Have 100% of your plan’s “spousal surchargers” been identified to pay their surcharge?
While spousal surcharge and waiver programs are great cost containment strategies, actual health plan savings are only as good as the integrity and awareness of the participating employees. Rare is the plan that has optimized its potential. This really shouldn’t be too surprising given the results most dependent eligibility audits generate. After all, it is widely known the majority of dependent eligibility audits remove 5% - 10% of the members. Evasive “spousal surchargers” or “non-waivers” share many of the same root cause characteristics as ineligible dependents.
To that end, HR Best Practices has developed a proprietary, predictive modeling methodology to help plans receive additional employee contributions that are due.
Regardless of the approach, the financial savings are compelling. Given the average surcharge of $100 per month, employers can’t run the risk of missing out $1,200 annually for each non-participating surcharger.
Separately, if you’re thinking about implementing a spousal surcharge, but aren’t sure what savings the program will generate, our healthcare cost containment team will be happy to partner with you. Call us today at 201.891.8010 to discuss how our proprietary spousal surcharge and working spouse auditing methodology can help your plan generate additional contributions.
