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The Phia Group's 3rd Quarter 2022 Newsletter

Phone: 781-535-5600 |

The Book of Russo:

I’ll be straight with you - I’m at the beach. I’m literally typing this as I sit upon some warm, white sand, and gaze at the ocean. Yes indeed, I am celebrating my anniversary with my wife in Jamaica. More accurately, I am celebrating my anniversary with my wife and my family in Jamaica. Even more accurately, I am celebrating my anniversary with my wife and my entire family – including extended family – in Jamaica. Indeed; whether we are talking about a vacation or services meant to address any and all industry needs, I am a giver. Humor aside for a moment, I am so thankful for this much needed time; an opportunity to reflect upon what an amazing team we have built at The Phia Group, the incredible services and products we’ve developed hand-in-hand with you – our partners, and the incredible strides we’ve taken together over the years in our quest to maximize benefits, minimize costs, and empower plans.

It wasn’t “that” long ago when we were simply viewed as a subrogation company, or when Ron, Jen and I were the only Phia Group “speakers” that could reliably attend conferences and confidently talk about any and all health insurance related topics. Today, I’m proud to say that through our targeted efforts – including but not limited to our future leaders committee and “6th person” (building the roster of professional speakers) program, we have identified 16 staff members that can travel anywhere in the country, to talk about any of the issues impacting you and your clients today, the opportunities for tomorrow, and how Phia can guide you to success. 

There’s nothing I’m more proud of than creating a second generation of industry thought leaders that will work to advance our mission of ensuring you, your plans, their employees and families can access and afford high quality health care for a lower cost. I love this team.  

– Happy reading!

Enhancements of the Quarter: Mass Tort Subrogation
Phia Fit to Print
From the Blogosphere
The Phia Group’s 2022 Charity
The Stacks
Employee of the Quarter
Phia News

Enhancement of the Quarter: Mass Tort Subrogation

Some years ago, Phia partnered with HRS to use patented logic to help identify treatment that was related to class action lawsuits. They are typically divided into those related to toxic elements, device-related losses, and drugs. As an example, there are numerous cancer claims for which RoundUp has been considered responsible. 

Phia runs claims data through certain logic to identify cases that may not have obvious third-party liability, but which may ultimately be subject to mass tort subrogation. In addition to wanting us to identify cases where a plan participant has already filed a mass tort claim, many of our subrogation clients ask us to proactively reach out to participants to potentially include them in the mass tort lawsuit or settlement, thereby expanding reimbursement opportunities. 

Over the past year there has been a significant increase in cases identified, backlog of these cases, and expected recoveries – and in the last quarter, we have continued to refine our case identification and reporting capabilities. 

If you don’t already benefit from Phia’s subrogation services, contact for more information.

Service Focuses of the Quarter: Independent Consultation and Evaluation (ICE) and No Surprises Act Support 

Independent Consultation and Evaluation 

Here at The Phia Group, we’re not a TPA, but we know TPAs. Like the back of our hand. That’s why we developed our Independent Consultation and Evaluation service, otherwise known as “ICE.” 

We know how difficult processing claims can be, especially when those claims involve complex situations. Asking plan administrators for guidance to avoid liability is always a good idea but is sometimes not feasible due to time constraints or simply the fact that most plan administrators are not well-versed in the art and science of claims processing. Your clients are school districts, or textile manufacturers, or labor unions; what can they reasonably be expected to know about the law such as when an illegal acts exclusion can be applied, and when it can’t? 

Nothing, that’s what. Enter The Phia Group’s ICE service. We are experts in the law related to health benefit offerings, and we know plan documents like Tom Brady knows a playbook. ICE was created to ensure that health plans and the TPAs that work with them have a resource to tap into when things get hairy – and since it’s billed at a flat monthly fee rather than on an hourly basis, it’s affordable and accessible, and there are no surprises. 

(And speaking of “no surprises”…) 

No Surprises Act Support

Phia’s new No Surprises Act (NSA) support services entail non-network claim pricing, “open negotiation” support, and Independent Dispute Resolution (IDR) defense. Although every TPA potentially has a different set of needs related to the No Surprises Act, Phia can be engaged to perform functions such as checking NSA-related communications to verify the NSA’s applicability and doing a deadline review to ensure that the NSA’s timeframes are being adhered to. 

