Good afternoon everyone, and thank you so much for joining us for today's HR Daily Advisor webinar.
Today's program is entitled, "Rethink Your Healthcare Strategy & Empower Your Employees" sponsored by PayFlex, part of the CVS health family of companies.
My name is Mitchell from the HR Daily Advisor, and I'm here to go over some housekeeping items, before taking our presentation over to our speakers.
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If you wanna go ahead and test it out, let us know your name and where you are all calling in from. All right everyone, now please join me in welcoming our guest speakers to the floor.
Cherie Moser, HSA Strategy and Product Development at PayFlex, and Michael Herman, Chief Technology Officer for PayFlex.
Michael, Cherie thank you both so much for being here today, over to you.
Thank you Mitchell.
My name is Cherie Moser, and I head the HSA Strategy, and Product Development team at PayFlex. For over 16 years, I've had the pleasure of helping clients, and members design execute, and utilize various health and welfare programs.
In my free time, I love to travel, and watch my girls play sports. Unfortunately neither of which I've been able to do much of this year. I'm sure that I'm not alone riding this roller-coaster of 2020, and being required to adapt to so many new challenges. Before we get started with our webinar, I want to introduce you to my colleague, Mike Herman, who will be co-presenting the content of this webinar with me, Mike.
Hi everyone. I'm happy to be with you today from my home outside of Chicago, which I share with my wife, my two noisy children and our dog. I would not be surprised if they attempt to participate with us today, but I'm hoping to keep that to a minimum.
I am excited to share some of what we're seeing from a technology perspective at the industry level and what we're hearing from customers like you, that will help shape health benefit strategies, and most importantly empower your employees, to support their well-being.
All right let's dive in with a review of our agenda today. We'll give a quick update on the pulse of the market and then talk about how to empower your workforce, by getting employees well-being ready, communicating for impact, and discussing how your employees, can increase their purchasing power.
And we also plan to leave some time at the end for Q&A, as was mentioned previously. All right before I hand it over to Cherie to talk about the market, I wanted to give a brief update on our company, PayFlex.
PayFlex Aetna and CVS Pharmacy are all part of the CVS Health family of companies. Together we're revolutionizing the consumer experience helping people on their path to better health. PayFlex joined the Aetna family in 2011 as a wholly owned independent subsidiary.
Aetna and its affiliates including PayFlex proudly joined the CVS Health family of companies in 2018. This combination allows us to innovate on behalf of the healthcare consumers using integrated capabilities and technology, data and analytics, and it allows us to deliver integrated solutions for our clients and their employees to help support personal well-being needs.
Our PayFlex service portfolio includes health savings accounts, flexible spending accounts, health reimbursement arrangements, commuter benefits, COBRA and Direct Billing. We can easily integrate with any national medical dental or pharmacy carriers.
We currently deliver personalized well-being solutions for over 3 million members, and we're developing new solutions beyond the traditional healthcare accounts, including direct to consumer offerings, and financial wellness tools and programs.
All designed to help increase employee's purchasing power. When we talk more about that later in the session, we'll get into that purchasing power point in much more detail.
All right, now I'd like to share some insights, about what employers are considering as they rethink their healthcare strategies in a post COVID environment. This insight is coming from a national plan sponsor study, that was conducted over the summer. And with that I will turn it over to Cherie, to talk about the market pulse.
Before I get too far into the market pulse, we'd like to hear from you.
If you would respond in the group chat and help us understand, from your organization's perspective, has the pandemic prompted your company to look at your benefits strategies differently? If they have, what key areas are you focused on in the shorter term?
I'd love to see some of your responses. Okay, well we have some shy folks today. So we'll come back to that and see what we might get.
Feel free to continue to answer that in the group chat. Right now, I'll share with you a bit about what we're seeing in the market. From a recent Aetna study, plan sponsors of all company sizes were polled, to get a sense of how COVID has changed their workplace, and what total health solutions they're considering with regards to their employee's health, and their productivity.
Respondents laid in on key topics.
So, number one, how plan sponsors are planning to change their benefits post pandemic, and two, where are they looking at for cost savings? So, we're seeing aside from COVID-19, cost savings and the mental health of their employees are their biggest worries.
