Phia GroupPhia Group Mediahttps://www.phiagroup.com/Media/PostsThe Indirect (But Significant) Impact of a Recent Massive Healthcare Breach on Benefit Planshttps://www.phiagroup.com/Media/Posts/PostId/1317/the-indirect-but-significant-impact-of-a-recent-massive-healthcare-breach-on-benefit-plansBlog,Health InsuranceMon, 11 Mar 2024 19:06:24 GMT<p style="margin: 0in 0in 8pt; text-align: justify;"><span style="color:#000000;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Aptos",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">By: Andrew Silverio, Esq. </span></span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="color:#000000;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Aptos",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">It’s not often we see a healthcare/health benefit story so big that it crosses into the mainstream. The recent cyberattack in the healthcare industry is just that type of story, however, and the American Hospital Association has already called it “the most significant cyberattack on the U.S. health care system in American history.”  </span></span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="color:#000000;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Aptos",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">At stake were over 14 billion yearly transactions and this attack has seriously disrupted provider billing, interfering with patient care, and even preventing some providers from paying their employees. On top of that, a massive amount of patient information, protected under HIPAA, has been compromised. </span></span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="color:#000000;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Aptos",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">Most of the focus among news outlets has been on the impact to providers, which is of course enormous. Those using the affected claim systems have essentially no way to be paid for their services, and many have seen cash flow come to a prompt and complete halt. The government has advised Medicare plans and related entities to relax prior authorization and timely filing requirements and the entity involved has announced a program to actually offer loans to affected providers.  However, those of us in self-funding know that it’s no simple matter to simply waive requirements like prior authorization and timely filing limits, and we have heard no word from stop-loss carriers on what action it will take if plans provide some allowances to safeguard patient care.  Plans are still able to enforce timely filing limits and other plan terms, but most don’t want to leave patients in the lurch with unpaid claims due to system disruptions entirely outside their control.  A plan that chooses to accept a late claim or waive a preauthorization requirement will be at real risk, since the stop-loss carrier is always free to enforce the terms of the plan, and its own policy, strictly and as-written.  </span></span></span></span></span></span></span></p> <p style="text-align: justify;"><span style="color:#000000;"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">The industry is still scrambling to get the system “working” again and establish something resembling a normal claim submission pipeline and cash flow.  But once the dust settles, we would expect in the coming months to see some regulatory relief for plans and providers alike, to account for concessions and audibles that had to be made to keep the ship afloat. Looking ahead, hopefully precautionary systemic measures can be taken to account for future incidents. After all, healthcare and technology promise to be forever intertwined and there’s no telling when the next cybersecurity breach will rock the industry as it did last month. </span></span></span></span></p> 1317Is the Department of Labor Offsetting a Major Problem?https://www.phiagroup.com/Media/Posts/PostId/1300/is-the-department-of-labor-offsetting-a-major-problemBlog,Affordable Care Act,Cost Containment,Health Insurance,Healthcare Costs,Healthcare Exchanges,Hospital BillsWed, 03 Jan 2024 18:05:56 GMT<p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">By: David Ostrowsky</span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">As if Americans on employer-based health plans didn’t face enough obstacles in trying to obtain reasonably priced healthcare. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">The inconvenient truth is that many participants on ERISA self-funded health plans, ones who are often already paying high premiums and deductibles, have unknowingly fallen victim to the ethically questionable – although not technically outlawed -- practice of cross-plan offsetting over the years. In fact, only very recently, as in the past several months, has there been heightened awareness of the adverse effects of cross-plan offsetting on unsuspecting American plan participants. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">First, a quick primer on cross-plan offsetting: </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">There are times when a given health plan erroneously overpays a provider for a service rendered. Perhaps because of a human or AI-induced oversight or timing snafu or minor typo, the plan will pay the full charge when it should have paid the claim based on the (lower) usual and customary or maximum allowable charge, per the plan document. Whatever the source of the erroneous payment might have been, the provider now has the extra funds (this could be thousands of dollars) and, by law, does not have to refund the plan. And they almost never do. It sounds like an inequitable practice, but, as long as the provider did not receive more than the billed charges, it’s entirely legal. Plans have<span style="background:white"><span style="color:#212121"> no legal recourse and are often left with no choice but to close the file. </span></span> </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">Naturally, the plan’s respective TPA that administered the claim feels that the provider owes it money. In some cases, said TPA tries to recoup the excess funds by not<i> </i>paying that same provider the full amount due for a plan participant’s claim on <i>another</i> one of its plans. Yes, this is a blatant breach of their fiduciary duties. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">But most importantly, the end result is that the participant on this second plan, through no fault of their own, will see their claim denied by reading a cryptically written note on their explanation of benefits; the TPA is trying to exact revenge on the provider, but it is the hard-working, often cash-strapped participant – one with zero knowledge of the overpayment backstory -- who gets shortchanged by either getting balance billed for the erroneously offset claims or having to pay a hefty out-of-pocket amount for services rendered. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">Many TPAs have been engaging in cross-plan offsetting for years, but this past fall, one in particular, EmblemHealth Inc., <span style="background:white"><span style="color:black">a New York-based insurer and TPA of ERISA group health plans,</span></span> was caught red-handed and made an example of for all the world to see. On September 29, the Department of Labor (DOL) <span style="background:white"><span style="color:black">entered into a settlement agreement with EmblemHealth Inc., resolving claims that the company violated its fiduciary duties under federal law by engaging in cross-plan offsetting to recover alleged overpayments. The DOL’s </span></span><span style="background:white"><span style="color:#212121">Employee Benefits Security Administration</span></span><span style="background:white"><span style="color:black"> (EBSA) submitted that Emblem benefitted by wrongfully keeping money from one health plan for a debt owed by another health plan.