Did you know your insurance plan includes Telehealth services—often at no cost to you? Many carriers have recently expanded Telehealth beyond basic health issues, offering options like dermatology, counseling, physical therapy coaching, and even pediatric care.

We’ve always encouraged employers and employees to turn to Telehealth first for minor health concerns—whether it’s a stubborn rash, flu symptoms, or questions about where to seek treatment. The service is available 24/7/365 anywhere in the U.S.

I’ve personally used Telehealth while camping, when my daughter came down with strep throat. A quick virtual visit meant I could simply pick up her prescription at the nearest pharmacy—saving us the time, expense, and disruption of an urgent care visit.

Most Telehealth visits have a $0 copay, though HSA members may have copays until 2026. Check your plan’s member portal to see what’s included—your coverage may offer far more than you realize.

Tip: Next time you’re feeling unwell, try Telehealth first. It’s convenient, cost-effective, and often the quickest way to get the care you need.

You may have heard the term Reference-Based Pricing (RBP) popping up more often in health insurance conversations. Here’s what it means and why it matters.

Instead of using a traditional PPO or HMO network, RBP bases payments on a benchmark price—often tied to the rates Medicare sets for medical services.

Medicare establishes what it considers a fair price for every service, from office visits to surgeries. However, with a typical PPO network, insurance companies can pay up to 280% more than the Medicare rate for the same service—costs that ultimately get passed down to members through higher premiums.

While Medicare rates can sometimes be too low (particularly for standard office visits), in other cases hospitals charge significantly more than what seems fair. Every few years, insurance companies negotiate rates with hospitals, but these negotiations don’t always go smoothly—like last fall’s dispute between Blue Cross Blue Shield of Arizona and Phoenix Children’s Hospital.

With RBP, smaller insurance carriers or Third-Party Administrators (TPAs)—typically in self-funded or level-funded plans—pay providers 125–175% of Medicare rates instead of inflated network rates. This approach:

Reduces service costs

Helps keep premiums lower

Eliminates network restrictions—you can see any doctor or facility you choose

Because RBP is less common, some front-desk staff may not recognize it right away. In those cases, they can call the number on your insurance card to confirm coverage.

We’re exploring RBP options for some clients to help lower medical premiums without sacrificing access to care.

If you’re using our enrollment platform, Employee Navigator:

• Add the new employee directly to the platform so they can elect or waive benefits.
• Employee Navigator securely stores required documentation, helping you stay compliant.
• We recommend adding new hires as soon as they’re added to payroll or within the first few weeks to avoid missing deadlines.
• Once added, simply send them the platform’s automated email so they can create their account and complete enrollment or waiver—no need to send us their personal information separately.

Rachel began her career in Individual Health Insurance 12 years ago, working with a large General Agent (GA) in the Midwest. About a year in, she visited a business during their group renewal and discovered that their current broker wasn’t providing the support they needed. Stepping in to help, Rachel found her passion for assisting business owners with their employee benefits.

She soon joined a local GA, and three years later, she launched her own brand—RS Assurance, LLC. For many years, Rachel worked as a solo broker, but as her book of business grew, she partnered with another agency to help with client service.

In 2020, after the whole family came down with COVID, Sean—who was home for nearly a month—half-jokingly suggested that maybe he should join her in the business. After much thought and prayer, they made the leap. In October 2020, Sean left his job, and RS Assurance officially became a husband-and-wife team.

Nearly five years later, they’re grateful for the chance to work together, serve their clients, and have more time for family. This year is especially exciting (and a little bittersweet) as their kids, Haley (a senior) and Zach (a freshman), attend the same school for the first time. Watching them drive off together was a proud, emotional moment—a reminder of how quickly they’re growing up.

Rachel and Sean feel truly blessed to have two hardworking, ambitious children, and they couldn’t be prouder.