We did see that generally plan sponsors felt confident about the return to work strategies.
However they're concerned about the impact of COVID on productivity. And they're spending more time supporting employee mental health.
In that study, 24% of Aetna plan sponsors have identified gaps in their benefit plans. 43% anticipate making significant changes to their benefit planning for the upcoming year in 2021. Financial savings are particularly important, with nearly half of respondents, considering more aggressive strategies to cut costs.
We still have similar themes, when we look at the business group on health, 2021, large employer healthcare strategy, and plan design survey. 45% of employers surveyed, that their healthcare, they see their healthcare strategy, as a large part of their workforce strategy.
These employers reported that they intend to increase offerings to address access to mental health, specifically they're going to implement virtual care solutions, and access expansion to these mental health services.
There are also desires to improve their company culture. So in enhancing that culture, as it relates to training, to awareness and action around mental health concerns. Okay we'll take a look at how you can consider empowering your workforce.
So I'll share a formula that we have here, get well-being ready, communicate for impact, and increase purchasing power. So I'm sure it's no surprise to you that healthcare costs are quite a moving target.
One that employers continue to keep an eye on, and focusing on the engagement of our workforce, and the well-being is really more important than ever before.
So how as an organization, can you effectively address this opportunity to empower your employees? So it kind of gets started with something that we call getting well-being ready. So it's taking a people-centric approach, to health and benefits, putting your organization hopefully on a right track.
Number two is communicating for impact. So as we know, more plan sponsors are putting a greater emphasis, on health and benefit communication.
So we're gonna explore some tips to consider, when you're crafting your employee benefit messaging.
And third, increasing purchasing power. We'll share and consider that $400 problem, and see how financial worry might be impacting your employee's overall health and well-being.
At PayFlex we use the term well-being ready, when it becomes to helping our clients, and their employees embark on their path to better health.
Our goal is always to maximize the physical, the mental, and the financial well-being of each members.
So we'll look at some of the components of getting well-being ready, and hopefully you can expand or incorporate some of these, into your organization strategies.
Okay, so it starts with company culture.
So we do feel that you can weather the disruptions of COVID and spark growth, if you're focusing on your company's culture.
Building a culture of trust creates that positive work environment, with many benefits to all of our organizations. So we find that when our employees feel that their company's on their side, they're happier, they're more productive, and generally their health are measuring much better.
So I'm sure that you've all heard the famous Peter Drucker quote, "Culture eats strategy for breakfast." Very simply put the greatest of strategies are going to fail without appropriate company culture. And today's reality our businesses, we have an even tougher job, keeping our workforce happy, healthy, and productive. Not to mention all the while we're still trying to juggle the rising cost in healthcare, right? So, employee well-being is ever so important.
Now countless studies have highlighted the connection between mentally and physically healthy employees.
And that positive effect it has on our companies are a lie. So another piece of getting well-being ready, involves working to increase our employees productivity. Defined as a presenteeism, most of productivity, can drastically affect the business's turnover. In today's environment, many employees are feeling drained, distracted, and financially worried.
And I honestly think that we all can probably attest to that. And we may feel that way ourselves today. Employee well-being can directly improve the mental and physical health of the workforce, with general health being linked to levels of productivity.
Did you realize that it's estimated the true cost, of poor productivity connected to low staff, is two to three times higher than healthcare expenses.
Which helps to back the claim that being employee, having your employees be well-being ready, should be the focus of all of our companies.
We know that a healthier and happier workforce, will definitely lead to a more productive workforce.
And the spirit of sharing an example, like many organizations, PayFlex realized the need to supply relevant, timely and helpful resources for employees and for our members.
With COVID at the top of our minds, and more people in the world connecting to work and information virtually, we split up on micro-site, on our PayFlex website, and it allowed us to quickly and easily share information.
We also connected both our members and non-members, to Aetna Emotional Health Resources.
We're able to provide valuable resources during this difficult time, to help address emotional needs.
So just as a suggestion, you might want to connect with your vendor partners, see what resources they may have readily available, to help support your employee's mental health, and well-being.
You can also consider connecting those resources to your company internet, your website, or internal communications.
Okay getting personal is another step, towards well-being readiness.
You know now that a large portion of the workforce is virtual, we have to determine how to engage, and get personal with our teams.
