How Health Care Trends Affect Employer Benefit Plans

employer health care costsBy Thad Brown, Director, Strategic Client Accounts and Planning

Employer Health Care Costs in 2018

Have you ever examined your annual health care costs, and wondered why your plan is so expensive?

You aren’t alone. Employers expect health care costs to rise 5.5% in 2018, bringing cost management strategies to the forefront of health benefit priorities.

Strategies to Control Costs

In the past five years, health care costs have continued to increase. As a result, employers have been moving to high-deductible health plans (HDHP) and Health Savings Accounts (HSA) as a way of controlling these costs.

employer health care costs

Members have increasingly become more responsible to choose appropriately-priced medical care, such as going to an urgent care facility for minor ailments instead of the emergency room. This cost awareness is giving rise to a consumer trend in health care.

However, we are also seeing a growing momentum to shift cost accountability and control into the hands of providers, using value-based payment models. Value-based health care compensates hospitals and doctors on the basis of patient health outcomes.

Improving the outcomes of employee health for an entire group is a key way to contain the expenses of company health plans.

Cost Trends Affecting Employers, Members & Providers

Opportunities for improving health plan costs have historically come from the following groups—employers, members and providers. Here are the trends we’re seeing with each of these groups.

Employer/Health Plan
  • The movement to HDHPs appears to be losing energy.
  • After shifting health care costs to employees for years, employers are starting to ease off.
  • This leaves less opportunity to stem increases in use of health care services.
  • Employers are working with health plan partners and providers to reduce inappropriate use of services and prescription opioids.
  • employer health care costsEmployers are seeking plan designs that drive members to more affordable care options, such as:
    • Telemedicine.
    • Specialized, high-volume, medical centers of excellence.
    • High-performance networks integrating clinical, operational and communications’ systems.
Member
  • Employee experience with the health care system now has a greater emphasis.
  • Employer-sponsored support helps employees to navigate treatment options and procedures.
  • Wellness programs now provide employer initiatives for employee financial, social, mental and physical health.
  • Wellness incentives and penalties in company-sponsored programs encourage member participation.
employer health care costsProvider
  • A growing focus on value tied to health care outcomes at the lowest cost.
  • More than 20% of employers are experimenting with high value networks and Accountable Care Organizations (ACOs) in select markets. That number is expected to grow to over 50% in the next few years.
  • Providers are assuming additional risk for patients’ outcomes; and medical teams are working to reduce readmissions.
  • The cost of drugs and the need to shop prices is resulting in provider requests to consider the cost of services and prescriptions, before prescribing.

The Goal for Employers

As health care continues to take up a larger part of the overall economy, structural changes—such as the push toward paying for value, greater emphasis on care management and increased cost sharing with consumers—are taking stronger hold, pulling back against rapid health care spending growth.

Over the next three years employers will seek to improve member engagement in health and wellbeing programs, expand the use of analytics and seek to manage the cost and utilization of pharmacy.  Regardless of the strategy, employers will still be challenged to keep costs low for both the employee and the company.

The goal is for employers to provide a high value plan that manages cost for both the company health plan and the employee. MedCost works with our employers to improve health outcomes and to generate a more productive workforce.

Our next series of blog posts will describe six key ways that employers can achieve this goal. Subscribe to our blog now to receive these posts by email. MedCost

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What are the top drivers in your health plan costs? Send your comments by clicking “Leave a reply” below.

 

10 Ways to Win with Employee Wellness Programs

How One Employee Lost 70 Pounds & Turned Her Life Around

Why Employee Wellness?

employee wellnessLifestyle choices, family issues and financial worries impact employee productivity and absenteeism. At MedCost, our nurses see it every day working with health plan members.

A well-designed employee wellness program can help address many of these issues. And it doesn’t have to be big and complicated. It simply has to work for your employees.

At MedCost, we had these same challenges within our own workplace. Part of what we do is advise clients on programs that help improve the health of their employees. We determined first to work with our own staff for greater improvements in each employee’s health.

Patrenia’s Story

The truth about her health never got through to Patrenia Johnson until a year ago. She had always struggled with her weight; and was diagnosed with type II diabetes at the age of 24. But denial was a comfortable way to continue her eating habits and to manage every emotion she felt.

A year ago, Patrenia met with her endocrinologist. After examining her history of A1C numbers, which were once again out of control, the doctor looked intently at Patrenia.

