Healthcare Publications

Jesse Kohl, President of InterLutions, debunks three common myths about employee health insurance renewals.

Medical insurance costs are expected to continue rising at an alarming pace over the next ten years. The insurance carriers will continue to profit from the broken system and vicious trap. To change the course of our healthcare, employee benefits, and medical insurance spending, credit unions need to do something different and better. The power of collaboration among credit unions continues to be a core reason for our success as a movement. A collaborative healthcare model is our best strategy to combat the rising costs of medical insurance and employee benefits.

Captives work for some employers but not for others. How can you be certain that you are making the right decision for your organization? If the question is whether a stop-loss captive is right for your credit union, the answer is a qualified maybe. Read this white paper to learn about items you should consider before deciding whether to join a group stop-loss captive.

Just as in the very collaborative spirit of the credit union movement itself, AHPs benefit from the strength and unity of their many combined employees. Our data and analytics show that credit union employees are 23% healthier than all other industries when comparing medical insurance claims on a per-employee per-year basis. The bottom line is that credit union employees are among the very healthiest and best individuals to insure, and we need to work collaboratively to give our employees the benefits they deserve. Learn why and how Association Health Plans work for credit unions through this case study.

Purchasing health insurance for employees varies significantly based on a credit union’s size and risk appetite. This white paper identifies five different funding models credit unions should consider – fully-insured, self-funded (self-insured), level-funded, Association Health Plans (AHPs), or insurance captives – and outlines the pros and cons of each.

How can credit unions continue delivering robust and competitive employee benefits when the trajectory of healthcare costs is rising at such a steep pace? Here are three tips to help get us in the right direction. Collaboration. Data. Technology.

Telehealth options significantly increased during the COVID-19 pandemic. Convenience and cost-savings are two key reasons why telehealth will be a permanent fixture of our new normal.

InterLutions created an infographic breaking down common health insurance terms.

In the constant battle with turnover and employee disengagement, employee health and loyalty are valuable resources. Luckily, this asset can be earned and improved through wellness initiatives. Employees who felt their employer-provided benefits positively affected their lives were 40% more likely to say they were loyal to their company.

Although human resources professionals are very familiar with these accounts, some employees may not understand how to distinguish between flexible spending accounts, health reimbusement arrangements, and health savings accounts. InterLutions created a convenient infograph to show the key differences between these.

Remote healthcare services have grown significantly over recent years, bringing technology and healthcare closer together. Terms like telehealth, telecare, and telemedicine are being used more frequently. The question is, what are the differences between these terms?

Healthcare costs are rising because of the pandemic. What can credit unions do today to help keep their costs down?