Rethink Healthcare Together - How Brokers simplify the process for Groups

Episode Transcript

Speaker 1 (00:05):
Hie Ryan Thomas, host of the ifbove Care See Morning
Show again Money through Friday. But I like to call
myself a facilitator because with me is John Rolman from Cover.
SINCEI there is a better way to obtain medical insurance,
better medical insurance, less money, a bucket that does not
have holes you'd like to joke about. It's having an
insurance broker working for you, not an insurance company. A

(00:26):
broker who has access to hundreds of insurance companies and
thousands of policies, and who will figure out the best
possible path for you, which again in most cases, will
save you money and get you better coverage. It's another
edition of Rethink Healthcare, together with John Roman from Cover Sincy,
who you can reach one of two ways. I'll give
you the information up front and at the end of
the program. Coversincey dot com and has been pointing out

(00:51):
over the last several weeks this is not just for
people in the greater Cincinnati area. John and his team
are nationwide. If you're in California, listen to the program,
call him. If you're in New York, call him. He
just wrote coverage for a person in Alaska. Of all things,
so this is something that he's licensed to do and
can handle in all states. But it's eight hundred call

(01:12):
five to one three eight hundred call or coversincy dot
com as a form there and again regardless where you are,
fill the format to get the process started, and John
or the team one of the team members will reach
out to you to talk with you about your medical coverage. John,
always a pleasure seeing you.

Speaker 2 (01:27):
Oh you two.

Speaker 1 (01:27):
Brian. We focused last week on the benefits of having
a broker, and I kind of just went over that briefly,
but we really focused it on the individual person side,
and you help individuals all the time, but let's kind
of move over to the group side absolutely. And I
mean I know a couple of groups out there listeners

(01:49):
that the principles of those groups heard me talking about
you because they speak on your behalf and they got
in touch with you. And one of my friends, Jeff,
who I know, you know time I do a commercial
for you, he sends me an email with three smiley faces.
I mean, you made that man so happy because his
whole team's got better coverage for less money. You got

(02:12):
him out of a jam, and you improved his business's
bottom line, so you don't have to use Jeff as
the example. But I know you work with groups all
the time, so let's talk about how that process works.

Speaker 2 (02:21):
Yeah, I mean it's very similar to like what we
talked about last week, Brian. You know, the goal when
working with groups is first and foremost, we want to
reduce the stress.

Speaker 1 (02:33):
Right.

Speaker 2 (02:33):
We know how time consuming it is. I talk with
so many employers that spend weeks every year reshopping their
group plans. It's gone up seventeen, eighteen twenty percent. They're like,
I can't absorb this cost with everything else inflating and costs.
I have to figure out how to restructure my health
insurance for my employees. And you know, first and foremost,

(02:56):
trying to even have that conversation with your employees, I
know is very difficult.

Speaker 1 (03:00):
Well, you're usually talking about people who don't know about insurance.
Now they're they're given it, they're they're business owners. You know,
it's bad enough they have to do with HR issues.
But when it comes down to the complex realities of insurance,
which you've explained time and time again on this show,
I mean, who could stay who could possibly know and
stay up on that when they got a business to run.

Speaker 2 (03:19):
Oh they can't. I mean, I just think of all
all the things that as a business owner that I
have to worry about that I can't keep up on,
and I put a lot of I put a lot
of trust in the people that I've worked with.

Speaker 1 (03:31):
You know.

Speaker 2 (03:32):
It could be my property and casualty insurance, my EO coverage,
it could be my marketing team, it could be anything.
You have to put trust in someone to be able
to help facilitate that and making sure that that trust
is do what you're offering, you know, because at the
end of the day, you know, I know a lot
of guys and girls that do group insurance and none

(03:52):
of them do what we do. None of them want
to look and see you know. I mean, you know,
we've talked about this numerous times on the amount of
man hours that we put in working with these groups
to help them save money. And I mean it's significant.
I mean, the average group savings right now, we're at
forty two percent off their current group rate. Forty two
percent savings is the average we've been helping your listeners

(04:15):
save on their group health insurance. And these guys have
better insurance coverage than what they had when they first
called in, So you know, that's real money back to
the employer. That's real money back to the employee. But
in order to do that, it takes a lot of
time and effort and work to go through that. It's
so much easier for me to go, Okay, well you're

(04:37):
on XYZ insurance cup, but I can get you a
similar coverage with this company, same type of plan, and
you're getting eighteen percent rate increase. This is only ten
percent higher I save. And that's what happens on the
group side, right. They don't want to take the time
and work with the small guy. You know a lot
of the listeners that call in these are small business
owners and I say, you know, less than fifty employees.

