Labor and Trust

Better benefits for your members start with a focus on their needs – today and tomorrow.

As fund members and fund administrators tasked with stewardship of fund strategy and management, you have a duty to keep your members’ health and safety central, comprehensive, and accessible.

However, healthcare isn’t one-size-fits-all. Organized labor spans multiple industries and job roles, and among occupational groups, the highest unionized rates in 2023 were education, training, and library occupations (32.7%) and in protective services occupations (31.9%).

In these unique settings, care needs may vary based on physical demands, location, and age-related changes. This poses challenges for managing chronic conditions, such as back pain and inflammation. Union tenure can often be longer than non-union tenure, with contracts lasting an employee’s entire career. This requires fund administrators to not only attract new members with competitive benefits, but also support them throughout various life stages.

Unions require long-term benefit planning, and often require better advocacy and scalability to achieve it.

Recruiting and retaining members is critical, and competitive benefits are key

Forward-thinking fund administrators are evaluating their benefits strategy as a tool for recruitment, retention, lowered financial risk, and exceeding the expectations of the members who have appointed them as representatives.

Offering benefits that can compete with work-from-home, office perks, and other non-unionized culture has taken center stage in the current labor market scarcity. Despite unions surging in popularity, the average age of a union worker is now mid-40s, and recruitment and retention of new members has become a top priority. Funds have shifted to aggressively incentivizing their aging populations to stay longer while they’re addressing the growing labor gap.

Control costs and risk with advocacy, transparency, and clinical management.

The toll of stagnant pharmacy benefit design on members – and finances – can be staggering.

With chronic conditions and high-cost specialty medications skyrocketing, funds are on the hook to cover increasingly significant portions of claim costs. Of the 96% of private industry union workers with access to medical benefits in 2023, employer share of premiums was 80% for single coverage and 79% for family coverage. And with pharmacy being a top driver of healthcare costs, healthcare spending is predicted to increase at a rate more than double that of inflation.

Operating with members’ best interests at the forefront

We give unbiased, expert advice to you and care to your members because we have no industry entanglements or incentives that would interfere or influence our focus on your needs, which means we have no strings to PBMs or owned distribution channels.

Our award-winning, U.S.-based customer service views members as individuals—not numbers. For organized labor, our teams are able to escalate and solve member issues as they happen, without a prolonged wait time, automated menu, or never-ending phone call transfer. In instances of catastrophic claims with prior authorizations or clinical edits, expect expedient reviews and quality of service. And we will gladly hold your member’s hand every step of the way.

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