“Do you want to live, or die?” the doctor said.

Patrenia finally faced the truth – she might die from diabetes.

Just like her dad. Just like her close friend.

Making Wellness a Priority

employee wellnessWe wanted our employees and those of our clients to have practical tools to support real changes in their lives. We wanted to keep low-risk members from developing more serious conditions.

Hiring a corporate wellness manager allowed us to benefit our own staff and provide expert wellness consultations for our clients.

New wellness features implemented for MedCost employees began to have an immediate impact. During breaks and at lunch, conversations could be heard about calories, healthy foods, or how many steps had been logged that day.

More employees purchased standing desks and took the stairs. People began to think about their lifestyle choices and how to implement healthier habits.

We recruited new members from more departments for the wellness committee, led by our employee wellness manager.

The company also launched a comprehensive program for clients called Healthy & Wholewith fresh ideas to balance care for employees with a company’s financial health. Watch the video here.

Employee Wellness: 10 Ways to Win

Here are 10 ways we’re encouraging employee wellness:

  1. Offered a $500 incentive for completing employee wellness requirements—even if not on the company health plan.
  2. Ongoing exercise classes, subsidized by MedCost
  3. employee wellnessFree wearable device with fitness app that tracks activity, nutrition, sleep, mood and hydration
  4. Lifestyle coaching resources for weight loss, tobacco cessation, financial health and dealing with stress
  5. Company softball and kickball teams to compete in adult recreational leagues
  6. An online platform, myStrength, for stress management and emotional health
  7. A “Wellness Moment” at regular middle management meetings and company Town Halls
  8. Monthly Lunch-n-Learns on health topics
  9. Walk with Me Wednesdays
  10. Fresh Fruit Fridays in break rooms

Patrenia’s Success

Patrenia enrolled in the Personal Care Management program as a diabetic. Her nurse health coach regularly contacted Patrenia, offering resources, suggestions and ongoing support.

She joined company exercise classes and the coed softball team. Patrenia began to incorporate these actions into her daily life:

  • Reducing food portions
  • Giving up carbonated soft drinks
  • Not depriving herself of certain foods, but limiting them
  • Walking with coworkers during breaks
  • Taking onsite exercise classes
  • Welcoming accountability from fellow employees for her eating habits
employee wellness

Patrenia before losing 70 lbs.

employee wellness

Patrenia one year later

Change wasn’t easy.

So far, she has dropped 10 dress sizes, losing almost 70 pounds. She says it’s still a daily struggle, but the results are worth it.

“I’m not as tired anymore. The doctors say that my kidneys look good. My eyes look good. I want to keep hearing that from my doctors.

“And most of all—I want to be here for my family.”

Employee Wellness—Winning for a Lifetime

Employers care about more than a profit-and-loss column. They provide health care benefits because they care about their employees. For the 75% of employees and families who are healthier, wellness programs can help prevent conditions from escalating.

Lifestyle changes—even small ones—create measurable outcomes of better health, productivity and an employer’s bottom line.MedCost

Watch this informative video about our new comprehensive program, Healthy & Whole.

“Do you want to live, or die?” the doctor said.

12 Ways to Save on Prescription Drugs

Zafeira S. Paradis, MedCost PharmDBy Zafeira S. Paradis, PharmD, MedCost Clinical Consultant

Did You Know? Generic drugs work the same as their brand-name counterparts.

Generic drugs are tested and approved by the U.S. Food and Drug Administration (FDA) so we know they are safe and effective, just like the brand name. Most of the time, generic drugs cost less for you and your health plan. The average cost of a 30-day supply of a brand-name drug is $300, while a generic drug is $30.
Not all brand-name drugs have a generic version available on the market, but many do. For example, these commonly used drugs are available as lower-cost generics (see table below). 
Talk with your doctor and pharmacist about the drugs you are taking. Always ask if there are lower-cost options available—especially generic versions.MedCost

Prescription Drugs: 12 Ways to Save

prescription drugs

Did You Know? Generic drugs work the same as
their brand-name counterpa
rts.

2019 Limits for HSA and HDHP Health Plans

Michael Berwanger
By Michael Berwanger, JD, Director, Quality Management & Compliance

 

The IRS has released Revenue Procedure 2018-30, setting dollar limitations for health savings accounts (HSAs) and high-deductible health plans (HDHPs) for calendar year 2019. The contribution, deductible, and out-of-pocket limitations for 2019 are shown in the table below (2018 and 2017 limits are included for reference).