(05:00):
These are what the group guys don't really want to
work with because the margins for them, they don't make
a lot of money off this. So there's only so
much time and resources they can allocate to that. And
it's a very huge cost to us to help these
individuals as well. But we're looking for a long term client,
so we know the ability of like if I can
help someone and keep them as a client for years,
that's where we'll be able to be profitable, right, but

(05:22):
it's not usually the first year or two.

Speaker 1 (05:24):
You invest in the time and effort on the front end,
you give them the better option, you save them money,
you have the better coverage, and then they're going to
regularly want to work with you every year. So that's
where your margin and profitability goes up.

Speaker 2 (05:37):
Exactly.

Speaker 1 (05:38):
You're willing to invest that time and energy and the
way you do that. And I know this again because
we talked so many times. You treat each of the
employees as you would if they walked in to talk
to you about their own personal insurance. So, yes, you're
working through an employer who is going to be providing
being the vehicle to provide the coverage, but you're looking

(05:59):
at each of the employees in each of their situations independently.

Speaker 2 (06:04):
Absolutely absolutely, because we truly believe health insurance was never
designed to be a one size fit sum policy. We
want to make sure that when you're properly protecting yourself
your employees, you know each employee, We want to make
sure the plans working for each one of them specifically,

(06:25):
and we want to work with them. So there's a
lot there's gonna be a lot of trust back and
forth between you know, me and the employer and the employees.
But I want them to completely understand that, you know,
we have their best interests at heart, and we have
the best interests of each one of their employees. And
even kind of even going back to Jeff, you know,
it was just kind of funny because I think he

(06:46):
understood that from listening. It was very hard for him
to wrap his mind around the fact that I was
saving him money because I don't get this. I've been
doing this for decades. This is all I've ever done.
I don't understand how you're doing this. Kept going why
does nobody else do this? And I remember, I mean
especially in the beginning phases. I mean he was literally

(07:06):
calling me like every day and just asking different questions,
which were very good because I wanted him to get
a good understanding of the concepts that we're doing. But
you know, we had quite a few of the employees
that were very kind of skeptical. They're going, oh yeah,
every time every year they bring somebody in and trying
to save us money, and they promise us the world

(07:26):
and it always falls flat. And I had actually two
of his employees like just refuse to talk to me like,
I'm done. I've done this so many years that I'm
not going to go talk to you. And you know,
through a couple of conversations, able to get both of
them back into their room, and I remember one of
the employees just kind of I saw the moment where
the light bulb went off. He goes, I think what
you're saying actually does make sense. He goes, you know what.

(07:49):
He goes, for years, I haven't been able to cover
my wife because it's just so expensive here, so she's
been going out without health insurance. So he goes, what
would this look like with my wife? And I showed
it to him. It was, I mean, pennies on the
dollar to add her on. He goes, oh my god,
it's gonna be the first time she's gonna have health insurance.
I'm gonna do it with That is amazing, and I mean,

(08:10):
and that that's what gets me up in the morning.
I got someone the insurance I didn't have it before.
I just I just completely changed their dynamic of playing
Russian Roulette with a revolver with six bullets in it.
I took them all out. And that made me feel
really good because at the end of the day. It's
I get people whole the time ago like, well, you
know what, I can't really afford health insurance just cover
the rest of my family. I'll go with that. I'm like,

(08:30):
so you just you're playing Rusian Roulette with a little gun.
I mean, which one of the family members is gonna
have an illness? I mean, more than likely, it's probably
gonna be you, the guy that's in his fifties, with
the added stress of going without medical insure exactly exactly,
and and that doesn't make any sense to me. And
so we always try to look at that dynamic and
make sure that you know, of course, our goal is

(08:51):
always a cover everybody. But in that situation, it definitely
that made that whole conversation worth it to me because
I didn't even know that situation that he wasn't and
being able to cover her at the end, I felt
so good that he you know, for only twenty years,
you've been doing this and I've never done it, and
he goes today I'm doing it. I'm like I got

(09:12):
through to him and I was able to help him
and his employee.