We are also well-equipped with the necessary benchmarking data, domain knowledge, and experience to negotiate claims with medical providers. In addition, if a claim becomes subject to Independent Dispute Resolution, our support services are available to vet and challenge an IDR entity if necessary, as well as to review or draft the plan’s offer of payment. 

Our NSA support services provide the backbone of post-payment NSA compliance, with a particular focus on cost-containment. Please contact for more information on Independent Consultation and Evaluation (ICE) or No Surprises Act support!  

Success Story of the Quarter: Unwrapping a Delayed Bill from the Provider

A TPA with which The Phia Group works closely has a benefit plan client that incurred a $245,000 air ambulance claim. Notably, this was incurred prior to the application of the No Surprises Act, so those protections do not apply here. 

This claim was subject to the Phia Unwrapped service, and so the claim was repriced at the client’s chosen rate of 160% of Medicare. The provider did not appeal, and the TPA periodically checked in with the patient to ensure that there was no balance billing; eventually the TPA considered the claim closed when there was no word whatsoever from the provider. 

A whopping 15 months later, the provider sent a demand letter to the plan, which was denied on procedural grounds as being filed later than the SPD’s terms allowed. The provider again appealed to the plan, and balance billed the member, which triggered the TPA to re-engage Phia. The TPA considered both the appeal and balance bill to be improper and prohibited by the terms of the SPD, but after reviewing the file, Phia determined that in fact both were valid! 

Generally, balance billing is subject to state contract law, which typically allows at least three years, meaning a provider may balance bill within a very long timeframe. In addition, since the United States is still in a state of national emergency, the COVID-related timeframe extensions remain in play – meaning that providers are granted an additional year to take steps such as submitting initial claims and appealing denials. Consequently, the appeal should have been considered timely, even if meritless. 

As a result, Phia advised that the plan simultaneously re-adjudicate the appeal and manage the balance billing, which the plan did. Ultimately, the appeal was denied as the plan did not owe more money, and Phia was engaged to negotiate the claim for potentially a higher payment to alleviate the balance billing. After a lengthy negotiation process (during which Phia pointed out to the provider that the billed charges constituted over 900% of Medicare), the plan approved settlement at 275% of Medicare, which protected the patient and closed the file for good.  

Please contact us at for all your presentation-related needs.

Phia Case Study: Continuity of Care Requirement

We have received numerous consulting requests regarding compliance with the No Surprises Act’s requirements, including the Continuity of Care requirements. In sum, federal law requires that a patient who is currently undergoing a course of treatment for a serious or complex condition, and whose provider’s contract with the plan terms during the course of treatment, is offered the opportunity to have claims that are part of that course of treatment paid as if the contract had not termed. 

TPAs have been struggling with how to proactively discover exactly when this applies and to whom, and many have asked whether these requirements can be met by including a general statement on all EOBs, to the effect of telling participants: “If you are undergoing a serious or complex course of treatment and your contracted provider becomes non-contracted, you may have continuity of care rights…” 

We have consistently opined that this is likely not a viable option for compliance; to quote from one response provided: 

“Notices of this kind are intended to be sufficiently specific as to inform a patient of the patient’s rights. If the notice is included on all EOBs – depending on the language ultimately used – either (1) all participants are effectively being told that their OON providers were previously INN, and that those patients have CoC rights (which is not accurate); or (2) all participants are being told that their OON providers may have previously been INN, and that those patients may have CoC rights (which we believe is not specific enough to actually inform patients of the bullets below). 

We have concerns that informing individuals that they have rights they don’t actually have (or don’t have a good way to find out), or informing everyone broadly that they may have certain rights – does not further the type of consumer protections envisioned by the NSA, nor does it provide the specific notifications required by the regulations. The EOB may ultimately include language that seems like it applies, but does not actually apply, to a given patient, which is not ideal from a consumer confusion standpoint or from an NSA compliance standpoint.”



Fiduciary Burden of the Quarter: “Good Faith, Reasonable Interpretations”

The self-funded industry heaved a collective sigh when the No Surprises Act was passed, and it seems like every day a new question arises that makes us sigh just a little bit more. Part of the frustration is the actual compliance burden, but part of it is the difficulty in figuring out how to comply. Although the regulatory bodies charged with interpreting the NSA have provided some guidance, it is not a whole lot – and with other federal laws, the regulators have directed health plans to use a “good faith, reasonable interpretation” of the law and regulations that have been promulgated. We view this as a blessing and a curse.

