How To Give Employees A Raise Without Giving One

The erosion of the American middle class continues due directly to the medical-industrial complex. It’s time to stop that by giving working Americans better health care that costs less…….

Deductibles, especially high deductibles, are silly. They drive health care costs up because medical caregivers must account for their account receivables problem (18-22%) when they negotiate their managed care contracts. Everyone Is Paying For Mary’s Deductible Because Mary Isn’t

Placing financial barriers to health care is counter productive. Removing them can result in lower costs if a health plan implements proven risk management strategies.

Instead of giving employees their annual “entitlement” wage increase, employers should give raises in a much smarter way. Salary and wage increases are taxable. Better health care benefits resulting in lower costs are not.

A major school district in Texas just announced a 5% raise for all full time employees. (Where Were The Math Teachers?) They have a really crappy health plan many employees can’t afford to purchase and many of those that do can’t afford to use it. If instead they had revamped their health plan with improved benefits they could have effectively increased take home pay more than a 5% (minus Uncle Sam’s portion) increase.

Want to know how to do that? Ask Dave Chase at Health Rosetta or any of his cohorts, they know. ( is a specialty company in the benefits market that, while not an insurance company, works directly with health entities, medical providers, and businesses to identify and develop cost effective benefits packages, emphasizing transparency and fairness in direct reimbursement compensation methods.

The shared vision of and clients who retain our services is to establish and maintain a comprehensive employee health and welfare plan, identify cost areas that may be improved without cost shifting to any significant degree, and ensure a superior and sustained partnership with a claim administrator responsive to members needs on a level consistent with prudent business practices.

Plan costs, in all areas including fixed expenses and claims are open for review on a continuing basis. Cost effective plan administration and equitable benefit payment to providers are paramount to fulfilling our mutual fiduciary duties.

As we proactively monitor and manage an entire benefit program we are open to any suggestions members may make or the dynamic health benefit market may warrant in order to accomplish these goals.

Duty of loyalty to our clients, transparency and accountability are essential to the foundation of our services. To that end, we expect our clients to realize a substantial savings based upon the services that we will deliver.

2021 All Rights Reserved