Speaker 1 (09:14):
And you know those points that explanation, you know, the
the getting your foot in the door and engaging the
obstructionist I'll call them with the conversation and doing the
pitch and selling them on what you are doing as
a concept. That's all the kind of work that an
employer normally would have to do, right, and when they're

(09:35):
not experts and insurance, they just went out and got
the group one size fits all coverage, which it doesn't
here it is folks, and read it. Go ahead and
read it and you'll know what you got. Ye choose
A or B, right, yeah, you know, and they're like, well,
what is this difference? Like, I don't know, just figure
it out and choose one and if you have a question,
call this dude. And you know, I mean, when we

(09:56):
go out to these employers, Brian, we sit down with
every single employee. We go over their specific situation, their
prescription history, their doctors, their hope streams and goals. You know,
I want to make sure that everything that they're thinking
over the next six months to five years is taking
consideration with the package that we're going to help them develop.

(10:16):
And as an employer side, you might be thinking, oh
my god, that sounds like a lot for me to
it's not.

Speaker 2 (10:21):
We're handling all that for you. We basically come back
with the proposals, show you everything, and you sign off
on it. And my goal when I work with an
employer is to basically tell them, listen, you are no
longer in the insurance business. If anyone ever of your
employees walks up to you to ask you a question
about the health insurance, you just hand them my phone
number and call John. He will answer that question specifically

(10:44):
for you, and someone in my office will return that
phone call and answer every question that they have or
adjust it if they need an adjustment in the future,
so it's not something where it's always set in concrete.
We can make adjustments and changes, and you know, we're
there to walk your employees through it because I I
want that to be the relationship that I have with
the employer. I don't want that to be a relationship.

(11:06):
I want the relationship with the employer. I don't want
the relationship to be between them and the insurance company.

Speaker 1 (11:11):
Exactly well, and by sitting there with each and every
one of them and again sometimes having to convince them
that it's the right thing to do to buy the
insurance in the first place, because it is affordable and
they won't get caught in the you know, hospital emergency
room reality of having tens of thousands of dollars in
medical bills. But you walk through and explain why the

(11:33):
monthly payment math works out. And I always found that
a fascinating part, because you know, when you're dealing with
an Affordable Care Act ninety two hundred bucks out of
pocket and then when you say, well, the premium is
going to be this, and it's like, well, wait a second,
it's more expensive than the dreamium would have been. And
you're like, no, no, no, remember, here's the expenses you're
going to face. Is this, this, this, and this. Break

(11:56):
it down and you get this total number at the
end of what they're facing on an annual basis, and
then you can go back and compare it to what
you're doing, and that's when you sort of light comes
on where you realize that savings are there.

Speaker 2 (12:07):
Yeah, it's actually something I came up with, you know,
a number of years ago, which I call is the
true cost of health care, right, because I get so
many people all the time to go, you know, oh yeah,
I'm paying two hundred bucks a month, and then you
look at their plan like, oh my god, if you
use this policy, it's like you have nineteen grand sitting
there to pay to, like use this plan, like you

(12:29):
have had sitting aside in a savings account, because that's
why I got a cost to to use this plan.
So it's like, well, yeah, yeah, you're paying twenty four
hundred bucks a year for this policy. But let's be honest,
your your true cost of health care is not your
deductible in your copays. It's your out of pocket maximum,
which you know, especially if you're we compare this a
lot of times, of course to the Healthcare dot Go

(12:50):
of Affordable Care Acabamacare, whatever you want to call it.
The average out of pocket there is ninety two hundred
on an individual, eighteen thousand, four hundred for a family, Right,
So you take that eighteen four hundred dollars, that's what
you're on the hook for. You also add in what
you're paying in premium, right, So in that case twenty
four hundred bucks or whatever it is, that's a low premium.
But I mean, your true cost of healthcare is twenty grand, right,

