Case Study

The opportunity to walk alongside CAPE Environmental Management Inc. as they’ve embraced the Health Rosetta model has been so rewarding, and we are honored to tell their story.

CAPE Environmental Management Inc

Project Details

No. of employees: 175

Location: Norcross, GA

Industry: Construction Remediation

“If we went back to our old plan, we’d easily spend half a million dollars more per year. Our employees benefit from the lower payroll deductions and lower deductibles.”

–Fernando Rios, CAPE Environmental Management Inc.

Don’t let another year of the status quo go by. If you do, nothing will change!
Let’s put your current plan through the plan grader - no costs, no obligation, just clarity.

This graph illustrates CAPE’s annual COST-PER-EMPLOYEE comparison after three years on a Health Rosetta type Plan. Today, cape’s COSTS are twenty percent lower than they were six years ago, with much lower deductibles, and lower employee payroll deductions!

Can you say that about your plan?

Client Overview

Cape Environmental Management is based in Norcross, Georgia, and offers construction remediation services nationwide.  CAPE employs an average of 175 employees located in 37 different states.

Challenges

In 2019, CAPE became frustrated with the year-after-year double-digit increases in health insurance premiums. The increases over the years have forced them to increase their deductibles to $4,000 for individuals and $12,000 for families. Additionally, they were increasing employee costs year after year to stay within budget. They felt like they had no control over their health insurance costs, and the surge in costs and deductibles made it a challenge to hire and retain top talent in their industry, which had management very concerned. 

The Solution

In November 2019, CAPE decided to implement a philosophical change with Health Rosetta Advisor Michael Lank of The Lank Group and made the following changes:

  • Move away from Cigna to an independent Third Party Administrator (TPA) so we could unbundle services

  • Select an independent Pharmacy Benefit Manager (PBM) that provides lower prescription costs and gives CAPE back 100 percent of rebates

  • Carve out pharmacy specialty drugs which alone saved CAPE over $190,000 the first year

  • Get rid of the Cigna network and lower facility costs by 40-50 percent


The Results

The results were STAGGERING!

  • First-year savings of 30 percent, which was over $500,000 vs the previous year’s Cigna renewal rates

  • Second-year savings of an additional 22 percent for a two-year reduction in cost of 52 percent!

  • Five years later, CAPE has saved over $2.78 million

  • CAPE reinvested part of its savings back into its employees by:

    • Reducing employee deductibles from $4,000 to $500 for individual coverage, and from $12,000 to $1,000 for family coverage

    • Lowering employee payroll deductions for health insurance coverage. Employee costs today are lower than in 2018

  • 2024 Rosie Award Winner at the RosettaFest in Washington, DC for offering a high quality health insurance plan and reinvesting dividends back to their employees