For guidance on HSAs, please review the IRS frequently asked questions pageMedCost

2019 Limits HSA

 

2019 Limits HSA

 

2019 Limits HSA

 

 

 

 

 

 

 

 

 

 

 

 

This blog post should not be considered as legal advice.

7 Care Management Results: Balancing Medical Care, Benefit Costs

How Can Employers Balance Medical Care & Benefit Costs?

MedCost Care Management programs are designed to conserve health care costs for our clients while improving an individual’s health.

Our nursing staff averages 22 years of experience; and includes board-certified case managers and nurses certified in intrinsic coaching and grief counseling.

Here are our 2017 results that exceed industry averages, resulting in lower health care costs for our clients.

Care Management

Care Management Resources

Want to know more about how to manage medical costs? These resources give employers more details:

  1. Complex Case Management 
  2. Inpatient Management
  3. Outpatient Management
  4. Telehealth Services
  5. Nurse Health Coaching
  6. Maternity Management
  7. Behavioral Health

To print this infographic, click on the title and scroll to “PRINT THIS PAGE” at the bottom.MedCost

HSA 2018 Contribution Limits Adjusted by IRS

Michael Berwanger

By Michael Berwanger, JD, Director, Quality Management & Compliance

On March 5, 2018, as a result of the tax reform law (P.L. 115-97), the IRS released Bulletin No. 2018-10, adjusting dollar limitations for health savings accounts (HSAs) and high-deductible health plans (HDHPs) for 2018.

The only change impacting HSAs was to adjust the contribution limits for family coverage from $6,900 to $6,850.

HSA 2018 Contribution Limits

HSA 2018 Contribution Limits: FAQs

For guidance on HSAs, please review the IRS frequently asked questions pageMedCost

This blog post should not be considered as legal advice.

 

How to Help Employees Become HEALTHY & WHOLE (Video)

Ready to Balance the Care of Your Employees
with the Financial Health of Your Company?
HEALTHY & WHOLE

WATCH VIDEO NOW

  • Annual health care costs in America are $3.2 trillion.
  • Employees average 5.3 unplanned sick days per year.
  • That productivity lost is more than 1 and 1/2 hours of an 8-hour day.

When disease management and wellness programs combine, employers average $30 per member per month in decreased health care costs.

HEALTHY & WHOLE

That’s why we’ve developed a comprehensive program called HEALTHY & WHOLE.

HEALTHY & WHOLE encompasses physical, emotional, financial and social health – and
greater job satisfaction for employees.

The goal is to help employers balance the care of employees with the financial health of your
company.

HEALTHY & WHOLE Includes Disease Management

Our nurse health coaches provide hands-on support, helping members reduce blood
pressure, glucose levels and lose weight.

And for complex conditions, case managers provide expert help for families in very difficult
situations.

Over 73% of businesses offer corporate wellness to attract and retain talent, and strengthen
company culture. Another advantage is to encourage enrollment in consumer-directed health
plans, a growing trend.

HEALTHY & WHOLE Supports Lifestyle Changes

HEALTHY & WHOLE addresses not only members with chronic diseases, but the 75% who
need support with lifestyle changes.

Lifestyle changes – even small ones – create measurable outcomes of better health, productivity and bottom line.

The Results of Corporate Wellness Programs

HEALTHY & WHOLE

http://www.nahueducationfoundation.org/materials/WellnessBrochure.pdf

Implementing corporate wellness programs dropped claims costs -28%, doctor visits -17% and hospital admissions -63%.

This same study showed disability costs down -34% and injury incidence down -25%.

An employer we worked with said that he is passionate about having happy employees. If they
are happy, they will be productive and engaged.

A Program That Benefits Employees and Companies

Lifestyle coaching. Financial education. Fitness. Nurse health coaching. Long-term medical
conditions. HEALTHY & WHOLE serves everyone’s needs, including your company’s.

We want to see everyone HEALTHY & WHOLE. That’s why it’s important to us to balance the care of your employees with the financial health of your company.MedCost

HEALTHY & WHOLE

PLAY VIDEO

(This post is a transcript from the video, “MedCost HEALTHY & WHOLE.”)

For more information on wellness consultations for employers, email Kati Davis.