According to PWC 2020 survey, CEOs plan to make their companies more digital and virtual, really has that longterm business model changed, prioritized by adapting to trends resulting from this pandemic.
Additionally CEOs are planning to develop more flexible and employee-oriented workforces, by increasing the share of remote or contingent workers, and expanding employee health, safety and wellness programs.
As an example within our PayFlex product portfolio, we focused on helping plan sponsors, offer more personal products and features, such as well being reimbursement accounts, that I'll talk a little bit more about in a few minutes.
Individual health savings accounts, and individual health reimbursement arrangements.
We know that COVID-19 has placed increased pressure on benefit planning.
I'm sure you can attest to that. In the Aetna healthy workforce study, plan sponsors were asked, "In light of recent events, do you find yourself putting a greater emphasis, on any of the following health plan strategies, that perhaps you didn't before?"
So the respondent said nearly one third of plan sponsors, will look at their employee contribution strategies.
About a quarter of respondents, indicated they're be looking more closely at HSA, and reimbursement accounts.
And they're also going to be looking into higher, high deductible health plan strategies.
So we, you know, there's no one size fits all approach, we realized that.
We work closely with our clients, to address unique needs of their workforces, and the organization.
The next I'm gonna go into some HSA strategy considerations, and solutions that might help get your organization well-being ready.
Your health savings account strategies can work for you as the employer and for your employees, really without having to make too many sacrifices.
As you're heading into your renewal planning in 2021, you might be finding yourself in a situation where you're asked to control costs, incurred expenses.
You might be leading or leaning more towards high deductible health plan offerings.
You might already offer an HSA yet it's not feasible, to continue with your employer contributions, in a lump sum format.
And Aetna grouped, health savings account market forecast, which was just published in September, their study found that in 2019, 67% of employers provided lump sum seeding to their employee agency. But they provided that all at the beginning of the plan year.
Hey Dan asked that same question of employers earlier this year, and that number reduced to 46%.
So why we don't believe employer contributions will be eliminated in total, we do expect employers to spread out that contribution over a period of time, to help them manage their cash flows and their expenses.
So one strategy that you might consider, is an advanced funding feature, with your HSA something that we call HSAs.
This feature allows HSA employer contributions, to be set spread out over a set frequency.
So not upfront.
Yeah this feature provides your employees with access to that full employee contribution amounts.
If they find themselves having unplanned out of pocket expenses, and they've not had that opportunity, to build up an HSA cash balance.
Our data has shown us that it's valued feature of our members. It really helps alleviate that anxiety, of having a higher deductible, of having to pay those dollars out of their pocket upfront.
We've really seen high usage of this type of feature members are using it, and on average, they're taking about an advance of $102 and 13 cents.
All right so separately if your organization might be faced with extreme cost cutting measures, and other strategies to consider might be offering the HAS as a referral benefit.
So you have the (indistinct) plan, and then you refer your HSA members to another provider.
So your high deductible health plan employees can still experience that many tax advantages, of an HSA offering through an administrator, who's authored individual enrollment.
The PayFlex HSA is an example of this. So you partner with an administrator and the capacity, it's still allowing you to share, educate, and provide a value added benefit to your eligible employees but it's then gonna help you reduce, or even eliminate some of your administrative expenses.
Okay so one more thing I'll share with you from a strategy perspective, is considering to compliment any of your health plans, your other benefit offerings, or your HSA, with a post tax well-being reimbursement accounts, will be called WRAs.
And this of course assumes you have flexibility in your benefits budget.
The WRA can be defined by you, and allows you to reward positive behaviors, and it shows you're committed to your employee's well-being. We're seeing employers offering things like gym reimbursement, financial planning, reimbursement for fitness equipments, and even nutrition counseling.
So those are just examples.
So now I am going to invite Mike to share with us what he's seeing regarding technology trends in healthcare.
Back to you Mike.
Thank you Cherie
This year's top tech trends really fall into two main buckets.
People-centric and smart spaces.
In other words, how technologies affect people, employees, customers, and then the places they live, or live in i.e home, work, even the car.
In the new era of social distancing and remote work, these technologies will be instrumental in addressing, changing employees expectations and their behaviors.