Whether or not a particular interpretation meets that standard is anyone’s guess – but many view the opportunity to exercise judgment as a good thing, since it leaves some leeway to get creative or to interpret the regulations in a way that makes the most sense for a given plan sponsor. The “good faith, reasonable interpretation” standard also generally means that there are many ways to skin that particular cat, which can make compliance easier! 

On the flip side, however, the inherent lack of clarity regarding the limits of a “good faith, reasonable interpretation” can be viewed as a negative. Just as many plan sponsors or TPAs thrive when given the chance to get a bit creative and interpret the rules in their own ways, other plan sponsors and TPAs may do much better simply following clear directions; the fact that the regulators have essentially said, “we don’t know; you figure it out!” can cause as many problems as it solves. 

In general, though, as long as a given interpretation of a law can be backed up with evidence that the sponsor believes is a good faith, reasonable interpretation – even if it is later identified as an unwitting violation – the punishment is likely to be far less severe than if the regulators gave very specific guidance that went unheeded.



• On May 24, 2022, The Phia Group presented, “Fiduciary Liability and The No Surprises Act,” in which the team engaged in a candid roundtable discussion, providing both guidance and real case studies regarding the NSA requirements and best practices for dealing with balance bills … all while avoiding administrative errors that could result in serious penalties. 

• On April 19, 2022, The Phia Group presented, “A Candid Roundtable Discussion of Industry Opportunities & Concerns,” in which we discussed real case studies and provided a candid analysis of recent industry developments and concerns.

Be sure to check out all of our past webinars!



Empowering Plans

• On June 24, 2022, The Phia Group presented, “U.S. Supreme Court Rules on Dialysis Carve-outs,” in which our hosts, Brady Bizarro and Andrew Silverio, broke down the Supreme Court’s ruling in the Marietta case on dialysis carveouts. 

• On June 10, 2022, The Phia Group presented, “Breaking Down Breaks in Service,” in which our hosts, Kelly Dempsey and Kevin Brady, discussed the important considerations surrounding rehired employees and breaks in service. 

• On May 27, 2022, The Phia Group presented, “The Benefits of Direct Primary Care,” in which our hosts, Nick Bonds and Corey Crigger, discussed Direct Primary Care (DPC). 

 • On May 13, 2022, The Phia Group presented, “Changing Laws & Changing Relationships,” in which our hosts, Jen McCormick and Jon Jablon, discussed some emerging laws and trends that impact the self-funded industry, with an emphasis on what it means for the TPA/employer dynamic. 

• On April 15, 2022, The Phia Group presented, “Congress’ Proposals to Limit Insulin Costs,” in which our hosts, Cindy Merrell and Micah Iberosi-Parnell, discussed the insulin cost crisis, Congress’ band-aid on insulin prices, and what’s really needed to lower costs for employers and patients. 

• On April 1, 2022, The Phia Group presented, “Planning for Parity: Exploring The Enhanced DOL Enforcement Efforts,” in which our hosts, Jen Berman of MZQ and Jen McCormick, discussed the DOL’s evolving approach on MHPAEA, which is moving from a "compliance assistance" model to a "proactive enforcement" model. Book of Russo 

• On June 17, 2022, The Phia Group presented, “The Book of Russo: Chapter 1,” in which our host, Adam Russo, discussed the new podcast series, healthcare transparency, and so much more.

Be sure to check out all of our latest podcasts!

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Phia Fit to Print:

• BenefitsPro – My Blood (Sugar) is Boiling – June 16, 2022 

• Self-Insurers Publishing Corp. – No Surprises Act: Open Negotiation Strategies & Companies – June 3, 2022 

• Self-Insurers Publishing Corp. – The Newest Fiduciary Duty: Protecting Participants From benefitsThemselves – May 6, 2022 

• BenefitsPro – Fiduciaries …. Don’t forget ALL your duties! – April 22, 2022 

• Self-Insurers Publishing Corp. – Ongoing Litigation Of Interest To Employer Group Health Plans – April 1, 2022

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From the Blogoshpere:

The Baby Formula Shortage and Preventive Care. The baby formula shortage in the United States has been worsening for months. 

Limits of Arbitration Provisions on Participant ERISA Claims. A recent decision by the U.S. Circuit Court of Appeals for the Sixth Circuit will likely have a significant impact on the enforcement of arbitration agreements in ERISA claims and more direct consequences on employers across the country. 

