Rethink Healthcare Together - Group Plans for all of us

Episode Transcript

Speaker 1 (00:03):
This is Brian Thomas to the fifty five Cassey Morning
Sure at least Monday through Friday, but facilitator a little
show we'd like to call Rethink Healthcare together with John
Rohman along with part of the A team. Anyway, we
lost Jeff after last week. We got Will Ashton and
zach In and we're going to be talking about what
I call a loophole today that has been uh well,

(00:23):
going to provide you a possible great benefit if you
fall into the right category. You're tuning in at the
right time to reach the team. It covers Sinsey a
better way to get insured medical insurance, also life insurance,
also medicare experts. They are they have it all under
one roof. Get in touch with the team. They work with,
hundreds of insurance companies, thousands of different policies at their fingertips,

(00:43):
tailoring insurance for your specific need at whatever point in
life you happen to be learned so many ways how
this is better, better coverage, dollar one coverage for less money.
And I know it sounds impossible if my mind gets
blown every single week we talk about this. So here's
the number. I'll say it at the outset and I'll
give you the information at the end. That's five one

(01:05):
three eight hundred call five one three eight hundred two
two five five the website where you can initiate the conversation.
No cost or obligation to you to have this conversation
with the team. It's Coversinc. Dot com. John and uh Will,
Ashton and Zach. Have you back. Happy Sunday to.

Speaker 2 (01:24):
You you too, Brian, good morning.

Speaker 1 (01:26):
Good morning. So you explained this to me off air
and I'm like, well, they worked a loophole. Yeah, so
it's pretty wild. I mean, i gotta tell you.

Speaker 2 (01:37):
It's a it's it's it's it's very interesting. You know,
we've we let's start.

Speaker 1 (01:41):
Who's the target audience to exercise this loophole? What kind
of person or working situation are you directing this conversation too?

Speaker 2 (01:52):
So multifronts right here. So number one, you know, this
is what's called an Arisa plan. So basically it's a
pret tablished group health option. So this is for basically
anybody out there. You could be a self employed person,
just ensuring you and your family. You could have a
small group. We can do this on the group side.

(02:12):
Maybe just a freelancer, you like or maybe you're just
at guys like now, I've wanted to be self employed
for years, but I can't leave my job with these
really good benefits because I like my benefits. I like
my group health plan, right, And you know, I've been
self employed for twenty one years and it's always like, well,
I always every year I look and go, can I
do a group for my point my company? Does this

(02:34):
makes sense? Can I Can I ever do this that
makes sense? And it never really does. Do you think
we talked about that last week? Yeah, it just it
never breaks down and ends up being beneficial. But everyone
always feels like I got to go work for somebody
to get group benefits. Well, sure enough, companies have figured
out a way to do that. And you know, we've

(02:57):
talked about this on you know, previous shows on other
products that we sell. This is a newer product that
we're actually bringing to market and it's been around for
a while. So it's, like I said, new to us
because we always do our due diligence and make sure
this is a viable product. It actually passes our legal
department to make sure, yes, they've dotted their eyes and
crossed their tees before we start making it as a

(03:18):
recommendation for any of our clients. But you know, this
is an option where you can get true group health
insurance for individuals. And the beauty behind it is even
if you're a small group or a large group, you
can actually take advantage of this as well. So basically,
the big picture is how these companies are doing this

(03:39):
is they are actually making you an employee of their company.
You're not full time. It's not like I have to
go work forty hours a week to get benefits to
this company. They actually make you work. I think it's
like what fifteen minutes a year at a minimum, and
fifteen minutes a year they actually pay you forty bucks
an hour, so you're actually getting like ten dollars to
do what they call a health survey. So these are

(04:00):
research companies. So what they actually do is they categorize
all outcomes data so within the group and those that
fill out the surveys, and they sell that to insurance
companies because that's how they can do their actuarial science
to determine premiums and develop products and you know, make
sure what they're actually doing is cost benefit to them.

(04:21):
So they need that data to go off as that's
and they go through these research companies. So one of
the biggest things is being an employee of this research company,
you're actually helping keep their premiums down by doing that
research as well. And they're using a lot of that
money that they get out of that to keep the
health group health plan even cheaper. So basically it's just
a revolving cycle of employees helping the group, helping keep

(04:45):
their premiums lower so that we can give group benefits
to all the employees and including these individuals that basically
sign up on a part time basis to get benefits.

