Trinity Benefits offers advice on healthcare reform, plan design, wellness and disease prevention, cost management, market pricing, renewal negotiation, open enrollment and communications support for all insured, self-insured and voluntary health and welfare benefits plans. Underscoring this advice is a focus on the best practices for healthcare cost management available today, such as Value-Based Insurance Design (V-BID).

We also provide due diligence services for mergers, acquisitions and divestitures. We possess over 25 years experience in the following areas related to employee benefits:

Medical & Dental:

Traditional Reimbursement Plans, Managed Care Plans (PPOs, HMOs, EPOs, et.al.), Supplement Plans, Expatriate & Inpatriot, Interim Plans; all fully-insured or self-funded plans and self-administered plans

Prescription Drug Plans:

Indemnity, Prescription Benefit Managers (PBMs,) multi-tiered, specialty & high-risk, specialty carve-out plans

Flexible Compensation:

Defined Contribution Benefit Plans, FSAs, HSAs, MSAs, HRAs; all Cafeteria, Choice, Consumer Driven & Hybrid Plans

Disability:

Long Term, Short Term, Integrated Disability and Managed Disability

Life & AD&D:

Term, Supplemental, Universal; all fully-insured and self-insured life plans

All Vision Plans

Mental Health Plans & Employee Assistance Plans (EAP)

Long Term Care Plans

Our advice is never “off-the-shelf” and it is provided only by senior staff. It is always tailored to our client's business philosophy, experience and risk tolerance, and focused ultimately on company profitability. Rather than simply cut costs, we work toward a true return on investment.

Healthcare costs continue to rise at a remarkable rate relative to the overall economy. A major shift has occurred that is changing the way employers finance, deliver and administer benefits to employees. Major changes to the overall health care delivery system will place a greater burden on employers both financially and administratively.

Shifting costs to employees, and now to the government, does not improve employee loyalty or productivity. It is incumbent on the employer to create a work environment in which employees can thrive.

Shifting costs may reduce company expenses in the short-term, but yield no long-term gain.

Improving the health of employees can result in improved productivity, thereby increasing profitability. However, trying to improve health without appropriate benchmarks and specific outcomes information can result in increased costs and reduced profitability.

We help our clients derive more value from their employee benefits plans by avoiding trends that add little or no value and applying best practices specifically designed for each company.