Over several years, a number of programs were phased in:

• -Implemented full replacement CDHP, maintaining same economic value of benefits
• -One plan initially with an HRA; later offered choice of HRA or HSA
• -Moved to partially self-funded plan
• -Employee cost incentives for no-tobacco, wellness
• -Health screenings showed areas for focus

• • –Company saved $2.5 million over 5 years, through benefit design that also resulted in lower renewal increases (average 3.2% per year)
  • -Multiple years with no premium cost increases for employees
  • -Average claim cost per covered member reduced
  • -HR reduced time in implementation/explanation of plan through benefit harmonization
  • -No reduction of benefits

• -Year 1- Merged 16 plan designs / 4 carriers into 3 plan designs (HDHP; HDHP w employer contribution to HSA; PPO copay) and 1 carrier
• -Year 2- Replaced copay plan with better benefits CDHP strategy; lowered deductible by $1,000; changed employer HSA funding to “match” methodology
• -Year 3- Increased account funding and tied it to wellness compliance; made CDHP “Base” non-contributory

• • –Company saved $2.47 million over 3 years, inclusive of account funding and benefit enhancement
  • -Multiple years with no premium cost increases for employees
  • -Participation increased 45%, pepm claim cost decreased
  • -No reduction of benefits
  • -HR reduced time in implementation/explanation of plan through benefit harmonization
  • -Employer chose theme of “Happiest Place on Earth” for 2017 open enrollment to celebrate success of strategy