Speaker 1 (04:56):
So I am.

Speaker 2 (04:59):
Yeah, that's the name of the insurance. Product's actually the
research corporation. So that's actually the research corporation. So basically
what I'm doing right.

Speaker 1 (05:05):
Now, that's your resume. Not only my you know, full
time carpenter. I'm also an employee of life X.

Speaker 2 (05:11):
Yeah, so basically I'm taking my my insurance hat off
right now because we're not really designing a product at
this stage. We're recruiting employees to be members of the
Life X right or we have we have other companies
that we do as well. I brought this to your
attention today, because this is the first company that's allowed
us to do this to W two employees. Most of

(05:31):
the other programs you had to be a ten ninety
nine contractor, so we'd always always be like, hey, do
you drive Uber? Do you do DoorDash?

Speaker 1 (05:38):
Do you do you? You know once my son don
all kinds of freelance computer work.

Speaker 2 (05:42):
Exactly, So if he's a ten nine, if it gets
paid on a ten ninety nine, he could do those
other programs. Well, this one's completely flipped the script because
there would be so many people where like we get
like a business owner, he's like, Wow, I got three employees.
I love this plan for me. How can I just
sprun employees like they have to be a ten ninety nine,
They have to do another job some where I have
a ten ninety nine at least once a year too
for us to be able to enroll them. So we've

(06:04):
been waiting for a product like this to come out
where it's doesn't make a difference. As long as you're
employed elsewhere, get a W two you can qualify for
these benefits. And what's so unique about these products, Brian,
is they have and I actually share with you the brochures.
If you ever, actually if you actually want to look
at them, but you know they have they have a
couple of really good options. I mean, and we're talking

(06:26):
about true PPO options, we're talking about blue Cross networks.
We're talking about major PPOs, nationwide networks. You're not stuck
on a you know, God for bidy if you have
to go on the marketplace, you know, because that's the
only place I'm going. We know, in our in our
state here, all of our plans are HMOs. Like you
can't even if I write you a plan in Cincinnati
and you go to Dayton like you're not covered, Like

(06:47):
that doesn't make sense, you know, And you know with
these they're national programs, so you can go anywhere you want.
So again, this goes to anybody that's out there. The
beautiful part is it's it's a lot more for than
traditional group. So if you call me up and go, hey,
I got a twenty five man group. I want to
do group benefits. We've done this forever. I'm probably going
to do group insurance. We can do this on the

(07:08):
group side too. But what we're actually seeing is the
premiums on these plans are actually thirty to sixty percent
cheaper than what we're seeing on group health insurance. It's
absolutely a phenomenal product, yeah, because they're able to keep
their margins a lot lower and their costs down on
their group health plan. And the best part about it,
Brian is you know, if you actually want to see

(07:30):
the brochure, I said to you, there's one. It's called
a VL plan. And you know, my team here we've
been up to date and doing all kinds of training
on it, and you know, we have clients that we've
already enrolled on it. But it's basically they call it
a visit limit plan. This is more what we would
consider like how we do in our indemnity plans. Think

(07:51):
about the average person, right, the average person probably doesn't
need the Mercedes like coverage. Right, let's be on it.
I mean most people. I mean, the average hospital stay
right now is like four days in the hospital, even
for a big thing, Like I see people going for
heart attacks and they're they're home in four or five days.
It's not like we're going and having forty fifty day

(08:13):
hospital stays. It's not like we're having multiple surgeries every year.
It's not like we're meeting coverage for you know, my
father is on you know, he has got rubytard arthritis.
He's on a medication that's five thousand dollars a month. Right,
most people aren't on that. So the beautiful, the beauty
behind the VL plan is that Brian, these guys have
a two hundred and fifty dollars reductible. I mean I've

(08:36):
never I mean outside of medicare we talked about last week,
you'll mention the two fifty seven. If you're under sixty five,
there's no two hundred and fifty dollars reductible. I've been
doing this for twenty one years. I've never sold a
two hundred and fifty dollars deductible to anyone under sixty five. Ever,
I think when I first started, like the lowest aductibles
like a thousand. Yeah, so this is you know, that
was twenty one years ago. Now it's what seven eight

