Two related decisions
How the employer pays for health benefits and what a member pays for care are different questions. In a self-funded plan, the employer takes responsibility for covered claims under the plan, typically with an administrator and financial protection arrangements.
Rubicon’s $0 care option operates within a self-funded plan. The employer and advisor need to consider the whole arrangement, including administration, other provider choices, and financial exposure.
More information to work with
Knowing the price of an eligible care episode gives the employer and advisor a concrete figure to compare with other options.
A known price for an eligible episode does not establish total spending for the year. Claims can vary, and financial protection has its own terms and reimbursement timing.
Build on the current plan
For an employer that already self-funds, the question is what Rubicon could add to the strategy in place. For an employer considering a change, the question also includes cash flow, responsibilities, and the ability to manage an adverse year.
Past experience matters. If self-funding did not work before, discuss what happened and what would be different this time.
Keep the conversation moving
Self-funding can make sense without a $0 care option. Other improvements may make sense while the employer stays with its current funding approach.
Start with the advisor: what needs to improve, what information is available, and what deserves further evaluation? The TPA develops the overall proposal with the appropriate plan partners; Rubicon supports facility contracting and relationships.
Where to begin
Talk with Rubicon or your advisor about the people, places, and plan details that matter to your organization.
Explore employer options