(13:13):
So the number that I'm trying to beat is that
twenty grand, you know, because I don't mean again, you're say, well, yeah,
most years I'm not going to use it. Yeah, it's
not a question of if it's when, you know, is
it gonna be this year, is it gonna be next year.
It could be six months from now, it could be
ten years from now. But still at the end of
the day, you're probably not gonna have eighteen thousand dollars
sitting around to pay for it. And again that Brian,
that number goes up every year, so it's not getting smaller,

(13:35):
it keeps going up, right, you know, So you know,
and that's really our goal is to minimize it's insurance
in general, minimize your financial exposure, and we would put
as much as that burden on the insurance company and
the least amount of burden on you. So even me
coming back and saying in that case, you know, we've
helped clients you know that may be paying two hundred bucks,

(13:57):
say hey, would you pay three hundred bucks a month?
Maybe your total cost of health care is six grand,
you know, because now you're out of pocket's only three grand. Yeah,
And that's and that's what we're really trying to do,
is show them how the math works. And then people
are like, well that's extra hundred bucks a month, I said,
but yeah, it's a extra hundred bucks a month. But
how many years do you have to go with no

(14:17):
claims to justify that? Exactly six years, So in six
years you're gonna have no claims. That likelihood is very
minimum that you you will. I mean you will have
a claim in that amount of time. So again, that's
really our goal, and we make that makes sense, and ultimately,
at the end of the day, it's their decision if
that's how they want to proceed. But I'll tell you
more often than not, they're going to take that option

(14:39):
because it makes more financial sense to their family and
they feel more comfortable because I'll tell you right now,
when it comes to like employees, I hear it so
many times because this is something they will not tell
you as an employer, and this is something that they
have actually expressed to me. Why I am sitting down
with them in a one on one conversation and they go, yeah,

(14:59):
the insurance used to be really good, like six or
seven years ago. Sucks now it really does. And you
know I've contemplated looking elsewhere, right, yeah, employee retention, right,
So it's what we're paying for it. I want to
keep my employees happy. I want to keep them healthy
so they can show up to work. But at the
end of the day, you know, it cost me so

(15:21):
much money to then go hire another employee, train them
and get them up to the speed to the guy
that just left. And it's gonna take me six months
to rechain one of my agents, you know, to do
what I feel comfortable with them with, you know, with
my clients. So I want to make sure that they're happy.
I'm and I'm sure it's exactly the same way as
a lot of your listeners. They want their employees to

(15:43):
stick around. That's why they offer these benefits because listen,
most of your listeners that call in, they're not big
companies and with hundreds of employees, most of your listeners,
Bry are fifteen employees twenty five, right, you know, these
are the guys that are getting the shaft right.

Speaker 1 (16:01):
And you know, and another point you mention on that,
you know, fifty employee company or ten employee company, a
lot of times their employees are going without insurance because
they're in the lower salary ranges. Maybe they're making thirty
forty fifty grand a year, and when they realize that
they're ultimately going to be paying twenty thousand dollars to

(16:24):
ensure their family. It's like, I can't afford to lose
that kind of money.

Speaker 2 (16:28):
Can't do it.

Speaker 1 (16:28):
I can't. I just can't do it.

Speaker 2 (16:29):
Can't do it. An employer aside, He's like, well, so
I can help the employee, but I can't really help
the spouse and kids because that's a huge expense for me.

Speaker 1 (16:35):
Exactly.

Speaker 2 (16:35):
So I'll mean, I'll give you fifty percent off of
your insurance that was eight hundred bucks a months, so
you're paying four hundred. But if you want to ensure
your wife and your kids, you're gonna pay full price.
It'sn't there twelve hundred bucks a month. And you're absolutely
hundred percent right. If you're making forty fifty thousand dollars
a year, how are you gonna turn around and pay
twenty grand a year for health insurance?

Speaker 1 (16:52):
You're not.