(08:58):
thousand dollars. So you know, the beauty why this works
so well is it keeps a cost down for the
employee and they have options, right, so they can go
on to a more affordable option, especially like you know,
let's say you're younger, maybe have a younger family, Right,
We're not somewhere where, Like, like I said, you're not
going to go and have a surgery every year. You're
probably don't gonna have more than two a year. So

(09:21):
what this plan basically does. It keeps your cost down drastically,
a very affordable price point with a two hundred and
fifty dollars aductable. But there's a catch, right, They give
you two surgeries a year. They give you that's per
person for your family. They give you two emergency room
visits they cover for a year, you know, which is
the less than the average person even goes to these things.

(09:42):
So if you want a more affordable option, you know,
this plan is like fifty percent cheaper than a full
blown unlimited doctor visit, unlimited surgeries and that type of coverage.
But remember how group health insurance works, right, So every year,
what happens you get to pick a plan. Right, So
let's say every year you go in and you go, well,

(10:03):
I'm on a plan that has a couple emergency room
visits a year and ten doctor visits a year. I'm
good with that, right. Well, let's say something happens that
year where now you're going more doctor visits, you're actually
seeing more and you have a prognosis where something's going
to happen in the future where you might be in
the hospital longer or need a lot more treatment. Well,

(10:24):
every year you have to open enrollment so you can
start out on a more affordable option, and every year
during the group open enrollment, which is the end of
every year, you can upgrade to the full blown plan.
Then there's no questions, no underwriting, you don't have to
go prove insurability. You're already an employee of the group,
so you can upgrade your coverage and get that unlimited

(10:46):
doctor visit coverage, unlimited doctor's days, and hospitalization. That's the
beauty of how these groups work. So you're younger guy, right,
I mean zach here, I mean which plan would you choose?
Two fifty right? And once achieved, right, it doesn't need
the double the premium unlimited plan. And that's why this
plan works so well. It's literally a grow with you

(11:08):
insurance group option plan.

Speaker 1 (11:11):
What's the downside?

Speaker 2 (11:14):
Well, again, it just you know, if you are on
a visit limit plan, and of course you know something
comes up in that middle of the year. Yeah, I mean,
you're in a different situation. The hook you could be
on the hook for some things. And again that's that's
a conversation that we will have. But I mean, I've
been doing insurance for twenty one years. I mean it's
I'll be honestly that the people that we end up
seeing in a longer hospital stays tend to be our

(11:35):
clients that are a lot older. You know, It's just
the reality. It's why insurance is more expensive when we
get into our fifties and sixties than when we're in
our twenties. It's just the likelihood that we're going to
have a heart attack or something that's going to keep
us in the hospital longer is more expensive. So but
you know what I like this plan, the VL plan

(11:56):
is it's great for even young families. I mean, this
is a plan Brian that has it what was deductible
their action for maternity?

Speaker 3 (12:04):
What two fifty? And then what five hundred if it's
a C section? I mean, you won't go anywhere and
find that, no, anywhere.

Speaker 2 (12:09):
Two hundred and fifty dollars deductible and a two hundred
and fifty dollars cope for a vaginal delivery. I I
haven't seen that ever. So for five hundred bucks, you
can have a baby. I mean even on the marketplace plans,
the best option I ever saw was three grand Yep.

Speaker 1 (12:25):
How about that?

Speaker 2 (12:26):
Yeah, just absolutely insane. You know, this is a Brian.
This is a product that we were We were very
again hesitant in the beginning till one through legal, but
we were like, hey, what what percentage of our business
could this possibly make in the beginning, maybe maybe fifteen
twenty percent. We're already at thirty percent of our business.

Speaker 1 (12:46):
Wow.

Speaker 2 (12:46):
Yeah, I mean it's so popular, and you know we're
our production probably before even next year it might be
close to the forty. So this is something that so
many people are getting into because they see the value
of having more and more benefits. And again it's it's
what I preach all the time. It's not just what's
my premium, because these are again way cheaper than traditional

(13:08):
group plans, but it's when I go use it, do
I really want to be paying all five thousand and
six thousand, seven thousand dollars to have a baby? I
mean that's going to trigger in your mind like how
can I afford that? And the diapers and everything else
is going to come out with absolutely So.

