Originally Posted by
drk
Let me see if I get this right...
Let's offer $100/yr of benefit to the member. Now, where do we get that $100? From the employer. But we can't charge them $100, can we? No, otherwise the employer could just dole it out themselves. We have to charge them, say, $50 per member per year. Then, we have to assume risk. That's what insurance is: "risk management". It's a gamble that a substantial portion of the members NOT utilize their benefits to reduce our payout to our providers (ourselves, in this case) if we want to turn a profit at the insurance level, or even if we want to break even, like VSP apparently does (after paying all the salaries). Not to mention family plans...
So, assuming we break even, then we have captured part of the market by offering a $100/yr benefit that they can spend only in our office. Maybe we can get our U&C fees, and the member gets a $100 off benefit.
In the bad years, we do not break even, and we have to dip into the reserve to pay out all those benefits...what reserve?
Do we have to be rated by the insurance industry? You bet. Do we have to follow state and federal insurance industry regulations? You bet....
Bookmarks