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Hi, I’m Rob Glus, I’m a health actuary with Conrad Siegel Actuaries. Our expertise
is in managing risk for our clients. I work with larger employers,
mostly over a thousand lives. We handle all of their health
and welfare claims analysis compliance work and employee benefits consulting. The larger
employers have a significant amount of money at risk
with their health welfare benefit plans. Larger trusts might
have fifty to a hundred million dollars in overall claims costs associated with their
program, and you know, just minor changes, and minor improvements
in the analysis and the decisions that groups make in regard to that much money, really
affects their bottom line. The healthcare reform has definitely impacted
the work with our clients. There’s been certainly a lot of
regulation around benefits, what benefits are required to be in certain packages, specifically
dependents to age twenty-six, increasing preventive care benefits at no cost sharing. As we approach
1-1-2014, when the health insurance exchanges, in theory, will be up and running and ready
to go, how larger employers kind of handle that is
certainly going to be a topic of conversation. A lot of
articles that you see in the news right now take a very simplistic view of what someone’s
decision process is going to be when it comes to, should
I send people into the public option and the exchanges
or should I provide the benefit myself with my employer? That’s going to be a very complicated
issue to deal with, and something we’re really
going to help our clients understand and make the best
decision they can. Any time we’re able to go in and negotiate
with an insurance carrier, design a health plan that we
know is truly going to add value to their bottom line, to their business, you know,
we can’t ask for anything more than that.