Speaker 1 (13:27):
There are other expenses with having children beyond just the
hospital's stay.

Speaker 2 (13:31):
Oh yeah, college, my old this is going to college, right.

Speaker 1 (13:35):
I want to how do humanity you know, continue to
grow before there were hospitals and seven thousand dollar fees
for having babies. You know, it's like really no, I know,
it's I thought it was a natural process.

Speaker 2 (13:48):
It is, it is, and it you know, our thing
that we preach here all the time, Brian is you know,
one of the most is access to care, right, and
and when people make decisions on their life and they
go I'm not going to go have that surgery, I'm
going to push it off, or I'm not going to
go get my preventative care done, you know, because I

(14:09):
don't want to pay for it, or you know, my
colon oscopy or whatever it is. I mean, these have
full free preventative cares. You get free telemedicine. But here's
the benefit too, the copey even for things like like surgeries,
it's like a thousand dollars. I mean you can go
in and have a surgery and you know, like one

(14:31):
of you guys probably just had a client. I mean
I just had a client here not too long ago,
just had a shoulder replacement surgery, you know, fifty five
thousand dollars on this plan. It's a thousand dollars copey.

Speaker 1 (14:44):
Are these No?

Speaker 4 (14:44):
It was It was actually my mom. She just had
a shoulder surgery like two months ago.

Speaker 1 (14:51):
Yeah, and eminently manageable considering the overall cost of that surgery. Now,
is there out of pocket max that you have with these?

Speaker 2 (14:58):
Well, so the full A major medical plan does so
that if you go upgrade to the other option, which
is always available, you can take the not the visit
limit plan. There is an out of pocket maximum in
that plan. So on the visit limit plan, there's not
an out of pocket maximum because if you you know,
have your third surgery that year, you're on the hook
for that, right, So they can't put an out of
pocket maximum on that plan. But you know, like I say,

(15:21):
if you're kind of flipping through there and you kind
of even look at some of the price points, you
know which are unreal. I mean, you know, you look
at the average costs for a group plan for an
employee is so right now we're seeing them float around
seven hundred dollars an employee. So it's the average costs
for an employee. But even if somebody is like, you know,
give me an example, thirty to forty four year old,

(15:42):
that's my age bracket, right, I can get on a
plan for four hundred bucks a month, So right off
the bat, right off the rip, I'm saving almost three
hundred dollars a month off a traditional group plan. And
again it's I always stress why this is so important
is the fact this is this is something as you grow,
as God forbid, my medical history starts changing, I can

(16:05):
upgrade to the plan that has a full out of
pocket maximum that I don't have to worry about my
expenses or my exposure at that point. So it gives
us a lot more flexibility, you know, for our listeners.

Speaker 1 (16:16):
Are there a lot of I mean there's certain limitations
in every policy to what's covered and what's not. Are
these in line with traditional group coverage plans in terms
of the scope of the benefits, I should.

Speaker 2 (16:28):
Say, yeah. So like the full blown major medical plan, Yeah,
I mean its full package, full four tier prescription coverage,
full preventive care, I mean, has the gambit of everything
that your typically would see on a traditional group plan.
So because it is a traditional group plan, so even
the visit limit plan and the full blown major medical plan.
They are considered minimum essential coverage, so you actually have

(16:52):
true group benefits died into your insurance policies.

Speaker 1 (16:56):
What does it? Just sounds fast thing. I'm surprised that
this product wasn't created, you know, a long time ago.
This whole concept of becoming an employee, you know, for
the sole purpose of spending ten minutes at work, which
justifies you as being an employee of this insurance company

(17:19):
to get around there to work within the framework of
this law that's on the books. I'm just fascinated that
this this is sort of a just kind of a
New Earth thing.

Speaker 2 (17:28):
Yeah, you know, I think what you're seeing and why
this is even you know, we mentioned it last week, right,
We talked about the fact that there's a good chance
the COVID relief bill will not be re signed, right, right,
So it's a concern of ours, it's a concern for
all of our clients, you know. I mean, what happens
when you get that guy that's going from three or

(17:49):
four bucks a month from his for his family to
fifteen hundred to two thousand, right, and they need benefits
and they don't want to worry about things like pre
existing conditions they don't want to worry about, like, hey,
does this cover maternity?