 

FDA Approved 46 Novel Drugs in 2017

MedCost pharmacist

By Zafeira Sarrimanolis, PharmD, MedCost Clinical Consultant

In 2016 we saw 22 brand-new novel drugs hit the market. This year the FDA has approved 46 novel drugs.

A novel drug is an innovative product with a chemical structure that has never been FDA approved before and usually meets a previously unmet medical need.

In 2017, these novel drug approvals were accompanied by an influx of specialty and brand-name drugs to the market – many treating common chronic conditions like diabetes, asthma and RA.

It is a very exciting time in the healthcare world as these new drugs significantly advance patient care. However, these treatments come at a cost… literally.

This is not a comprehensive list of new-to-market drugs, and does not include all 46 novel drugs, but is a snapshot of key 2017 FDA approvals.

It is hard to predict what the FDA and drug manufacturers will do in 2018. However, we should expect even more high-cost drugs to be approved and available for members.

Hopefully these will be accompanied by the influx of generics and biosimilars to the market – which may help off-set rising drug costs.

One thing we know for sure is that managing drug costs will continue to be key. We employ cost-management strategies such as:

  • Formulary management
  • Prior authorizations
  • Step-therapy programs
  • Regulation of copay cards

All of these strategies will be foundational in conserving costs.MedCost

Drug
Approval Date
Approved Use(s)
Estimated Annual Cost
Notes
Hemlibra

(emicizumab)

11/16/17 Hemophilia A with FVIII inhibitors $450,000
Mepsevii

(vestronidase alfa-vjbk)

11/15/17 Mucopolysaccharidosis VII (MPS VII, Sly syndrome) $375,000
Fasenra

(benralizumab)

11/14/17 Severe asthma (add-on treatment) $30,000
Yescarta

(axicabtagene ciloleucel)

10/18/17 B-cell lymphoma $370,000
Verzenio

(abemaciclib)

9/28/17 Breast cancer $130,000
Aliqopa

(copanlisib)

9/14/17 Relapsed follicular lymphoma $160,000
Kymriah

(tisagenlecleucel)

8/30/17 Acute lymphocytic leukemia $475,000 per treatment First gene therapy ever approved in the US
Bespona

(inotuzumab ozogamicin)

8/17/17 Relapsed or refractory acute lymphoblastic leukemia $170,000

 

Idhifa

(enasidenib)

8/1/17 Relapsed or refractory acute myeloid leukemia $280,000

 

Vosevi

(sofosbuvir, velpatasvir, voxilaprevir)

7/18/17 Hepatitis C $75,000 for 3-month treatment
Nerlynx

(neratinib maleate)

7/17/17 Reduce risk of breast cancer returning $125,000
Tremfya

(guselkumab)

7/13/17 Moderate-to-severe plaque psoriasis

 

$58,000
Endari

(L-gultamine)

7/7/17 Sickle cell disease $11,000 – $18,000 Second drug approved for Sickle Cell in the US
Haegarda

(C1 esterase inhibitor)

6/22/17 Hereditary angioedema $400,000
Fibryna

(fibrinogen)

6/7/17 Congenital fibrinogen deficiency n/a Pending launch date
Rebinyn

(coagulation factor IX)

5/31/17 Hemophilia B n/a Expected launch early 2018
Kevzara

(sarilumab)

5/22/17 Rheumatoid arthritis $39,000 Second-line agent
Radicava

(edaravone)

5/5/17 ALS $145,000 Second drug ever approved for ALS
Ryadapt

(midostaurin)

4/28/17 Acute myeloid leukemia $180,000
Brineura

(cerliponase alfa)

4/27/17 Batten disease

 

$700,000 Very rare, inherited condition
Ingrezza

(valbenazine)

4/11/17 Tardive dyskinesia $64,000 – $128,000 depending on dose
Ocrevus

(ocrelizumab)

3/28/17 Multiple sclerosis $65,000 (~20% less than current treatments)
Dupixent

(dupilumab)

3/28/17 Moderate-to-severe eczema $37,000
Zejula

(niraparid)

3/27/17 Epithelial ovarian, fallopian tube or primary peritoneal cancers $160,000
Bavencio

(avelumab)

3/23/17 Merkel cell carcinoma $150,000
Kisqali

(ribociclib)

3/13/17 Breast cancer $130,000

 

 


Key sources:

 

(To print, click on the title and scroll to “PRINT THIS PAGE” at the bottom)

 

IRS Extends Deadline to Furnish 1095 Forms to Individuals

Michael BerwangerBy Michael Berwanger, JD, Director, Quality Management & Compliance

The IRS has announced good-faith transition relief for information reporting on Forms 1094 and 1095 for the 2017 tax year, mirroring guidance it provided for the 2016 tax year (see IRS Notice 2018-06 HERE).