The Mess in the American Healthcare System. A system worth fixing. 

California Law Still Governs Most Surprise Bills. In March, the California Department of Managed Health Care (“DMHC”) issued an “All Plan Letter.” 

Texas’ New Pre-Authorization Exemption Law. Pre-Authorizations just got a lot easier in Texas!

To stay up to date on other industry news, please visit our blog.

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The Stacks:

No Surprises Act: Open Negotiation Strategies & Companies

By: Scott Bennett, Esq. – June 2022 – Self-Insurers Publishing Corp.  

2022 brings a new form to the inboxes of medical payment appeal departments nationwide: the Open Negotiation Notice. Not to be ignored, this form carries with it a looming threat of formal action if negotiations fail after 30 business days. This article explores the important events and steps involved in the Open Negotiation process, examples of the factors and benchmarks available during the negotiation, and a few strategies that have surfaced in the early part of this year during these negotiations. 

The Open Negotiations process includes the following events: initial payment or denial, the Open Negotiation Notice, review and a good faith response, and resolution or representation. Each stage is an opportunity to leverage the available rules for efficient closure of the claim.  

Click here to read the rest of this article

The Newest Fiduciary Duty: Protecting Participants From Themselves

By: Jon Jablon, Esq. – May 2022 – Self-Insurers Publishing Corp.  

In the recent case of Hughes v. Northwestern University, the US Supreme Court solidified some law that many feel is a misstep when applied broadly to fiduciary duties. Although regarding 401(k) plans, this case has potentially broad implications for any plans governed by the Employee Retirement Income Security Act, or ERISA. 

The industry at large tends to conceptualize fiduciary duties a bit nebulously, especially in the context of what benefits are offered by a given health plan. In general, although there are a few federal laws that tend to require that certain benefits be offered and under what circumstances, plan sponsors have enjoyed a great deal of freedom to offer any combination of benefits they see fit. Pension plans are subject to some different regulation given the different subject matter, but they are mostly in the same boat, especially when it comes to rules regarding plan administration under ERISA: pension plan sponsors are given a wide latitude to decide which investment options should be made available to their plan participants.  

Click here to read the rest of this article

The Newest Fiduciary Duty: Protecting Participants From Themselves

By: Corrie Cripps – April 2022 – Self-Insurers Publishing Corp

With COVID-19 temporary coverage mandates, transparency in coverage rules, and implementation of the No Surprises Act (NSA) provisions, the first quarter of 2022 has been a busy one for group health plan sponsors and third party administrators (TPAs). As policy changes and compliance issues continue to evolve this year, there is also a wide variety of court cases to watch, as they will have implications for employer-sponsored health plans. 

The Families First Coronavirus Response Act (FFCRA) and the Coronavirus Aid, Relief, and Economic Security Act (CARES Act) require group health plans to cover the cost of COVID-19 diagnostic testing and related services, but the CARES Act doesn’t specify a reimbursement amount for out-of-network providers. Instead, the law states these items are paid at the negotiated rate, if one exists. If no negotiated rate exists, the plan will pay the cash price publicly posted on the provider’s website, or such other amount as may be negotiated by the provider and plan.

Click here to read the rest of this article  

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The Phia Group's 2022 Charity

At The Phia Group, we value our community and everyone in it. As we grow and shape our company, we hope to do the same for the people around us.

The Phia Group's 2022 charity is the Boys & Girls Club of Metro South.

The mission of The Boys & Girls Club is to nurture strong minds, healthy bodies, and community spirit through youth-driven quality programming in a safe and fun environment.

The Boys & Girls Club of Metro South (BGCMS) was founded in 1990 to create a positive place for the youth of Brockton, Massachusetts. It immediately met a need in the community; in the first year alone, 500 youths, ages 8 to 18, signed up as club members. In the 30-plus years since then, the club has expanded its scope exponentially by offering a mix of Boys & Girls Clubs of America (BGCA) nationally developed programs and activities unique to this club.

Since their founding, more than 20,000 youths have been welcomed through their doors. Currently, they serve more than 1,000 boys and girls ages 5-18 annually through the academic year and summertime programs. 

Volunteer Day!

The Phia Group had the opportunity to visit The Boys & Girls Clubs of Metro South to participate in some fun activities for the kids! With over 100 kids to entertain all day, we had plenty for people to do. Archery, rock climbing, face painting, hiking, and so many more activities filled the day with so much joy and left us with so many memories. We are looking forward to next year’s Volunteer Day!