</span></span></span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="background:white"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif"><span style="color:black">So, what were the repercussions for Emblem? Per the terms of the settlement, Emblem pledged to no longer practice cross-plan offsetting and modify its policies, procedures, and practices accordingly no later than January 1, 2024, or as soon as reasonably possible for insured plans prospectively. That the DOL essentially gave Emblem a three-month deadline is noteworthy. Traditionally, the DOL is known for working at a glacial pace in adjudicating matters. But not this time, not when a stern dictum is in order to TPAs across the country: no longer can they get away with committing </span></span></span></span></span><span style="font-size:12.0pt"><span style="background:white"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif"><span style="color:#212121">blatant violations of ERISA by using one plan’s money to take care of another’s debt under the guise of (arbitrarily) denying claims. Meanwhile, regarding </span></span></span></span></span><span style="font-size:12.0pt"><span style="background:white"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif"><span style="color:black">retrospective corrective actions dating back to July 16, 2015, Emblem has been mandated to reimburse present and past participants and dependents whose reimbursements were reduced via cross-plan offsetting. Should Emblem not abide by the terms of this agreement, the DOL could very well take the TPA back to court.</span></span></span></span></span> </span></span></span></p> <p style="text-align: justify;"><span style="font-size:12.0pt"><span style="background:white"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif"><span style="color:black">To be clear, an untold number of other TPAs have long engaged in this practice, some possibly unaware of the legal issues caused by it. Clearly, the DOL has stepped up enforcement here and it will be interesting to see whether cross-plan offsetting continues to be a fairly commonplace practice now that Emblem has been put on notice.</span></span></span></span></span></p> 1300Empowering the 2023 SIIA National Conferencehttps://www.phiagroup.com/Media/Posts/PostId/1284/empowering-the-2023-siia-national-conferenceBlog,Health Insurance,Healthcare CostsThu, 26 Oct 2023 18:28:38 GMT<p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">By: David Ostrowsky</span></span></span></span></span></span></p> <p class="MsoNoSpacing" style="text-align:justify; margin:0in"><span style="font-size:11pt"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif"></span></span></span></span></p> <p style="text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">Earlier this month, the self-insurance industry’s most prominent thought-leaders, innovative service providers, and esteemed subject matter experts convened at the 2023 Self-Insurance Institute of America (<span style="background:white"><span style="color:black">SIIA) National Conference at the JW Marriott Phoenix Desert Ridge Resort & Spa. The SIIA National Conference,</span></span> which this year covered such pressing topics as artificial intelligence, surprise billing, emerging trends impacting the employer stop-loss market, and recent legislative and regulatory updates, <span style="background:white"><span style="color:black">is widely considered to be the self-insurance industry’s annual marquee event, bringing together hundreds of industry professionals including TPAs, vendors (</span></span>there were over 950 booths representing industry vendors stationed in the exhibitor hall)<span style="background:white"><span style="color:black">, brokers, captive managers, stop-loss carriers, and solution providers. Naturally, The Phia Group was well represented with a six-person contingent consisting of </span></span>Adam Russo, Garrick Hunt, Tim Callender, Jason Davis, Jen McCormick, and Brady Bizarro present. </span></span></span></span></span></span></p> <p style="text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">In addition to meeting with clients to strategize about how to improve our partnerships going into 2024, Phia had two representatives – CEO Adam V. Russo, Esq. and Brady Bizarro, Esq., Senior Director of Legal Compliance & Regulatory Affairs – deliver one of the conference’s final presentations (“Empowering Plan Participants to Leverage Cost Containment Strategies”). The premise of Russo and Bizarro’s presentation was fairly straightforward: </span></span></span><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">The recent trends in healthcare are cause for concern. Consider that with premiums for family health plans having increased by 54 percent in recent years, employee contributions have shot up 71 percent. Sadly, the increase in wage growth (26 percent) has not been commensurate with such drastic spikes. Put another way, tens of millions of industrious Americans, already grappling with inflation and a declining stock market, have been deprived of what they deserve – access to affordable, first-rate healthcare. Although there is no single panacea to this systemic problem bedeviling the American workforce, employers, as Russo and Bizarro reasoned, can take steps to empower their employees toward becoming engaged and knowledgeable consumers of healthcare. </span></span></span><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif"></span></span></span></span></span></span></p> <p style="text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">Russo and Bizarro’s presentation had a particularly acute focus on espousing the merits of employee workshops and incentive programs to accomplish this goal. Regardless of the industry, it is often challenging to make a given employee population <i>care </i>about their healthcare spending. For many, simply being aware of paycheck deductions and out-of-pocket costs is sufficient. But what if employees learn how to access data that indicates whether they’re seeing the most capable providers? What if employees learn that a given facility they are considering for surgery is three times more expensive than an alternative one, which would translate to higher healthcare premiums? What makes these presentations even more compelling is when management, in conjunction with their respective HR department, can provide proper contextual background and empirical information – that is easily accessible in an online repository -- to elucidate the message. Rather than speaking in broad terms, offering specific examples of cost containment measures germane to the company’s make-up, health plan, and geographic location(s) can further pique participants’ interests. </span></span></span></span></span></span></p> <p style="text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">Ultimately, though, for some employees, educational workshops still are not enough. They need personalized monetary incentives to be more engaged. Hence, the incentive programs that Attorneys Russo and Bizarro discussed in their presentation. In short, this is where employers may need to get creative. While there are more traditional methods for offering participants financial rewards (i.e., initiating a claim audit review program, encouraging preemptive consultation regarding medical procedures and specialty drugs), plans can customize incentive programs geared toward their employee population’s needs. For example, The Phia Group has long championed a program whereby employees (or their spouses) expecting babies will receive a $300 monthly stipend for diapers and wipes for 12 months if they choose to deliver at a facility identified as high quality, low-cost. In fact, in 2016 the <i>Boston Globe</i> ran a story on employee benefit programs (“Employers reward workers who shop around for health care”) that highlighted this unique program. This is just one example of how selecting the best provider at the best price can be a win-win for the company (as in potentially saving tens of thousands of dollars) and employee. </span></span></span></span></span></span></p> <p style="text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif">As seasoned experts in the healthcare cost containment industry, Attorneys Russo and Bizarro, on behalf of The Phia Group, were honored to deliver such a well-received presentation at SIIA’s biggest annual convention and look forward to enlightening the audience at next year’s conference. </span></span></span></span></span></span></p> 1284The Power Dynamics of Gag Clauseshttps://www.phiagroup.com/Media/Posts/PostId/1267/the-power-dynamics-of-gag-clausesBlog,Health Insurance,Healthcare Costs,Self FundingMon, 14 Aug 2023 14:23:09 GMT<p style="text-align: justify;"><span style="font-size:11pt"><span calibri="" style="font-family:">By: Jon Jablon, Esq. </span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> In the already-intricate world of health benefits, Congress passed the Consolidated Appropriations Act, 2021, which is notable to the self-funded industry for three main reasons: it expanded the Mental Health Parity and Addiction Equity Act to require health plans to proactively document their compliance via the nonquantitative treatment limitation (NQTL) analysis; it introduced the No Surprises Act, which fundamentally changed how claims disputes are handled; and it prohibited health plans from entering into contracts containing gag clauses. This particular blog post focuses on gag clauses. The implications of this prohibition on transparency and patient rights are immense, and it’s worth looking into the power dynamics at play since it’s not quite as simple as saying that plans can no longer have these gag clauses.