Speaker 2 (16:53):
You're not. You're not gonna do it. Say go with
out and you'd be surprised. We actually helped the company
up in leven and I'm three or four months ago,
and they were kind of in that same realm, you know,
they had I think forty employees. And when we kind
of get into that, I mean it was like there
was a good chunk when it didn't even take insurance
just because of the realm that they were in, and
by being able to do what we do, we broke

(17:15):
them off the group health plan. We were able to
move them all to individual plans. We did a section
one twenty five for the employer so he was able
to write off pre tax and we'll get into all
that when we talk, but we were able to show
them how we can break it up. And I'll tell
you of the I think there was like fifteen employees
that didn't have insurance and then never had it. I
think over half of them ended up picking it up

(17:35):
because it was that much more affordable. We're like, why
am I not taking this now? It's actually cheaper than
what it would have been for me just had been
on the group plan with my employer before, but now
I can cover my entire family.

Speaker 1 (17:44):
And then that employer, to the extent he or she
has competition in the same industry, is has a dangling
carrot to poach good employees away from the competition.

Speaker 2 (17:55):
Absolutely, you know how many times, I mean, even going
back to what we were just talking about before, or
is like my insurance sucks? And why do they say
their insurance sucks? It was because when I go to use,
I gotta go pay five, six seven grand. So I'm
scared to go to the doctor. I'm scared to go
to the hospital. I'm scared to go get a test
to find out something because they're gonna ring up a
big bill on me because I don't have the six

(18:16):
or seven grand to pay for that. And as the employer,
as an employer myself, I start looking at the fact, Brian,
that I'm paying a lot of money for this group
plan and they don't really understand what I'm paying and
they just see what their side is and they think
that what I'm offering them, which could be. I mean,
I've seen these group plans that over one thousand bucks
a month for an individual, Brian, and they don't take it,

(18:38):
or they don't want it, or they think it's terrible.
So when we go in and build them a plan,
we do it just like we do on the individual side.
We add in first dollar coverage. The goal is that
when your employee uses their insurance, they're not out thousands
of dollars. We actually show them how they can potentially
make money on things like preventative care. Like literally, when
I bill plans for these employer groups, your employee can

(19:02):
go get a physical and make a couple hundred bucks
because actually had a physical, because the secondary plan is
going to give them cash money because they went and
had a physical, or the major medical plan paid for
it for free. So getting incentivized to go get preventive care,
which as an employer, that's great. I rather than find
an issue out early so they're not taking off six
months when they get really sick. So again, it just

(19:25):
makes it more sense. It helps It helps the employer
because we're going to save you, on average forty two percent.
It's going to help the employee because we're always saving
them money. It's going to make they're out of pocket less,
it's going to make them happier. They're going to stick
with you and trust me, at the end of the day,
your competitors aren't offering this. There's no one else out
there doing it. So unless you're listening to hear of

(19:48):
this program, let's listening here and call me up too
and go, hey, I would Joe the plumber, he just
did this. I'm ready to plumber. I want to do
the exact same thing because he keeps taking my employees.

Speaker 1 (19:57):
And I know friends who have small businesses, and you know,
every time I think about you know, I'll recommend they
get in touch with you. They just don't offer medical insurance.

Speaker 2 (20:08):
Well, and that's that's a big thing. I actually just
had one of your listeners call me this past week.
They were kind of in the same boat. They're a
small business, five five five employees, but they're all family
and they were all covered under their spouses insurance, so
they then never had to offer group insurance. But I
guess they had just lost one of their employees that

(20:29):
had coverage through a spouse and they're like, listen, we
need to hire a couple more employees, but we absolutely
know right now we're not going to be competitive because
everybody else that's in our market offers group health benefits
and we don't offer anything. And I was like, well,
let's take a look at this, because I can't formulate
a group because you guys don't want it, and so
I have nobody to insure right now. So basically what

(20:50):
I told them like, listen, come up with a budget
that you feel comfortable offering them. When you go to
do a hire, tell them what we offer benefits. We
sent them a census form. Haven't feel the census form
out before you give him an offer, Send it to me.
I'll work you up a private plan for them that
you can pay for and just make it part of
their package and just figure out what you want to
pay towards it. I was like, I can help you

(21:11):
do that and help you get good talent because you
can't offer benefits right now. And I'm going to show
you how you can do that at a very affordable rate.
And she's like, oh my god, thank you. I'm going
to start running my ads now. I mean, and that's
things that we can do, and we help people all
the time. So many people employers don't offer group benefits
because they looked at it a few years ago and
they ran group pricing and it scared them to death,

(21:33):
and goes, that's something I can't do. I have employers
right now that have packages for their employees. I have
a company right now, we have twelve employees, and he's
very small margins on his business and he's like, I
just want to offer something to make keep my employees.
They don't make a very high income. We're not a
very big business, he goes. I was like, what can
you do a month? He goes, I can do about
two hundred bucks a month. I can do that right now.

