Compare the whole arrangement
A favorable price for one service is useful information. A benefits decision also needs to account for other medical care, prescriptions, administration, financial protection, and employee contributions.
Ask the advisor to compare the same assumptions across the options. Identify which amounts are fixed, which depend on claims, and which rely on people choosing participating care.
Separate the member’s cost from the employer’s
A member’s $0 payment does not mean the care costs nothing. The plan pays for the eligible episode. Both amounts matter: what the family avoids paying and what the employer would pay under the alternative arrangement.
The comparison should include all applicable plan costs. A headline discount on a bill is not the same as a reduction in the employer’s total annual spending.
Understand what would need to happen
Ask which facilities and services employees could use, how the option would be introduced, and what practical concerns could affect their choices.
Then ask how the comparison changes if use or claims differ from the assumptions. A useful proposal makes those assumptions visible enough to discuss.
Where to begin
Talk with Rubicon or your advisor about the people, places, and plan details that matter to your organization.
Explore employer options