Some notable highlights include:

Extension for Furnishing Statements to Individuals. 

The deadline for furnishing Forms 1095-B and 1095-C to individuals is extended by 30 days, from January 31 to March 2, 2018. There is no action necessary from self-funded health plans to take advantage of this extension, it is automatic.

Due to this extension, the discretionary 30-day extension is not available, and no further extensions may be obtained by application to the IRS.

No Extension for Filing Returns with the IRS.

The notice does not extend the due date for filing Forms 1094-B and 1094-C (and accompanying Forms 1095) with the IRS. Accordingly, the deadline remains February 28, 2018, for paper filings, and April 2, 2018, for electronic filings (see 2017 Forms 1094, 1095 B & C Released by IRS).

Please note, electronic filing is mandatory for entities required to file 250 or more Forms 1095. However, filers may obtain an automatic 30-day extension by filing Form 8809 on or before the regular due date.

2017 Forms 1094 1095Good Faith Penalty Relief.

The IRS will again provide penalty relief for entities that can show they have made good faith efforts at compliance.

The IRS reports that no penalties will be imposed on entities that report incorrect or incomplete information, either on statements furnished to individuals or returns filed with the IRS, if they can show they made good faith efforts to comply with the reporting requirements.

The notice specifies that the relief applies to missing and inaccurate taxpayer identification numbers and dates of birth, as well as other required information.

Penalty relief is not available to entities that fail to furnish statements or file returns, miss an applicable deadline, or are otherwise not making good faith efforts to comply.

Evidence of good faith efforts may include gathering necessary data and transmitting it to a third-party to prepare the required reports, testing the ability to transmit data to the IRS, and taking steps to ensure compliance for the 2018 tax year.

ACA deadlinesThose unable to meet the due dates are still encouraged to furnish and file as soon as possible, as the IRS says it will take such furnishing and filing into consideration when determining whether to abate penalties for reasonable cause.

Reasonable cause is distinct from good faith relief and requires, among other things, proof of significant mitigating factors or events beyond the reporting entity’s control.MedCost


MedCost is not a tax preparation company, and you may have additional tax obligations for other benefit plans that you offer to your employees. Please consult with your tax adviser for guidance.

This blog post should not be considered as legal advice.

GIVING BACK: 3 Reasons for Corporate Philanthropy

When Corporate Giving Becomes Personal
Giving Back

2017 Winston-Salem Heart & Stroke Walk (Photo by Patrick K. Smith)

By Debbie Pullen, Content Marketing Specialist

This year I had the privilege of participating in my company’s annual corporate sponsorship for the American Heart Association.

Our leadership felt passionate about supporting the annual Winston-Salem Heart & Stroke Walk, because of how local medical research is funded through national and area fundraising. Our nurses and support staff work daily with members recovering from heart attacks, strokes and other complex conditions.*

So we really had a “heart” for this issue.

The big surprise for me was how much my involvement would come to mean to me personally.

I discovered three wonderful reasons why companies give.

#1 REASON FOR GIVING BACK

Giving Back Aligns Company Actions with Company Values
Giving Back

Michelle at Soup Cook-Off

Our commitment to be major sponsors for the Heart & Stroke Walk originated with our executive leadership. They wanted every employee to have the chance to support company fundraisers and to walk the 1-, 2- or 4-mile route on November 11, 2017.

Fundraisers such as our Soup Cook-Off, Executive Embarrassment Challenge** and Basket Raffles progressively built excitement in the months leading up to the walk. Employees from every department signed posters, took photos shared on social media and contributed to our company total.

A spirit of anticipation grew as people talked in the break rooms about family or friends who had suffered heart disease or strokes. Employees shared their own stories about recovering from serious medical conditions (see “Heart Disease: Living Up to the Gift of Life“).

The MedCost principle of getting healthy and staying healthy was underscored over and over with social shares like this infographic from the Triad AHA.