(21:56):
Let's build a package for two hundred bucks a month
were we'd offer to all of your employees and full
blown group benefits. But when we found that most of
his employees can qualify for tax credits, almost every one
of them got a health insurance plan on the marketplace
for less than hundred bucks a month. I help them
do that individually, and then he bought the secondary coverages
for two hundred bucks a month to help cover the
out of pocket expenses. Yeah, so he's like, that's the

(22:17):
offering benefits right now.

Speaker 1 (22:18):
That's that critical component. That second that second policy. It
is so wildly affordable that just basically eradicates that ninety
two hundred dollars out of pocket that frightens the employees
all it's.

Speaker 2 (22:31):
All day long, and you might be thinking like, oh,
this is like a new concept. I've been doing this
for twenty years. I've been we just found that that
you know, over the last five or six years, like, hey,
this looks really different. Groups, and we were able to
do start doing it for groups, and that's where we
started taking over. So there's been very few groups that
we haven't even been able to help. Almost everyone that

(22:51):
calls in, regardless of they're offering group benefits now or
we're looking at it in the past and decided that
they maybe they couldn't financially. I mean, usually when they
call in, they take it. I mean we're at over
ninety percent of the people that call on on the
group side we end up helping. So you have a
ninety percent chance that we can help you if you
just call in and have a conversation, right.

Speaker 1 (23:11):
And then you get these long term relationships that you
build with the groups and they never go away because
there's nobody else that can do this thing the way
you do. No.

Speaker 2 (23:20):
It's it's funny because, like I always said, I know
a lot of people on the group side, and you know,
they started referring me they're smaller businesses that they're like, well,
the rates are going up, I can't do anything. Why
don't you just call them and help them. I'm like, so,
when are you gonna come to my side? You're on
the dark side, come to the light side, like, start
helping these guys do that. He's like, it just we

(23:41):
don't have the manpower. Because we don't have the manpower.
I have a couple of people that work for me,
and we can just do the group side. We can't
do what you do and look at forty people and
do customize individual plans and save these guys forty year.
I don't have the manpower. So I'm gonna continue doing
what I'm gonna do and go out there and look
for these larger groups that I can. Land and John,
go take these these other groups and you can help them.

(24:03):
But the funny thing is I'm starting getting into the
larger group side now too. We have other options for them.
So I started actually working with some of these couple
of hundred man groups and saving them money too. And
then we get different options too, and you know, so
now we're in a lot of it's a lot of
from work. They're a little different. You know, we do
things to the larger groups. One of the things that's
really important right now is the ECRA plans. So if

(24:25):
you're a larger group right now, especially if you have
like an unhealthy population, we ran into a group had
like seventy employees, and there was I don't know, like
twenty of them that were just not in a good
health situation. So the rates were astronomical, and most of
the big carriers wouldn't even underwrite it, so like we're
not even underwriting this group, Like you're stuck with this

(24:46):
twenty five percent increase with this carrier, And we actually
did it what was basically an EKRA where the employer
can set aside a certain amount of money that the
employees would basically get this it's an HRA Health Reimbursement Account.
They get to set them out and then they can
go out and buy their own own insurance with that money,
so the employer can still write it off, they still
get out of all the penalties that by not offering

(25:09):
health insurance, and then I can help each individual employee
and then employer doesn't have to worry about it. But
that's only something that you're going to do if you
have over fifty employees. But if you do something to
really look at, especially as a good long term option,
because it's going to control your cost and you're not
gonna be stuck with those big eighteen to twenty percent
increases each year.