</span><br /> <b><span style="font-size:12.0pt"><br /> A Brief History: The Emergence of Gag Clauses</span></b></span></span><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> <br /> Per the Consolidated Appropriations Act 2021, the now-impermissible “gag clauses” are contractual terms that tend to prohibit health plans from receiving or disclosing specific information about providers, particularly relating to the cost or quality of care. Historically, health plans and their vendors could, and often did, freely enter into agreements that included gag clauses. This secrecy has been an unfortunate staple of the self-funded industry, and has played a part in preventing many health plans and plan participants from truly understanding (and, sometimes, presented a barrier to compliance with) their contractual obligations.</span></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> While the intention of the gag clause prohibition is to foster transparency and consumer protection, the introduction and enforcement of the prohibition has raised some eyebrows, particularly concerning the balance of power in the self-funded health insurance industry. In particular, many are less than thrilled that the onus is placed on the health plan to avoid agreeing to gag clauses rather than, for instance, the onus being placed on a vendor with far greater bargaining power to avoid attempting to impose gag clauses to begin with.</span></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"><br /> Bargaining Power and The Shadows of Big Players</span></b></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> Larger entities, most predominantly vast national PPO networks that so many health plans and TPAs ally with, possess inequitably-high bargaining power, given their relative ubiquity. Leaving aside the talking point that these national networks provide relatively little cost-containment value for health plans, instead offering prohibition on balance billing (which is certainly valuable, but not in the cost-containment context) alongside discounts so small as to be virtually meaningless in many cases, their geographic and market dominance allows them to set terms that are favorable to them and their contracted providers, often sidelining transparency, and often intentionally. What we’ve seen is that the larger the entity, the more likely it is to use gag clauses as strategic tools to maintain their market stronghold.</span></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"><br /> Inequity in the Requirement: <i>Why Health Plan</i>s?</span></b></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> The statutory prohibition on gag clauses is placed squarely on health plans, which presents an inherent and undeniable bias. Surely Congress knows that it’s <i>not</i> health plans, but their vendors, that impose these clauses; these vendors push for such clauses to safeguard their interests, keeping cost structures and quality metrics under wraps specifically to quash transparency. Health plans are the unfortunate victims of this power imbalance and therefore gag clauses, not the perpetrators.</span></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> In light of that, putting the onus solely on health plans seems a bit unjust, effectively holding a health plan accountable for a provision that a given health plan very likely didn't <i>want,</i> but had no choice but to accept due to the power dynamics at play. Lest we forget, too, that even given this gag clause prohibition, <i>vendors</i> are certainly not prohibited from attempting to demand the continued existence of gag clauses; vendors remain free to make demands, and the prohibition on gag clauses does not extend to a vendor – but health plans prohibited from <i>accepting</i> those gag clauses. Placing this limitation on health plans sidesteps the real culprits that do actually promote gag clauses, and we continue to see vendors trying to put a wolf in sheep’s clothing by trying to promote not-quite-so-obvious gag clauses, but gag clauses nonetheless.</span></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"><br /> Crossroads for TPAs</span></b></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> As they so often are, TPAs are caught in the whirlwind of all this. As with so many other aspects of their business, TPAs must walk a tightrope between providing comprehensive assistance to health plans and increasing their workload and responsibility. To pile on more confusion, many employer groups simply expect their TPAs to handle the discovery of gag clauses, attestation of whether there are gag clauses, and future avoidance of gag clauses as part of their normal business, which can lead to some awkward conversations.</span></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"><br /> A Call for a More Balanced Approach & Support</span></b></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> Though the gag clause prohibition (and the resultant requirement to attest to whether or not there are currently any gag clauses in place) is a tangible issue that TPAs, health plans, and other players in the industry need to proactively deal with, the prohibition itself offers a window into the larger power imbalances in the self-funded marketplace, and the perhaps somewhat misguided . As regulations evolve, we sincerely hope that the powers that be recognize the urgent need to more evenly balance this power, ensuring that health plans are not unduly burdened, nor vendors given a free pass.</span></span></span><br /> <span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><br /> The American healthcare system is as much about patient well-being as it is about business dynamics (though some might say that business dynamics are more prominent in many ways). As the various stakeholders navigate these murky waters, a holistic approach that considers the roles and influences of all entities, big or small, is crucial, and we hope that Congress eventually agrees. For now, though, health plans have a tough road ahead. </span></span></span><br /> <b><i><span style="font-size:12.0pt"><span calibri="" style="font-family:"><br /> Please don’t forget that The Phia Group is here to help! ICE clients, don’t hesitate to use your dedicated ICE inbox for gag clause-related support at no additional cost. Others needing support can reach out to <a href="mailto:PGCReferral@phiagroup.com" style="color:#0563c1; text-decoration:underline">PGCReferral@phiagroup.com</a> for assistance.