Speaker 1 (18:02):
Coverage?

Speaker 2 (18:02):
Is just I mean, they're just you know, I need
preventive care. I got three kids. They go in there
for their their shots, and you know, if you don't
have coverage that pay for your shots. I mean I've
seen bills for one thousand and fifteen hundred dollars for
you know, newborns getting shots, right, I mean that they're
very expensive. And you know that's why a lot of times,
you know, we've worked extensively for years now, you know,

(18:26):
helping clients navigate the healthcare marketplace, seeing what they qualify
for tax credits so they have that coverage that pays
for those things. But what happens when that disappears. You know,
you have to have options, and that's why we're always
on the forefront of Listen, if it's gets signed, we're good,
right yeah, but if it doesn't, we have to have

(18:48):
options for our clients. And there are so many people
in the same boat, including myself that I'm never going
to qualify for tax or they can sign that COVID
really failt I'm not going to get taxed. Then no
one's going to help me pay offset the cost for
my health insurance. Right, so I still have an option.
So I'm on a plan like this. I did this
for my family. And I've never had group health benefits
my entire life, outside of my parents, my entire professional career,

(19:10):
I've never had any type of group health benefits. And
you know, it's a pretty good feeling when you have it.
You know, you got to, oh, they want to you
want to five hundred dollars a month medication, Well now
it's covered for a fifty dollars cope. You know, It's like, wow,
I haven't seen that before. I've been navigating, you know,
and rolling the dice on plans that maybe didn't always

(19:31):
have the higher end prescription coverage because I like, well
saving me two hundred bucks a month. But now with
these type of plans, you're getting all those things that
so many people have basically felt like, hey, I can't
go self employed because I can't lose these benefits. You know,
I remember my dad telling me he was a retired
police officer, you know, work his way up, retired lieutenant,
and he was like, I work for all these years

(19:53):
because such great benefits I had for you and your
mom and the kids and all that type of stuff.
That's why that's why I stayed there. Well, what would
you do it if you didn't have to do he goes, Oh,
I would work for myself. And I'm like, my job.

Speaker 1 (20:08):
The only reason I stay with that damn job is
because of the group. Yeah.

Speaker 2 (20:12):
So, I mean, you know, I mean so many us
are in that realm. And and the best part, Brian,
is when you look at the costs on these plans, right,
so even even in an employee like the starting price
is like three hundred bucks a month, right, So there's
nobody out there offering group benefits like that. You know,
even even if I was going to go do a
group for my fifteen employees, Well, you can do this

(20:34):
on the group side too, So I can I can
put my company, my fifteen employees, and I can move
them all to here and do this as a group
plan option for my employees as well, right, No, I understand. Yeah,
And that's that's just insane. That's to me that that's
a complete game changer for a lot of our listeners.
You know, get out of that rat race. You know,

(20:56):
that's the biggest problem with small groups. You know, if
I have a seven eight, nine ten main group r action, Like,
what's gonna happen to me? I have a plan?

Speaker 3 (21:02):
Yeah, I mean that price is gonna shoot up. I
worked with the group that had a three hundred percent
rate increase. When you're on something like this yere with millions,
hundreds of thousands of other people, somebody gets diagnosed with
a you know, pretty heavy diagnosis, you're not getting one
hundred and fifty percent rate increase. I also wanted to
note too, you said you're seeing a lot on average,
like seven hundred dollars an employee. That's actually on the

(21:22):
pretty low end from what I've seen. I've seen people
well into the thousand to fifteen hundred dollars per employee
on their groups, especially when you're sub fifty employees. These
people are getting raked over the coals. And if you
can go on a traditional group plan that is cheaper
and isn't gonna raise when somebody has something, I mean,
that's a complete game changer. I mean there's there's nothing
and it's identical to what you had before. We can
put you on an anthem plan. You won't find a better network.

Speaker 4 (21:43):
And that too, we have that happen all the time.
These these people who have been you know, on insurance
or without insurance for twenty years. They're like, I just
want an old fashioned traditional plan with an Anthem network.
Before this plan came out, I was like, you could
give me four thousand dollars a month. I plan doesn't exist.
If you call Anthem today and say hey, I want
a policy, they're putting you on an HMO. It's a

(22:05):
marketplace plan. You're just not getting the subsidy for it.
This now, hey, this is a Anthem Blue Cross Blue
Shield network and it is a traditional group policy. We
can now offer that to our clients on the individual side.
And as we've been saying, on the group side, well,
and I would think.

