EBSO Benefits Develops Enterprise-Wide Solution with Enquiron Partnership

EBSO, Inc., a third party administrator with corporate headquarters in Milwaukee and St. Paul has expanded their partnership with Enquiron to provide Enquiron’s solutions to all of their self-funded clients. This expansion allows EBSO to deliver value to more clients and further assure that their clients are kept well informed regarding changing employer laws and regulations, placing EBSO’s expertise far above their competitors in the TPA marketplace.

“By including the Enquiron suite in our standard service offering, EBSO is able to extend the peace of mind we bring to our broker partners and clients,” said Bruce Flunker, President of EBSO Inc. “Gone are the days of responding to a client with the words: ‘you’ll have to check with your benefits attorney.'”

Each EBSO client now has unlimited access to Enquiron’s award-winning HR, employment and ERISA law content, tools, and guidance, including articles, training courses, guides, forms and more. Clients’ access to employment law and ERISA attorneys saves both time and significant amounts of money each year.

“We are excited that EBSO and Enquiron have expanded our partnership,” said Brian Hansen, Vice President of Business Development at Enquiron. “We are committed to listening to our partners and crafting a product suite that will deliver practical value to their clients and position them well against their competition.”

About EBSO Inc.

EBSO, Inc. is a third party administrator.  With corporate headquarters in Milwaukee and St. Paul, EBSO has grown to become a leader in the TPA industry. Today EBSO has offices throughout the United States including Arizona, Minnesota, Iowa, Kentucky, New Mexico, Ohio and Wisconsin. EBSO’s philosophy is to seek out the best resources, the timeliest information and the most innovative technology and use it to provide customers with cost-effective solutions in a way that is personal, fast, direct and honest.

About Enquiron®

Enquiron, www.enquiron.com, headquartered in Boston, Massachusetts, provides consultative business solutions to employers in all 50 states, across various industries, sectors and sizes. Since 1996, Enquiron has revolutionized the way that services impacting HR, Employment Law, Health Care, Retirement, Cyber and more are delivered to and utilized by employers. Enquiron has locations across the United States and is a trusted partner to organizations who need specific answers to specific questions.

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EBSO Helps 40 Square Cooperative Solutions Celebrate Open Enrollment!

EBSO 40 Square40 Square Cooperative Solutions, a health care cooperative formed to help Minnesota agricultural producers and their employees obtain affordable health care coverage, officially began open enrollment on November 1st.

40 Square contracted EBSO to design and administer new self-funded health plans. With the cost of health insurance continuing to skyrocket throughout the U.S., forming a health care cooperative has been on the minds of Minnesota farm families for many years.

During the 2017 legislative session, the Legislature and Governor Mark Dayton approved a law that enabled farmers, in Minnesota, to form health care cooperatives to provide a LONG TERM SUSTAINABLE HEALTH PLAN option for farmers. The rule paved the way for 40 Square Cooperative Solutions to begin offering a self-funded health plan to Minnesota farmers.

Farmers who are considered an ‘employer’ with at least one common law employee and work in production agriculture in MN are eligible. Once part of the co-op, employees can register for 40 Square Consortium self-funded health plan. Those interested will work with a broker to make sure the best individual or family plan is chosen.

EBSO, who is based in St. Paul, MN, is proud to have been contracted as the third party administration (TPA) firm to design and administer the new self-funded health plans.

“Flexibility and cost control have long been advantages of self-funded group health plans and the 40 Square Cooperative plan is no exception,” stated Terri Moxley, Senior Sales Specialist with EBSO. “To meet the specific needs of Cooperative members and their families, six different plan designs will be available when open enrollment begins on November 1, 2017,” Moxley added.

For more on the member-owned health care cooperative, visit www.40square.coop online, call 800.643.5822 or speak with your insurance agent.

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Leveling the Self-Funding Field

The article below, titled Leveling the self-funded field, written by Robert Bull, was originally published by Employee Benefit Adviser on July 18, 2017.

Technology is changing every aspect of the way businesses operate — and that includes health plan self-funding.

It used to be that self-funding was limited to only the largest companies that could afford the manpower to either administer their own plans or develop their own proprietary administrative software. Today, new data technologies are leveling the playing field, making it affordable for virtually all employers to self-fund.

For too long HR teams have shied away from self-funding due to the perceived administrative burden. But technology has removed this barrier, making it easier to track eligibility and generate billing information. What used to be a painstaking manual process has been automated, and HR teams at self-funded companies can now provide richer benefits at a lower price. A good healthcare plan goes miles in attracting and keeping quality employees — and ensuring that they’re productive by minimizing absenteeism due to a lack of care for either themselves or their family members.

self-funding'Here’s what to look for when shopping for a top-notch self-funding solution:

1. The ability to consolidate information and manage all healthcare-related data from a single system. Most employers deal with multiple service providers — stop loss, vision, pharmacy, dental, medical, wellness, and third-party administrators, just to name a few. But they should insist that all of the relevant data is consolidated onto one system. For one thing, it’s much simpler and less time consuming to administer and pay all of their providers from a single source. For another, it takes much less time and effort to master a single application — as opposed to having to learn the ins and outs of each provider’s software.

When the data from multiple vendors are integrated onto a single platform, the time-consuming process of having to reconcile across providers every month is eliminated. The plan’s administrator can instantly determine counts and claims. Likewise, multiple payment processes can be eliminated in favor of a single, consistent payment method.

Best of all, HR can take all this data, which reflects employee behavior and everything related to treatment, and use it for predictive modeling. With that level of insight, the employer can develop a plan that truly meets its — and its employees — needs.

2. Data transparency. For an employer to take on the added risk of self-funding, it needs to be able to closely examine its data and determine the underlying trends. Without pricing and transaction transparency, it is impossible to perform a meaningful cost analysis.

As opposed to fully-insured plans, where the data is the property of the insurance carrier, with a self-funded plan the employer owns the plan’s data. And once the employer can access its claims, demographic and pricing information, it can make accurate decisions about what is best for the company and its employees.

The data can also be used to influence employee behavior. By educating a workforce about those behaviors that are wasteful and ineffective, the employer can reap significant savings for itself and its employees. And by analyzing the response rate to different messages and campaigns, HR can then determine what incentives would be useful to obtain even greater compliance.

3. Real-time data access. It’s not enough to have healthcare plan data; it needs to be timely or its utility is diminished. The best way for employers to be proactive is for them to be able to see what is happening with claims and cash flow on a monthly, weekly or even a daily basis. At a minimum, the employer should review its data at least quarterly. And the larger the employer, the greater the number of employees and claims, the more frequently the data needs to be examined.

Three years ago, it would have taken three weeks to scrub a mid-size employer’s claims data. Now it can take just two hours.

4. Safeguards. Data is power. That’s why an employer wants to ensure that only authorized personnel have access to healthcare plan data and analytics. There are legal and privacy considerations as well. That’s why it’s crucial to have robust security that maintains an audit trail of who touches what data and when. In case of an error or a breach, the event can be traced back to the people involved at the moment where it occurred.

Self-funding will continue to be transformed by technology. Cloud-based software is making it possible for ever smaller employers to implement and administer self-funded plans. Embracing and utilizing these tools can lead to lower premiums, greater access to health care and reduced costs for employer and employee alike.

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