</span></span></i></b></p> <p style="margin:0in"><span style="font-size:11pt"><span style="font-family:"Calibri",sans-serif"></span></span></p> <p style="margin-left:.5in; margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"></span></b></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"></span></b></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"></span></b></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"></span></b></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><b><span style="font-size:12.0pt"></span></b></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> <p style="margin:0in"><span style="font-size:11pt"><span calibri="" style="font-family:"><span style="font-size:12.0pt"></span></span></span></p> 1267Diapers & Wipes Reflectionhttps://www.phiagroup.com/Media/Posts/PostId/1264/diapers-wipes-reflectionBlog,Health Insurance,Healthcare Costs,Hospital BillsThu, 03 Aug 2023 13:57:29 GMT<p style="text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif"><span style="color:#595959">By: Desireé Erskine</span></span></span></span></span></span></span></p> <p style="text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif"><span style="color:#595959"></span></span></span></span></span></span></span></p> <p style="text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="line-height:107%"><span style="font-family:"Times New Roman",serif"><span style="color:#595959">My name is Desireé Erskine and I have been at The Phia Group for the past 17 years, the last 10 of which I have spent as an Overpayment Recovery Specialist in the Provider Relations Department. </span></span></span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">As my family and I look forward to celebrating our daughter Kinsley’s first birthday this Sunday, we have revisited some of our fond memories and challenges in our first year as a family of five. In doing so, we have discussed how helpful Phia’s “Diapers and Wipes” program has been to our family. </span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif"></span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">The “Diapers and Wipes” program, per The Phia Group’s handbook:</span></span></span></span></span></p> <p style="text-align: justify; margin: 0in 0in 8pt 40px;"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">If a Plan Participant is pregnant and expecting the birth of a child, they can choose to seek prenatal, neonatal and/or childbirth services from any number of in-network providers identified as leaders in both quality of care and fair pricing. After consulting with HR, if a Plan Participant chooses to utilize one of those identified providers for childbirth services, that Plan Participant will receive $300 per month to use on diapers and wipes (via a gift certificate and facilitated by creating an auto-ship account).</span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif"></span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">Some personal backstory: On the second day following her birth, Kinsley started breaking out in an area that was covered by the diaper. I suspected it was due to an allergy to formula as I had to supplement while in the hospital. I immediately stopped the formula and waited a few days to see if this would start to clear up. It did not. In fact, it had gotten progressively worse and went downhill quickly. </span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif"></span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">After several calls, trips, and visits, we were referred to the Boston Children’s Hospital Dermatology Program. We were told Kinsley had an ulcerating hemangioma. This hemangioma grew in diameter and burrowed deep, becoming full-blown by the time she was two weeks. It was approximately the size of a golf ball cut in half. Doctors have found that the most successful way to treat this is with a BP medication. With the dose she needed, Kinsley had to be monitored closely; after a few weeks of increasing the dose on our own, the doctors thought it would be best to have her admitted on an inpatient basis. She and I spent a few days at Children’s so that she could be watched. After passing her “test,” she was sent home with medication to be taken twice daily, along with numbing ointments. </span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif"></span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">I am happy to say after a year of monthly doctor’s appointments, dose increases, topicals, medication taken twice a day, and quite a few DIAPERS – we are <i>almost</i> in the clear. Fortunately! </span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">For a second though, just imagine an open sore in the diaper region of an infant. This was painful and tiresome, for her and for us. This is where the Diapers and Wipes program has helped our family tremendously. As we all know, infants are changed often, for obvious reasons. Between her bathroom breaks and all the creams we needed, we had to “over change” her. She needed a clean and dry diaper constantly. So, the very generous $300 a month stipend for diapers and wipes relieved our family of an incredible financial burden. One we would have had if we did not participate in this program. </span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif"></span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">We are beyond grateful for the financial support that Phia has provided. If you are looking to expand your family (congrats!), I highly encourage you to look into this program more and ask questions if needed. It has saved us in more ways than one.</span></span></span></span></span></p> <p style="margin-bottom:0in; text-align:justify; margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:normal"><span style="font-family:"Calibri",sans-serif"><span style="font-size:12.0pt"><span style="font-family:"Times New Roman",serif">Thank you Adam & OPCOM for the help this past year and for providing this program! I am extremely grateful to be a part of such a great company!</span></span></span></span></span></p> 1264Benefest 2023: Talking Costs and Laws with Carriershttps://www.phiagroup.com/Media/Posts/PostId/1263/benefest-2023-talking-costs-and-laws-with-carriersBlog,Cost Containment,Health Insurance,Healthcare CostsMon, 31 Jul 2023 16:37:10 GMT<p style="text-align: justify;">By: Jessie Boyle and David Ostrowsky</p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times="">By March, amidst the snowbanks contracting and days growing incrementally longer, conference season – at least for the healthcare industry -- is in full bloom. One of the marquee Massachusetts-based healthcare conferences, Benefest 2023, focused on “shaping the future of healthcare” in the commonwealth, was held earlier this summer at Worcester’s Polar Park -- during the peak of conference season. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times="">On June 15, the Massachusetts Chapter of the National Association of Benefits and Insurance Professionals (NABIP), which represents over 100,000 licensed health insurance agents, brokers, general agents, consultants, and benefit professionals and has over 200 chapters across the United States, convened to discuss the most pressing health insurance issues facing Massachusetts residents and employers. In particular, there was an acute focus on espousing affordable health insurance market solutions. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times="">Benefest 2023 featured two panels, the Executive Leader Panel and the Legislative Panel, each of which showcased speakers from prominent organizations including UnitedHealthcare, Blue Cross Blue Shield of Massachusetts, and Aetna. There were quite a few developments to discuss, perhaps the most impactful being that of site neutral payments, which would discontinue the practice of giving different reimbursement amounts for the same service based on where the service was delivered. In effect, site neutral payments would make healthcare services more affordable to patients by incentivizing providers to work at cost-effective clinics. While site neutral payments could be perceived as a short-term solution, other longer-term reimbursement strategies, particularly those concerning commercial contracts and new cost models, remain viable options over the next three to five years. Naturally, price transparency – and how the processes for understanding, following, and applying the new regulations -- was another hot topic. Interestingly, there was strong consensus among all panelists that complying with the regulations has been relatively easy. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times="">From a legislative perspective, the state of business and healthcare in Massachusetts is at a critical juncture as Governor Maura Healey recently appointed Kate Walsh, formerly CEO of Boston Medical Center, as the new Health and Human Services Secretary who will be chiefly responsible for managing soaring healthcare costs and the ongoing devastating behavioral health crisis. Meanwhile, both the Massachusetts House of Representatives and State Senate recently finished preparing the budget for Fiscal Year 2024; subsequent discussion about how budget constraints align with healthcare initiatives remains a high priority for the administration. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times="">The Legislative Panel focused the majority of their attention on two topics: the ongoing popularity of Telehealth and expansion of connector care sub-eligibility. As is well known, Telehealth use spiked during the pandemic as the phenomenon was a true win-win: medial practices had a new revenue stream while non-emergent patients could still safely receive care while paying the same for virtual services as they would for an in-person visit. Now, with the pandemic having largely receded, should there still be such monetary parity between the two services? With healthcare providers now able to conduct in-person visits with patients (and provide arguably higher quality services than those rendered on a virtual basis), the movement to lower Telehealth charges is gaining traction. In terms of expansion of connector care sub-eligibility, it was noted how, historically, patients could get subsidized health insurance through Mass Health Connector if they had an income totaling 300% of the federal poverty level. Now, there is potential for that threshold to be increased to 500%, which would equate to approximately $150,000 per family. Naturally, however, there are significant concerns as to whether the Massachusetts State House has the wherewithal to appropriate requisite funding for this to come to fruition. </span></span></span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times="">Surely, how such developments play out will be a focal point of Benefest 2024 next summer. </span></span></span></span></span></span></p> 1263The Phia Group and Healthcare Recovery Solutions (HRS) Join Forces to Empower Healthcare Payers in Recovering Lost Dollars from PFAS, PFOA and PFOS Payoutshttps://www.phiagroup.com/Media/Posts/PostId/1255/the-phia-group-and-healthcare-recovery-solutions-hrs-join-forces-to-empower-healthcare-payers-in-recovering-lost-dollars-from-pfas-pfoa-and-pfos-payoutsPress ReleasesThu, 29 Jun 2023 20:39:29 GMT<p>FOR IMMEDIATE RELEASE</p> <p>6/29/2023</p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:"><span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times=""><span style="color:#140028">CANTON, MA – </span></span></span></span>The Phia Group, a distinguished leader in healthcare cost containment, and Healthcare Recovery Solutions (HRS), a prominent healthcare mass tort subrogation expert, announce their most recent and pressing initiative. In response to an environmental crisis in the US, our team is launching a robust initiative to provide unparalleled recovery solutions for healthcare payer clients. Through the integration of our unique and exclusive capabilities, including patented, state-of-the-art mass tort data analytics and subrogation recovery specialists, we will offer an extraordinary opportunity for clients to identify and recover medical costs associated with toxic chemicals known as PFAS, PFOA and PFOS.<span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times=""><span style="color:#140028"></span></span></span></span></span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">The urgency of this initiative is highlighted by the recent high-profile settlement reached on June 22, 2023, by Minnesota-based chemical and manufacturing company, 3M. The $10.3 billion settlement with U.S. municipalities addresses claims of water contamination caused by polyfluoroalkyl and perfluoroalkyl substances (PFAS), commonly referred to as "forever chemicals." Additionally, DuPont, Corteva, Solvay and other manufacturers announced settlements totaling several billion dollars for similar claims.<span style="font-size:12.0pt"><span style="line-height:107%"><span new="" roman="" style="font-family:" times=""><span style="color:#140028"></span></span></span></span></span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">In response to this critical matter, The Phia Group and HRS' Subrogation and Recovery Services department are leveraging their decades of experience in mass tort subrogation, along with proprietary analytics and patented algorithms, to enforce their clients' recovery rights. Together, we will identify health benefit plans and plan members who may have suffered harm from not only 3M and DuPont products, but also a broader range of industrial and household products emitting hazardous chemicals.</span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">"With our subrogation expertise and formidable analytical data integration, we can identify these specific mass tort cases, place the appropriate parties on notice, and recover millions for our clients' health plans, which can be utilized for future medical claims," said Adam Russo, CEO of The Phia Group. "This isn’t your basic car accident subrogation case and that is why Phia is the premier recovery partner for your plans. These cases are tougher to find but the recoveries are worth the efforts.” </span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">Harnessing their combined subrogation and technical expertise, The Phia Group is now mobilizing to assist benefit plans, stop-loss carriers, plan members, and participants who have suffered damages, ensuring they receive the support they deserve.</span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">"Our clients rely on us in mass tort litigations like this to help them identify and maximize recoveries, to help make them whole," concluded Mr. Russo. Ron Peck, Chief Legal Officer of The Phia Group, emphasized the importance of subrogation in situations where massive organizations with substantial resources are accused of causing significant damage to a large population. "We are working hard to ensure that victims and their health benefit plans are not left paying for damages caused by someone else."</span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">For more information, please visit <a href="http://www.phiagroup.com"><span style="color:#0000ff;">www.phiagroup.com</span></a> or contact Garrick Hunt at <a href="mailto:GHunt@phiagroup.com" style="color:blue; text-decoration:underline">GHunt@phiagroup.com</a>. </span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"></span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">About The Phia Group: The Phia Group, LLC, is a seasoned provider of healthcare cost containment techniques, offering comprehensive claim repricing, No Surprises Act support, claims recovery, plan document, and consulting services designed to control healthcare costs and safeguard plan assets. Through industry-leading consultation, plan drafting, subrogation, and other cost containment solutions, The Phia Group truly empowers plans. Learn more at phiagroup.com.</span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">About Healthcare Recovery Solutions: HRS is a leading innovator in mass tort in healthcare subrogation, specializing in delivering patented comprehensive recovery services to healthcare payers. With a strong track record in mass tort litigation recoveries, HRS brings extensive experience and expertise to the table. By partnering with The Phia Group, HRS further strengthens its capabilities and extends its reach, providing a formidable solution for healthcare payers seeking to recover lost dollars from PFAS-related payouts. </span></span></span></p> <p style="margin:0in 0in 8pt"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">To learn more about Healthcare Recovery Solutions, please visit <a href="http://www.hrs-recovery.com" style="color:blue; text-decoration:underline">www.hrs-recovery.com</a> or contact Sarah Klein at <a href="mailto:sklein@hrs-recovery.com" style="color:blue; text-decoration:underline">sklein@hrs-recovery.com</a>. </span></span></span></p> 1255A Weight Off My Chesthttps://www.phiagroup.com/Media/Posts/PostId/1248/a-weight-off-my-chestBlog,Health Insurance,Healthcare Costs,Hospital BillsTue, 06 Jun 2023 19:31:20 GMT<p style="margin: 0in; text-align: justify;"><span style="font-size:11pt"><span style="font-family:"Calibri",sans-serif"><span style="color:#140028">By: Ron E. Peck, Esq.