Speaker 1 (22:19):
You know, somewhere out there there's you know, a small
group fifteen people and they can't afford group because, let's
say half their employees have some real serious chronic medical conditions. Right.
There's no pre existing conditioned exclusion in this product.

Speaker 2 (22:36):
No, not on that end. I mean there are some
there are some questions that we have to go through
to see if you are a candidate for the group.
But on the group side, yeah, there's there's not you know,
we can actually enroll that group on the group side, and.

Speaker 1 (22:48):
Because they're then part of this massive risk pool, they're
not going to be penalized for having a high claim
small group like if you went out correct.

Speaker 2 (22:58):
Absolutely absolutely, And the benefit too is you know, kind
of getting going back to what Ashton says, I mean,
if you're on a group plan and let's just say
it's a thousand bucks a month because you have a
couple of sick people, right, Well, let's look at that group.
How many of these other employees are opting not to
take it because too expence. Oh I can't have my
family took it twenty five hundred bucks a month for me,

(23:20):
my wife and my two kids. Right, I can't afford that,
even if you were going to pick up some of
the you know, costs for me. But the benefit too
is let's say we talked about the two options, like
the visit limit plan and the regular major medical plan.
Well what happens if you have let's say you have
a group of fifteen people and let's say five of
them really went to major medical plan, Well, they can

(23:40):
go on that plan and maybe the people that have
opted out because it's too expensive go like I would
much prefer a planet's half the price. I'm good. I
haven't been to the doctor ten times in the last
ten years. I go for my physical I think I've
went to the emergency room once. I haven't even had
a surgery. So I don't mind a plan has a
couple of emergency room visits a year. I don't mind
a plan that has a you know, a couple hospitalization

(24:03):
visits a year. I'll go with a plan like that
because it's half the price, you know, so it gets
more of your employees into the group that probably haven't
even wanted to do it because of cost. And we
see so many of that. We did a forty man
group and I mean, you know, one of your listeners
I don't know four or five months ago, will actually
help me with it. And uh, you know, there was

(24:25):
a big chunk of those employees and until we came
in and helped them get that set up, they didn't
even have health insurance. Sort of like I was, you know,
I didn't even fill out the census form for you
because I didn't even have health insurance here. I was like, well,
why don't you fill it out at least see what
it looks like. And then then when they do and
I come back at that price, he goes, this is
like nowhere near what I would have paid on the
other group. Like he goes, I will absolutely take this option.

(24:47):
And that's why these are here. So again, it's it's
a huge program. It's a huge benefit. And you know
the biggest thing for the listeners right now is this
is here to stay. Those tax credits may not be
so getting to something like this, you don't have to
worry about tax credits anymore. You don't have to worry
about making too much more money and going I have
to go peggy the government back all kinds of cash.

(25:07):
Because you know, I was projecting my income to be
sixty thousand this year. I had a really good year.
I made ninety grand. Well guess what, mister irs agent,
you're I'm gonna pay you ten more grand from that
money because I got ten grand tax credits. Like that's insane.

Speaker 1 (25:21):
Yeah, that is, And I, like you said last week,
and that that's gotta be a real eye opener for
so many people that aren't aware that that's going away.
Just give me a painful situation.

Speaker 2 (25:30):
Yeah, And I mean I can't you know, every time
I talk about it. That number keeps going up as
far as a percentage of likelihood that it's not gonna
stay around, and it's just no one. I mean I
actually just got off a phone call two weeks ago
with one of a friend of mine who's the commissioner,
the insurance commissioner for a different for one of the states,

(25:51):
and he basically told me, he goes, yeah, I don't,
I can't. I don't see this happening. Like it just
there's just no way they're gonna they're cutting costs, you know, like,
how are they gonna One of the biggest ticket items
that they haven't really been talking about is how much
more money the federal government's paying for these tax credits
and where that really where where's that money actually coming from?
So and it's like, if they can cut that off,

(26:12):
that's you're talking about billions of dollars in savings and
that's just going to hurt everybody. So again, it's it's
known that there's Operation fifty five anyway, Yeah, that's a family,
I mean.