Giving Back

American Heart Association

Facts such as “Heart disease is the #1 cause of death in the United States” were sobering. Even more sobering was this one:

80% of deaths from coronary artery disease are PREVENTABLE, due to obesity, lack of physical activity, heavy drinking, unhealthy diets and other factors.

Centers for Disease Control and Prevention

.

Our company found perfect symmetry with the American Heart Association’s missionto build healthier lives, free of heart diseases and stroke. As the saying goes, we put our money where our mouth is.

Beginning in 2016, MedCost became a major sponsor of Triad AHA’s annual Heart and Stroke Walk.

#2 REASON FOR GIVING BACK

Giving Back Defines What Community Is
Giving Back

(L-R, Sarah Fedele, Heath Combs, Kati Tsiolkas, Taylor Logeman, Kaitlin Hemric, Debbie Pullen at Wake Forest Innovation Quarter)

 

 

 

 

 

 

 

 

 

I collaborated with Sarah Fedele, Triad AHA Director of Communications and Marketing, to lead a monthly group of social media colleagues. We brainstormed promotions and event activities, while getting to know each other better.

Our group represented over 100 companies sponsoring the annual walk. These talented professionals from banking, health care, medical device manufacturing and other industries contributed a larger vision for corporate giving.

“AHA Heart and Stroke Walk is something very near and dear to us as a company. Working together with other local companies really defines what community is all about.”

  • Kati Tsiolkas, Brand Marketing Specialist, Endoscopy
    Cook Medical
Giving Back

(L-R, Sarah Diamont, Debbie Pullen, Edee Wilcox, Sarah Fedele, Kati Tsiolkas, Taylor Logeman)

Edee Wilcox, another key member of the social media team, said that working together for a common cause developed our understanding of community.

“Getting to know other social media admins in the area and supporting each other has helped increase appreciation for what we do collectively and individually in our community.”

We were seeing that all of us together could build a healthier community.

#3 REASON FOR GIVING BACK

Giving Back Benefits Our Health, Too

Something happened to me as I worked on promotions with our internal teams and sponsors from other industries in our area. The Heart and Stroke Walk became more than just a social responsibility.

It became more than a PR effort that would position MedCost’s reputation favorably.

The numbers began to talk to me.

Giving Back

  • About 60% of stroke deaths occur in females
  • 80% of strokes CAN BE PREVENTED.
  • Lowering your top number (systolic) by 20 mm Hg and your diastolic blood pressure by 10 mm Hg may decrease your risk of stroke and ischemic heart disease by about 50%.

I began to focus on improving my own health, along with conducting a successful charitable campaign.

I knew that MedCost helps employers avoid many unnecessary health costs through wise benefits administration. I knew that preserving employee health through regular screenings and annual physicals would keep medical conditions from escalating.

Giving BackBut I didn’t know how 100 companies working together could achieve AHA grants for $1.2 million for local heart and stroke research in our local medical schools and universities in 2016.

Sarah and Kelly in our social media group expressed it well.

“We are helping people to be aware of the warning signs of heart disease and stroke and  to make healthy lifestyle changes to prevent heart disease and stroke. We are building a true culture of health in Winston-Salem, Forsyth County and across North Carolina.”

Giving Back

Over 5,000 brave the cold for 2017 Winston-Salem Heart & Stroke Walk

 “Together we are so much more powerful and effective than we could ever be apart.”  – Kelly Minor, Marketing Communication Specialist at Piedmont Federal Savings Bank

Is it really more blessed to give than to receive?

Something happens when we think of others first. Extend our gifts, our time. A little bit of ourselves.

I’m thinking of my social media friends, who labored on behalf of their companies to raise much-needed funds for local and national research.

I’m thinking of heart and stroke victims affected by these top killers in America.

I’m thinking of 5,000 walkers who got out of bed on a freezing November morning to come downtown and bring hope for our community.

Giving back. Isn’t this the best way to celebrate the life we’ve been given? MedCost


*MedCost, which administers self-funded health plans for employers in NC, SC and VA, has long embraced a culture of generosity, both to employees and as a corporate citizen.

Giving Back

Greg Bray, MedCost CFO with Allison Brashear, MD, Walk Co-Chairs

**Employees donated to the manager they wanted to see wear an embarrassing costume on the day of the walk. Michael Berwanger (below) was one of the “winners.”

Giving Back

(L-R, Michael Berwanger, Greg Bray)