</span></span></span></p> <p style="margin: 0in; text-align: justify;"><span style="font-size:11pt"><span style="font-family:"Calibri",sans-serif"><span style="color:#140028"></span></span></span></p> <p style="text-align: justify;"><span style="font-size:11.0pt"><span style="font-family:"Calibri",sans-serif"><span style="color:#140028">Insurance is supposed to be something you purchase to protect yourself against unforeseen – but costly – losses.  You don’t “expect” to be involved in a motor-vehicle accident, but you purchase automobile insurance to protect yourself against the costs incurred in an accident.  You don’t expect your home to flood or burn down, but you purchase homeowner’s insurance to protect yourself against the costs incurred in such incidents.  Automobile insurance does not pay to fill your car’s gas tank or change the oil.  These are foreseen, planned costs of automobile ownership and maintenance.  Homeowner’s insurance does not pay to replace the filters in your HVAC or power wash mold from the siding.  These are foreseen, planned costs of home ownership and maintenance.  Why, then, does health insurance pay for foreseen, planned costs of your body’s maintenance?  More importantly, how have recent trends taken advantage of our addiction to health insurance, and the expectation that it will pay for everything?<br /> <br /> There is a direct correlation between maintaining your health and avoiding costly conditions.  Most health plans would rather pay for an annual checkup or routine exam, than be stuck paying for undiagnosed cancer or complications arising from untreated diabetes.  By paying for your body’s maintenance, your health plan hopes to minimize or avoid larger, catastrophic claims.  If there was a less costly “exam” your car could undergo once or twice a year, and it substantially reduced the likelihood that it would suffer a costly accident, would an auto-insurance carrier that is obligated to cover the costs of such an accident instead prefer to pay for that less costly exam?  Very likely.<br /> <br /> Hence we find ourselves in a world where health insurance more or less pays for all of our healthcare – unforeseen and foreseen, planned and catastrophic.  So too do we find ourselves in a world where the consumer (that’s you and me – the patients) are not the payer (that would be our health plan).  When a consumer is the payer, they have an incentive to spend their money only on what is needed, and they are incentivized to seek out the best deals.  When a consumer is not the payer, they are less incentivized to care about the price.  While those who understand how insurance is funded recognize that high costs eventually trickle down to policyholders in the form of higher premiums, at the point of sale it’s hard not to overspend when you have “mom and dad’s credit card.”<br /> <br /> Introduce into this world a wonder drug.  Introduce into this world a drug that can help you lose weight.  Sure, treating disease and staying well is great – but looking good on the beach?  Now that is something worth paying for… especially with someone else’s money.<br /> <br /> One need only watch television, listen to the radio, or scroll through social media, and they will see non-stop chatter about Semaglutide and similar drugs, (sold under brand names such as Ozempic and Wegovy).  These medications are being prescribed at such a startling rate, pharmacists can’t keep them stocked.  Meanwhile, many of these medications – which are being used strictly for their weight loss properties – are actually primarily meant to help Type 2 diabetics control their blood glucose.  Thus, as a result of the weight loss demand, some diabetics can’t secure the medicine they need to maintain their health.<br /> <br /> On top of that issue, health plans are being asked to pay for these drugs.  Certainly, in the case of a diabetic (who uses the medication as it was intended), this should be a covered expense.  For those that are not diabetic, however, and instead seek to use this solely for its off-label properties, should this be a plan expense?  Is it medically necessary?  Patients and providers argue that – for those enduring morbid obesity – failure to lose weight will likely result in greater costs for the plan, including Type 2 Diabetes.  Yet, many patients and providers are making such arguments in instances where the patient is hardly obese – or obese at all – and the specter of other weight-based ailments is nothing more than a phantom fear, used to grease the skids of payment by the plan.  <br /> <br /> Health plans have a fiduciary duty to limit what they spend, and upon what they expend plan assets.  During this weight-loss-drug free-for-all, every health plan administrator should be auditing their claims to flag all such drugs, determine whether the applicable patient is a diagnosed diabetic, and if they are not – do a deep dive into whether they meet the definition of medical necessity; (in other words – is weight loss truly necessary to maintain their health, and if so, is there an equally effective but less costly option available to the patient).  If not, a hardline stance must be taken to avoid paying for what amounts to cosmetic claims.<br /> <br /> Note – If and when the deep pockets of insurance are sewn shut, and would-be users of such drugs must pay for them out-of-pocket, we can expect to see the cost of such drugs drop drastically, just like the pounds we all hope to shed.</span></span></span></p> 1248Are Non-Competes Out the Window?https://www.phiagroup.com/Media/Posts/PostId/1220/are-non-competes-out-the-windowBlog,Health Insurance,Healthcare CostsThu, 02 Feb 2023 17:38:56 GMT<p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">By: Kaitlyn MacLeod</span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">Not just yet. Recently, the Federal Trade Commission (FTC) <a href="https://www.ftc.gov/system/files/ftc_gov/pdf/p201000noncompetenprm.pdf" style="color:#0563c1; text-decoration:underline">proposed a new rule</a> that would ban post-employment non-competition agreements for all workers, including independent contractors, in nearly all workplaces. The proposed rule falls under Section 5 of the Federal Trade Commission Act, which bans unfair methods of competition. This proposed rule would greatly impact the entire healthcare industry. </span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">Most entities in healthcare utilize some form of non-compete agreements. Health insurance companies, TPAs, and PBMs regularly use non-competes to ensure former employees do not become local competition. Employment agreements for physicians are particularly restrictive, with some 40% containing non-compete provisions. In these cases, employers are particularly concerned about physicians setting up competing practices, especially after they might have heavily invested in a doctor’s training and career building. Tom Giella, Chair for the management consultancy and executive search firm Korn Ferry’s healthcare services practices, noted that “Banning non-competes will make the healthcare labor market more fluid and competitive, and salaries would probably go up.” </span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">What does this mean for your business?