Speaker 1 (26:23):
Yeah, do you think about that? Then ninety four hundred
dollars out of pocket liability for the Obamacare plan, that's
what one person what I know. I know, I know,
I know, but I mean I just did the money
adds up, It adds up.

Speaker 2 (26:34):
Yeah, it's true cost of health care for someone like that.
You're talking about sixteen thousand, eight hundred dollars or it's
eighteen thousand, eight hundred dollars for a family, you know,
and then you correlate that to well, now you just
lost your tax credit. So that plan that you thought
you were getting for a couple hundred bucks a month,
well sorry sir, it's fourteen hundred you know, and now
you got to pay all that money back. That's that's

(26:54):
going to be a massive I mean, I don't know
how people are gonna be able for that.

Speaker 1 (26:57):
I'm sure many of them are not.

Speaker 2 (26:59):
No, and I would not tell people to go today
and go, hey, you like that Mercedes out there, that
that price point. You like that Mercedes, but you can't
afford it? Right, Well, here, I'm gonna give you the
same payment for a Mercedes, but I'm gonna give you
a Pinto Like that makes zero sense, Like you know,
so you know, it's about at the end of the day, Brian,
it's it's about having more and more options for our clients.

(27:20):
And I just feel like, you know, this is a
product that I'm very confident about. I think it's it's
a phenomenal option for anyone that's listening right now. And
on top of that, it's something they haven't heard of,
you know, just knowing at the end of the day
that I can go and have a surgery for a
thousand bucks. That takes that sting away, you know, when
the marketplace plans I mean, you know it's ninety two hundred,

(27:43):
I don't care, I mean any surgery because they're all
over gonna be over ten grand. Oh, absolutely right, So
ninety two hundred dollars. Then so many people opt not
to I hear people all the time before they come
and talk to us to go. Yeah, I never had
that done. I was like, so you put off this
surgery for like six years, Like that's just unbelievable.

Speaker 1 (28:02):
Well, you always have a multitude of options, and I
learned about a new thing today. So become an employee
of this insurance company, work ten minutes a year and
get all the benefits of group coverage. And that's really
what it boils down to. It to fill a form out. Now,
they give you a tax form at the end of
the year. For the for reports.

Speaker 2 (28:20):
They do, they have to they have to give you the.

Speaker 1 (28:25):
W two ten dollars. Think that's the ten dollars that
will put you over the sixty five day it'll take
your tax benefit away. Oh my god. The plan. Wow. Well,
learn something every single day. And I always say, you know,
this isn't the only product that John and the team
that covers. Since you have it's one of a multitude,

(28:48):
and since they work with so many different insurance companies
and it's access to so many different insurance policies and products.
They also do life insurance. We've talked about life insurance.
We talked a little bit about it last week with
John and the team and Medicare. He has explained Medicare
gazillion ways and all the ins and outs of Medicare.
They do that as well. Just get in touch with them,

(29:09):
schedule the conference of the call of the conversation, and
let them do an analysis of where you are in
terms of medical insurance and let them come up with
a better way. It might be this particular plan, it
might be one of the others, but million ways of
skin a cat saving money with better coverage, and that's
really what it comes down to, and for small businesses

(29:30):
gaining employee retention because you'll get to you'll get your
employees affordable insurance and they're going to love you for it,
not gonna have to worry about that. Plus that'll give
you an opportunity to poach good employees away from that
competitor that you got over there. You want a couple
of those guys over there, you get them on board
on your team by offering better insurance coverage.

Speaker 2 (29:47):
And just remember too, Brian, I mean all fifty states
office sat right here in high or Kentucky. You know
this is greater Cincinnati area. We have clients everywhere.

Speaker 1 (29:56):
As I segue into the website where you can start
the conversation. Since y don't think that that limits you
geographically to the greater Cincinnati area. Now, all fifty states
they've got uh, they've got products for you. It's cover
since you dot com to initiate the conversation, filled the
format or call them at five one three eight hundred
call five one three eight hundred two two five five.

(30:19):
This has been another edition of Rethink Healthcare together with
John Roman and the A team