordinated care with his U.S. doctors.

While awaiting transport, the hospital discharged him and left him in a hallway. Our team advocated tirelessly to have him readmitted with appropriate care until transportation to the airport could be arranged.

We Think Innovatively

We Think Innovatively

During a routine analysis of a client’s existing plans, we found that their lowest compensated employees were selecting the plan with the highest payroll contributions. Even though these members were not high utilizers of the plan, employees were contributing over 50% of their salary toward their health benefits.

In our experience, this was due to lower-compensated employees fearing that they would be unable to sustain a large deductible expense should they or a family member experience a significant health issue. We, therefore, introduced an HRA (Health Reimbursement Account) funding strategy based on compensation that would allow lower-compensated employees to enjoy lower premiums without the risk of high out-of-pocket medical expenses.

We Contain Costs

We Contain Costs

For a self-funded client, we found a nearby Imaging Center that offered significantly lower radiology costs than professional centers in the area. With the Center’s assistance, we reprocessed a year’s worth of radiology services for the client.

If their employees had utilized this facility for outpatient radiology services, it would have resulted in a savings of approximately $75,000 in claims. We, then, structured the plan design to incentivize use of this Imaging Center for the next plan year, where employees would experience a 50% decrease in the copay for radiology services – ultimately ensuring cost savings for all parties.

We Put ‘Your’ People First

We Put ‘Your’ People First

A client’s employee was involved in a clinical trial due to the relapse of a serious medical condition. Because the provider and facility associated with the trial were designated as out-of-network, the employee received an initial invoice in the amount of $179,000.

Through our advocacy, we were able to get the invoice reduced to $27,000 and ensure all future trial-related services were deemed in-network, substantially reducing the out-of-pocket costs to the employee. This was accomplished by diligently working the appeals processes with both the provider and the carrier.

Let's Get Creative! Call us today at 866-306-0200
Let's Get Creative!
Call us today at
866-306-0200
Put Creative Benefits' knowledge, experience and strategic vision to work for your company. We'll help you navigate the often-confusing, ever-changing healthcare industry and choose the plan that best fits your company's needs.