</span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">Companies will need to rethink how they are protecting their business. There has been a recent trend of state laws placing restrictions on non-compete agreements, including in California, North Dakota, and Oklahoma. If this proposed federal rule goes into effect (there are likely to be many challenges to this proposal in the coming months), current non-compete agreements in any state will need to be rescinded prior to the compliance date of the rule. The FTC has already provided model language for rescissions if this rule moves forward, found on page 214 of the proposed rule <a href="https://www.ftc.gov/system/files/ftc_gov/pdf/p201000noncompetenprm.pdf" style="color:#0563c1; text-decoration:underline">here</a>. </span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">All is not lost! While the proposed rule bans all non-competes, it does not yet ban other restrictive employment covenants, such as specific non-solicitation agreements, non-disclosure agreements, and proprietary business information covenants. These provisions may become the primary means by which businesses protect proprietary information and client relationships. We will have to wait and see whether this proposed rule will go into effect and how our industry reacts – in the meantime, businesses should take steps to protect their interests. </span></span></span></p> 1220The Dobbs Case – What Group Health Plans and Employers Need to Know | The Phia Grouphttps://www.phiagroup.com/Media/Posts/PostId/1162/the-dobbs-case-what-group-health-plans-and-employers-need-to-know-the-phia-groupPodcastsFri, 01 Jul 2022 16:18:28 GMT<p><iframe allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/pX3RibGm0mo" title="YouTube video player" width="560"></iframe></p> <p style="text-align:justify; margin:0in 0in 8pt; margin-right:0in; margin-left:0in"><span style="font-size:11pt"><span style="line-height:107%"><span calibri="" style="font-family:">On June 24th, the U.S. Supreme Court handed down one of its most controversial and impactful decisions in half a century by overturning <u>Roe v. Wade</u>. This decision has sweeping implications for group health plans. In this special edition of the Empowering Plans podcast, The Phia Group’s Chief Legal Officer, Ron Peck, is joined by attorneys Jen McCormick and Brady Bizarro to unpack the Court’s opinion, what’s likely to happen next, and most importantly, how health plans should respond to this historic ruling.</span></span></span></p> <p style="text-align:justify; margin:0in 0in 8pt; margin-right:0in; margin-left:0in"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif"></span></span></span></p> <p style="margin-top:0in; margin-right:0in; margin-bottom:8.0pt; margin-left:0in; text-align:justify"><span style="font-size:12pt"><span new="" roman="" style="font-family:" times=""><span style="font-size:11.0pt"><span calibri="" style="font-family:"><span style="color:#0563c1">Click here to check out the podcast!</span>  (Make sure you subscribe to our <span style="color:#0071ce"><span style="color:#0563c1">YouTube</span> </span>and <a href="https://itunes.apple.com/us/podcast/the-phia-groups-podcast/id1246462552?mt=2" style="color:blue; text-decoration:underline"><span style="color:#0071ce">Apple Podcasts</span> </a>Channels!)</span></span><span style="font-family:"Calibri",sans-serif"></span></span></span></p> 1162Empowering Plans: P116 – Right to Repair and Healthcarehttps://www.phiagroup.com/Media/Posts/PostId/1084/empowering-plans-p116-right-to-repair-and-healthcarePodcastsFri, 20 Aug 2021 15:19:00 GMT<p><iframe allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/PjI7xzVjgoY" title="YouTube video player" width="560"></iframe></p> <p style="text-align: justify;"><span style="font-size:16px;"> This week, take a break from COVID headlines with Andrew Silverio and Nick Bonds, as they discuss President Biden’s recent executive order on right to repair. How does promoting right to repair, a policy traditionally thought of in the context of automobiles and consumer electronics, factor into the healthcare space? Can right to repair reduce healthcare expenses, or is it a threat to the patient safety and intellectual property rights? </span></p> <p style="text-align: justify;"><span style="font-size:16px;"><a href="https://www.youtube.com/watch?v=PjI7xzVjgoY">Click here to check out the podcast</a>!  (Make sure you subscribe to our <a href="https://www.youtube.com/watch?v=PjI7xzVjgoY">YouTube</a> and <a href="https://itunes.apple.com/us/podcast/the-phia-groups-podcast/id1246462552?mt=2">Apple Podcasts </a>Channels!)</span></p> 1084Empowering Plans: P95 - 2020 Election Results (So Far) – Our Takeawayshttps://www.phiagroup.com/Media/Posts/PostId/1016/empowering-plans-p95-2020-election-results-so-far-our-takeawaysPodcastsMon, 09 Nov 2020 14:14:00 GMT<p><iframe allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/LpODql6OuPk" width="560"></iframe></p> <p style="text-align: justify;"><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:16px;"></span></span></p> <p style="margin:0in 0in 0.0001pt"><span style="color:#000000;"><span style="font-size:16px;"><span style="font-family:"Calibri",sans-serif">In this episode of Empowering Plans, Ron and Brady are joined by Attorney Nick Bonds to discuss the 2020 election results. For now, it looks like we will have a new president in 2021. What will that mean for the healthcare industry? If the Senate stays in Republican control, is a public option likely? Will Obamacare be replaced? What will happen to popular issues such as prescription drug reform and surprise billing bans? We are covering all of the angles and breaking down all of the possibilities.</span></span></span></p> <p style="text-align: justify;"><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:16px;"></span></span></p> <p style="text-align: justify;"><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:16px;"><a href="https://youtu.be/LpODql6OuPk"><span style="color:#0071CE;">Click here to check out the podcast!</span></a><span style="color:#0071CE;"> </span><span style="color:#000000;"> (Make sure you subscribe to our </span><a href="https://youtu.be/LpODql6OuPk"><span style="color:#0071CE;">YouTube</span></a><span style="color:#000000;"> and </span><a href="https://itunes.apple.com/us/podcast/the-phia-groups-podcast/id1246462552?mt=2"><span style="color:#3366ff;">iTunes</span><span style="color:#000000;"> </span></a><span style="color:#000000;">Channels!)</span></span></span></p> 1016Benefits on the Ballot – A Political Update for Health Benefits Professionalshttps://www.phiagroup.com/Media/Posts/PostId/1001/benefits-on-the-ballot-a-political-update-for-health-benefits-professionalsWebinarsTue, 22 Sep 2020 15:09:46 GMT<p><iframe allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/eOP_s3aVU1c" width="560"></iframe></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:14px;"><span style="line-height:107%"><span style="line-height:107%">Election season is underway.  The future of healthcare will be decided via the ballot box, court rooms, and congressional halls.  Pandemic or no pandemic, the gears of democracy are turning and what happens now will have long term effects for us all.  Join The Phia Group as they discuss the most important elections (including candidates’ positions on health), ongoing legal cases, and proposed laws.  They will dissect each and provide you with not only thoughts on how they may impact us, but how we can best prepare for likely outcomes. </span></span></span></span></p> <p style="margin: 0in 0in 8pt; text-align: justify;"><a href="https://youtu.be/eOP_s3aVU1c"><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:14px;"><span style="line-height:107%"><span style="line-height:107%">Click Here to View Our Full Webinar on YouTube</span></span></span></span></a></p> <p style="text-align: justify;"><a href="/Portals/phiagroup/webinars/Sept 2017/September%202020_Webinar_Slides_Final.pdf?ver=4V092ANVInDQ4bGykGcOMg%3d%3d"><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:14px;"><span style="line-height:107%">Click Here to Download Webinar Slides Only</span></span></span></a></p> 1001The Top 10 of 2020: Cost Containment Measures to Implement Right Nowhttps://www.phiagroup.com/Media/Posts/PostId/941/the-top-10-of-2020-cost-containment-measures-to-implement-right-nowWebinarsTue, 10 Mar 2020 16:28:26 GMT<p><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/mUNTPvpkZ8k" width="560"></iframe></p> <p style="text-align: justify;">Self-funding can be great if you know how to use it – but it can also be disastrous if done wrong. Health plans trust their TPAs and brokers to make the right decisions for them, and cost-containment is always the right decision. From choosing a stop-loss carrier all the way to handling appeals, the self-funding market is full of options and customizations, and some are (much) better than others.</p> <p style="text-align: justify;">Join The Phia Group’s legal team as they discuss the cost-containment measures they encounter most frequently, and tell some success stories, some horror stories, and how you can make the best decisions for your clients’ bank accounts.