Boys & Girls Club Youth of the Year

Each year, the Boys & Girls Clubs of Metro South holds a competition to award the most prestigious honor that a teenager can receive as a member of their local Boys & Girls Club. The “Youth of the Year” award is the Boys & Girls Club’s signature effort to foster a new generation of leaders, fully prepared to live and lead in a diverse, global and integrated world economy. One lucky teen was awarded a $4,000 scholarship and a new laptop, courtesy of The Phia Group. The Boys & Girls Clubs of Metro South has announced the Boys & Girls Clubs of Metro South’s 2021 Youth of the Year winner, Kiley George! Best of luck in your future endeavors.

Boys & Girls Club Gala

The Boys & Girls Club Gala raised nearly $500,000 through its 2022 Bids for Kids Gala Auction held April 8 at the Putnam Club at Gillette Stadium. It was a true pleasure to be in attendance at this amazing event and we hope that the money raised will help kids in our area have an amazing summer!

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Phia News:

Get to Know Our Employee of the Quarter: Skyla Mrosk

To be designated as an Employee of the Quarter is an achievement that is reserved for Phia employees who truly go above and beyond their day-to-day responsibilities. This person must not only transcend their established job description but also demonstrate dedication and passion to The Phia Group and its employees that is so unparalleled that it cannot go without recognition. 

The Phia Explore team has made the unanimous decision, without hesitation, that there is no one more deserving than our very own Skyla Mrosk, The Phia Group’s 2022 Q2 Employee of the Quarter! 

Here is what one person had to say about Skyla: “Skyla is an absolute ROCK STAR in Claims Analysis! In her almost two-year tenure with Phia, she has learned the ins & outs of the department. Not only is she a top producer, but she's also started taking on other duties to help Ben (inclusive of letter batching & JLS notifications... & she also doesn't shy away from jumping on the phones as back-up when we need it). The department is currently down a full-time resource & Skyla's efforts have undoubtedly allowed the team to stay afloat while we wait to welcome a new team member. Despite being on the more reserved side, she is an absolute force to be reckoned with & we are beyond lucky to have her as a part of our team. Kudos Skyla - thank you for everything you do for Phia!”

Congratulations Skyla, and thank you for your many current and future contributions.

Job Opportunities:

• Plan Drafter (MA) 

• Health Benefit Attorney (MA) 

• Pace Appeal Specialist (ID) 

• Claim Analyst (MA) 

• Claim and Case Support Analyst (MA) 

• Claim Recovery Specialist (MA & KY)

See the latest job opportunities, here:


• Jessica Grande has been promoted from Intake Specialist to Team Lead, Project Coordinator 

• Emily Rodriguez has been promoted from Intake Specialist to Project Coordinator

New Hires

• Darren Aubrey was hired as a Sr. Claims Recovery Specialist 

• Ujwal Shrestha was hired as a VP, Business Analytics and Data Services 

• Colin Froment was hired as a Case Investigator 

• Maggie Montalto was hired as an Accounting Intern

• Jordyn Forte was hired as a Plan Drafter 

• Justin Goldstein was hired as a Case Investigator

Energage Names The Phia Group a Winner of the 2022 Top Workplaces USA Award

It is with great honor and humility that The Phia Group announces that it has earned a 2022 Top Workplaces USA award, issued by Energage. Energage, an organization that develops solutions to build and brand a vast array of companies, leveraged its 15-year history of surveying more than 20 million employees across 54 markets to award this prize. 

Earning this accolade was no small task. Several thousand organizations from across the country were invited to participate, and winners of the Top Workplaces USA were chosen based solely on employee feedback gathered through an employee engagement survey, issued by Energage. These results were then calculated by comparing the survey’s research-based statements, including 15 Culture Drivers that are proven to predict high performance against industry benchmarks. 


Cleveland Opening Day BBQ

It has become a tradition at The Phia Group to celebrate Opening Day! We invite all Phia employees to dress up in their favorite sports team gear. As you may know, Phia’s staff includes lots of baseball fans who cheer for a wide variety of teams, including the Cleveland Guardians, Boston Red Sox, Philadelphia Phillies and (unfortunately) even the New York Yankees. Each year, the Phia Family comes together outside of our office to celebrate with hot dogs, cold beverages, and great conversations. 