Speaker 1 (25:26):
Well, let's just dive real briefly in the kind of
a couple of minutes left the employees that that percentage
of employees are in bad shape physically. I mean, I
always got the impression that, well, sucks to be you.
If you're going to go out of the market and
try to find, you know, an insurance plan, then absent
an Obama Care plan, you're just not going to find
any insurance coverage because nobody's going to underwrite yet.

Speaker 2 (25:48):
Yeah, I mean, there's there's options, you know, and that's
unique realm that we work in right now. You know,
I know a lot of people have their political opinions
one way or another about Ortable Care Act, Obamacare, whatever
you want to call it, but it has opened more
doors for us to have. I mean, again, I look
at as options.

Speaker 1 (26:06):
Right.

Speaker 2 (26:07):
If you believe that Obamacare is the only option out
there for health insurance, you're completely wrong. There's there's ninety
percent of what you don't what's out there is you
don't say. And that's where dealing with someone like me
as a broker can open the light and show you
the doors that are that were left closed to you
on the marketing side. But you're right in that situation
for those twenty employ those twenty employees, I mean, you know,

(26:30):
we were looking at marketplace options for them. There's other
group options that we can actually put individuals in that
we help them with too. But again, as the group owner,
you know, you always have to look at the fact
that your your risk of your group is what's causing
your increases. So if I was going to open a
company tomorrow, yeah, I want to go and ensure a
bunch of like twenty four year olds, I have no claims.

(26:52):
But listen, that's not that's not a reality, you know,
especially if you have an older mix. And one of
the companies we ran into one time that was really
bad was a machina shop. We ran to a machina
shop one time that was just they're older. They're all
in their late fifties, early sixties, and I mean, I'm
telling you they were getting creamed on rate increases Like
this has to stop. You can't do group anymore. That's

(27:12):
never going to work for you. It's never going to
be cost effective. Because he basically told me, outside of
his material cost, health insurance is number two most expensive cost.
And he goes, I have to reduce this because I can't.
I'm not even competitive in the market right now because
I have to keep my rates high. I was like, well,
if I can save you money right now, like forty percent,
what would that do to your bottom line? He goes,
it's all stay in business. I think we came back

(27:32):
in over fifty five percent savings for him.

Speaker 1 (27:35):
That's amazing. I mean he was literally running the risk
of going out of business because of the cost of
medical insurance.

Speaker 2 (27:42):
Yeah, it was that they were at almost twelve hundred
bucks a month for an employee, and it was just
the risk categories you know, heart attacks, bypass surgeries, a
couple of cancers, you know, on a twenty six man.

Speaker 1 (27:55):
Group, machine toolshop and more can around benzing their entire life.

Speaker 2 (27:59):
Oh a stressful situation, but you know, and those are
the people that we can help, and those people that
we help all day long.

Speaker 1 (28:05):
Well, I just am always amazed every single week by
what you're able to do and that so many people
just aren't aware of it. Hell, I'd never heard of
this concept before I met you, and I certainly appreciate
the opportunity to recommend to my listeners through advertising your
operation because so many of them have gotten back with me.
I mean, they're just I'm so glad I listened to you.

(28:27):
I'm so glad I made that phone call. It's just
it works. What more can you say and how do
you initiate the process? Let us give out the information
again as we close out another edition of Rethink Healthcare
together with John Roman, and most importantly, remember there's a
team there. You don't necessarily have to speak with John.
All the people he's guys working with him are as

(28:47):
knowledgeable as John is. He makes sure sure of that.
It's coversince he dot com. Fill the format on the
website and fill it as completely as possible. They're not
going to sell it to anybody, unlike if you're dealing
with them, you know, going out on Google trying to
find something, or your name and your email and everything's
going to go out to the world. They keep this
in house. So fill out the form as completely as possible,

(29:08):
and then they'll help fill in the blanks that they
need when they get back with you. And they will
get back with you quickly, or start the process by
just giving them a phone call at five one, three
eight hundred call and again, don't care which state of
the Union you're in, he can help you. The team
is fully nationwide, so regardless of which state you find
yourself in, John and the team can well work their

(29:28):
magic for you. Again. That's five one, three, eight hundred
Call again online coverssinc dot com. Then another edition of
Rethink Healthcare together with John Rollman. Always enjoyable. John, You
Brian Area. Rest of your day.