</p> <p style="text-align: justify;"><a href="https://youtu.be/mUNTPvpkZ8k">Click Here to View Our Full Webinar on YouTube</a></p> <p style="text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">To obtain a copy of our webinar slides, please reach out to <a href="mailto:mpainten@phiagroup.com" style="color:#0563c1; text-decoration:underline">mpainten@phiagroup.com</a>. </span></span></span></p> 941Empowering Plans: P72 – The Young & The Restlesshttps://www.phiagroup.com/Media/Posts/PostId/909/empowering-plans-p72-the-young-the-restlessPodcastsThu, 21 Nov 2019 15:37:07 GMT<p><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/4RVkpDPtqGY" width="560"></iframe></p> <p style="text-align: justify;"><span class="pre_wrap">Adam Russo and Brady Bizarro sit down with Craig Clemente, Chief Operations Officer at Specialty Care Management and outgoing Chairman of the SIIA Future Leaders Committee, to discuss the future of the committee and the many ways they intend on engaging the younger generation. Make sure you tune in to find out what SIIA has in store for 2020 and beyond.</span></p> <p style="text-align: justify;"><a href="https://youtu.be/4RVkpDPtqGY"><span style="color:#0071CE;">Click here to check out the podcast!</span></a><span style="color:#0071CE;">&nbsp;</span><span style="color:#000000;"> (Make sure you subscribe to our </span><a href="https://youtu.be/4RVkpDPtqGY"><span style="color:#0071CE;">YouTube</span></a><span style="color:#000000;"> and </span><a href="https://itunes.apple.com/us/podcast/the-phia-groups-podcast/id1246462552?mt=2"><span style="color:#3366ff;">iTunes</span><span style="color:#000000;"> </span></a><span style="color:#000000;">Channels!)</span></p> 909Faces of Phia: Episode 19 – Shauna Makes a Comebackhttps://www.phiagroup.com/Media/Posts/PostId/906/faces-of-phia-episode-19-shauna-makes-a-comebackPodcastsFri, 15 Nov 2019 14:54:11 GMT<p><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/JZwDd6qa8kM" width="560"></iframe></p> <p style="text-align: justify;"><span style="color:#000000;">Join Adam Russo and Ron Peck as they interview Shauna Mackey, The Phia Group&rsquo;s Associate General Counsel. Shauna is back in New England after moving to London, and was fortunate to have had private health insurance through her husband&rsquo;s company, as opposed to utilizing the public healthcare offered to all residents in England. Tune in to learn more about Shauna and her experience with both public and private healthcare throughout her pregnancy and delivery.</span></p> <p style="text-align: justify;"><a href="https://youtu.be/JZwDd6qa8kM"><span style="color:#0071CE;">Click here to check out the podcast!</span></a><span style="color:#0071CE;">&nbsp;</span><span style="color:#000000;"> (Make sure you subscribe to our </span><a href="https://youtu.be/JZwDd6qa8kM"><span style="color:#0071CE;">YouTube</span></a><span style="color:#000000;"> and </span><a href="https://itunes.apple.com/us/podcast/the-phia-groups-podcast/id1246462552?mt=2"><span style="color:#3366ff;">iTunes</span><span style="color:#000000;"> </span></a><span style="color:#000000;">Channels!)</span></p> 906Plan Language, Rx, and Lawsuits to Watch (and File): Innovation for a Changing Industryhttps://www.phiagroup.com/Media/Posts/PostId/905/plan-language-rx-and-lawsuits-to-watch-and-file-innovation-for-a-changing-industryWebinarsWed, 13 Nov 2019 22:37:00 GMT<p><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/suQ-qXeBn0c" width="560"></iframe></p> <p style="text-align: justify;">In the face of evolving pricing models, ever-increasing drug costs, difficulties in administering claims, and increased regulatory burdens, the players in the self-funding industry need change. Not just any change, though; creative change that promotes cost-containment and makes life easier for those who support health benefit plans in one way or another.<br /> <br /> Join The Phia Group’s legal team as they discuss innovative programs to manage vendor fees, balance-bill <span class="details" style="display: inline;">litigation, Rx manufacturer assistance, and other ideas being proposed by players in the industry. Join us to assure you are able to manage new regulatory frameworks and keep up with the industry’s progress.</span></p> <p style="text-align: justify;"><a href="https://youtu.be/suQ-qXeBn0c">Click Here to View Our Full Webinar on YouTube</a></p> <p style="text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">To obtain a copy of our webinar slides, please reach out to <a href="mailto:mpainten@phiagroup.com" style="color:#0563c1; text-decoration:underline">mpainten@phiagroup.com</a>. </span></span></span></p> 905Faces of Phia: Episode 18 – Battling Balance-Billinghttps://www.phiagroup.com/Media/Posts/PostId/901/faces-of-phia-episode-18-battling-balance-billingPodcastsMon, 04 Nov 2019 15:46:54 GMT<p><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/VqPKDXTxFbU" width="560"></iframe></p> <p>Join Adam Russo and Ron Peck as they interview Lyneka Hubbert, a Medical Claim Negotiator here at The Phia Group. Lyneka has worked in six different departments throughout her five years at Phia, and has more in store for her future here. Tune in to learn more about Lyneka and her experience with protecting patients from balance bills.</p> <p style="text-align: justify;"><a href="https://youtu.be/VqPKDXTxFbU"><span style="color:#0071CE;">Click here to check out the podcast!</span></a><span style="color:#0071CE;">&nbsp;</span><span style="color:#000000;"> (Make sure you subscribe to our </span><a href="https://youtu.be/VqPKDXTxFbU"><span style="color:#0071CE;">YouTube</span></a><span style="color:#000000;"> and </span><a href="https://itunes.apple.com/us/podcast/the-phia-groups-podcast/id1246462552?mt=2"><span style="color:#3366ff;">iTunes</span><span style="color:#000000;"> </span></a><span style="color:#000000;">Channels!)</span></p> 901Tales From the Plan: Episode 5 – Translating Phia’s Benefit Planhttps://www.phiagroup.com/Media/Posts/PostId/898/tales-from-the-plan-episode-5-translating-phias-benefit-planPodcastsThu, 24 Oct 2019 21:29:28 GMT<p><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/E88H44z3nng" width="560"></iframe></p> <p style="text-align: justify;"><span style="color:#000000;">Join Adam Russo and Ron Peck as they interview The Phia Group&rsquo;s Human Resources Manager, Linda Pestana. Learn how Linda was able to navigate our health plan and negotiate with a provider to make her son&rsquo;s hearing aids affordable. Additionally, Linda discusses another story regarding Phia&rsquo;s health plan, and how it has completely erased the out-of-pocket expense for a medication another employee previously paid $800.00 a month for. </span></p> <p style="text-align: justify;"><a href="https://youtu.be/E88H44z3nng"><span style="color:#0071CE;">Click here to check out the podcast!</span></a><span style="color:#0071CE;">&nbsp;</span><span style="color:#000000;"> (Make sure you subscribe to our </span><a href="https://youtu.be/E88H44z3nng"><span style="color:#0071CE;">YouTube</span></a><span style="color:#000000;"> and </span><a href="https://itunes.apple.com/us/podcast/the-phia-groups-podcast/id1246462552?mt=2"><span style="color:#3366ff;">iTunes</span><span style="color:#000000;"> </span></a><span style="color:#000000;">Channels!)</span></p> 8982020 Forecast - Storm Clouds, Clear Skies, and the Issues that will Dominate Next Yearhttps://www.phiagroup.com/Media/Posts/PostId/897/2020-forecast-storm-clouds-clear-skies-and-the-issues-that-will-dominate-next-yearWebinarsWed, 23 Oct 2019 16:05:00 GMT<p><iframe allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/msTySbAgbvw" width="560"></iframe></p> <p style="text-align: justify;">2020 is almost here, and The Phia Group continues its webinar series dedicated to preparing you for renewals, and the coming year. Join the team for this free webinar as they discuss the issues that impacted 2019, and are poised to dominate 2020, including (but not limited to) Mental Health Parity, Paid Leave, Health Insurance Taxes, Drug Prices, Regulations, and Coupons.</p> <p style="text-align: justify;"><a href="https://youtu.be/msTySbAgbvw">Click Here to View Our Full Webinar on YouTube</a></p> <p style="text-align: justify;"><span style="font-size:11pt"><span style="line-height:107%"><span style="font-family:"Calibri",sans-serif">To obtain a copy of our webinar slides, please reach out to <a href="mailto:mpainten@phiagroup.com" style="color:#0563c1; text-decoration:underline">mpainten@phiagroup.com</a>. </span></span></span></p> 897