Six Sigma Black Belts

We are excited to announce that four of our employees have been certified as Lean Six Sigma Black Belts! This process included eight months of training projects, learning the Six Sigma Black Belt methodology, executing a project using the Black Belt toolset, and passing an exam on Black Belt methodology. Congratulations to Kelsey Dillion, Toussaint Anderson, Mitch Hilbert, and Ttrina Garcia. The Phia family made sure to celebrate with a delicious cake in both Kentucky and Massachusetts!



Pride at Phia

June is Pride Month, and the Phia family has a lot to be proud of! On Wednesdays, we encouraged employees to wear their favorite pride apparel, and as you can see below, we had some great outfits! This beautiful picture was taken outside of the Canton, MA office, and I think it is safe to say that the level of pride is high at Phia!



COVID - Appeals, Subrogation, and Stop Loss Issues No One Saw Coming - Help is Here


COVID claims are coming - whether you pay or deny claims tied to COVID, you need The Phia Group.

Claims tied to the treatment of COVID-19 are being submitted for payment and are passing through the claims process in record numbers. Many of these claims are substantial, with these considerable costs impacting our industry in both anticipated and unforeseen ways. As with any influx of new claims, we are also seeing growth in the number of denials and appeals arising from these COVID claims, as well as subrogation issues tied to the disease.

COVID claims are routinely denied and/or paid incorrectly, due in large part to the inadequate time provided to consultants, administrators, and payers, to familiarize themselves with the ever changing rules, and thereby standardize appropriate handling of these claims in accordance with law and their plan documents. As a result, we are also seeing an increase in COVID related claim appeals, with heightened fiduciary liability issues also arising from these claim payment decisions.

The Phia Group's PACE Service has existed for years and is the only service on the market where expert plan drafters, attorneys, and seasoned appeals professionals help you navigate these and other difficult appeals, thereby avoiding mistakes and costly liability. PACE ensures claim denials are legitimate, enforceable, and defended.

As with claims processing and appeals, COVID has also created a new world for subrogation. When COVID claims are submitted, complex state law may be triggered regarding if and when COVID is "presumed" to be an occupational expense. The Phia Group was the first subrogation provider to build a custom process backed by its in-house legal team with a focus on identifying COVID related claims, determining whether the applicable geographic location and occupation are addressed by a regulation that presumes a link between the occupation and diagnosis, and quickly asserts a right to reimbursement against responsible parties if possible. The Phia Group has been applying this procedure to its existing process since June of 2020. Without an innovative subrogation solution like ours in place, plans not only lose money, but also fail in their obligation to stop-loss; a failure stop-loss carriers are increasingly unwilling to overlook.

The stop-loss world has been handed a unique and difficult scenario. As it relates to claims arising from or tied to COVID-19, carriers are suspending reimbursement and asking questions such as: what is the Plan Participant's job description; is the Plan Participant a front line worker; what date did they test positive; are they an essential worker; did they file a workers' compensation claim; and so on. The Phia Group has the expertise to assist in these difficult stop-loss collaborations.

Ensuring appeals are handled correctly, aligning plan documents with stop-loss policies, and fully understanding the bigger picture has never been more important. The Phia Group is uniquely positioned to help in this difficult time. With our unrivaled team and technology ready to help, there is no better partner to assist you now and in the days to come.

Contact Garrick Hunt at or to request more information and set a call to learn how The Phia Group can assist you with these COVID claim issues.

The Phia Group Reaffirms Commitment to Diversity & Inclusion

At The Phia Group, our commitment to fostering, cultivating, and preserving a culture of diversity and inclusion has not wavered from the moment we opened our doors 20 years ago. We realized early on that our human capital is our most valuable asset, and fundamental to our success. The collective sum of individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that our employees invest in their work, represents a significant part of not only our culture, but also our company’s reputation and achievements.

We embrace and encourage our employees’ differences, including but not limited to age, color, ethnicity, family or marital status, gender identity or expression, national origin, physical and mental ability or challenges, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.

The Phia Group’s diversity initiatives are applicable to all of our practices and policies, including recruitment and selection, compensation and benefits, professional development and training, promotions, social and recreational programs, and the ongoing development of a work environment built on the premise of diversity equality.

We recognize that the success of our company is a direct reflection of each team member’s drive, creativity, diversity, and willingness to exercise initiative. With this in mind, we always seek to attract and develop candidates who share our passion for the healthcare industry and our commitment to diversity and inclusion.

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