A lot of this work was already in progress, but much of it has been accelerated by the pandemic.
We'll start with mobile-first.
Mobile traffic is up 222% worldwide in the last seven years.
In 2019, 52.2% of web traffic came from mobile devices.
And certainly as five G becomes more of a reality, we expect to see mobile traffic continue to increase.
Certainly if any of you have kids, you already know that everything starts with the smartphone, but the phone itself is enabling new capabilities for people that they can use nearly anywhere.
One example of this is an eligible expense barcode scanner, that can be found in the PayFlex mobile app.
Utilizing the smartphone's camera, you can scan barcodes of products, you can do this at home and stores really anywhere, you can find a barcode, to see if those products qualify for HSA or FSA dollars, to really help your employees understand what can be used by those tax advantage dollars, and make sure they're getting it right the first time.
Another example of utilizing the smartphones camera, is an artificial intelligence, backed condition identification and analysis tool.
To put it a little more plainly, you take your phone, you point the camera at a mole on your body, and it will scan it, and tell you the likelihood of a cancerous condition.
Prototypes for this type of technology already exist.
Additional smartphone features like geolocation, and push notifications can be used together, to make your employees aware of their proximity to stores like a CVS who are offering deals, on top of the already tax advantage dollars of an HSA or an FSA.
All right let's move to diagnosis at home, with remote doctor or caregiver interaction.
This was already out there to some extent, but the pandemic has taken it from something that many were hesitant to do, to a place where it is often the preferred option.
Wearables, wearable devices are already providing easier access to information like heart rate monitoring, oxygen level analysis, and even things like fall detection.
The coming availability of internet connected medical devices, will accelerate things further with tools like scopes, or blood pressure cuffs.
Consider a situation, consider a situation where you have an inconsolable toddler, and it's 11:00 at night, and you think they might have an ear infection.
Well an internet connected scope, and access to a remote doctor for real time analysis, can get you a diagnosis much faster than taking them in.
And let's not forget taking them in at that time of night Often means a trip to the ER. Diagnosis from home is a much less disruptive experience, for the family, and frankly it will be a lot more cost effective.
And these capabilities certainly will not be limited to urgent situations.
They will become commonplace in the market, in the not too distant future.
They're already becoming that now.
Now the information collected from all of these devices can be combined with past medical history, family history, biometrics, and much more to provide a picture of your future.
Specifically your health and well-being future. These predictive analytics can provide insight into potential clinical risks, gaps in care and opportunities for health improvement.
One of our sister companies called Active Health, does things like this today.
You can have access to personalized plans for active management of conditions and progress tracking, to enable positive behavior change, and possible condition avoidance.
And when you think about having insight into your future health and wellness needs, there's really a natural connection with planning and saving for those future health costs, which the HSA is of course a fantastic vehicle for.
In financial planning there's a lot of big ticket items to plan for.
Kids, College, cost, homes, weddings, retirement. How often are future medical costs, considered in that financial discussion?
I would argue probably not enough, not even close.
Now we have an opportunity to take predicted medical condition costs, based on personalized data, and financially plan for those costs, with tax advantage mechanisms.
It's a very powerful combination.
All right I'm gonna go back to a question for you.
We'd like thoughts in the group chat.
So in this new era of social distancing in virtual connectivity,
which of these trends do you feel will be important for your organization and employees in the future?
Please share your thoughts in that group chat. All right we'll give it a minute here, I think there's might be a little delay when things start popping into the chat.
All right mobile first, predictive analytics, diagnosis at home.
I mean it really is, it's pretty evident that it's going to be all of them, and I just really think that diagnostics at home has taken such a big leap with the pandemic and people are now going to start embracing that, and embracing that as a first option there is so much that can be done remotely, and you can know more definitively if you actually need to go in.
I mean how often are we sitting there thinking does this need to go in?
Do I need to go in?
Do I need to take my child in?
Now we have opportunities to actually get help, and make an informed decision on that question.
Thank you for all of the input in the group chat, much appreciated.
I'm going to keep rolling here.
So now let's take a look at how workforce communication, plays a key role in empowering your employees.
38% of plan sponsors survey in the Aetna healthy workforce study, indicated they will be placing more emphasis on health and benefit communications.
That's a significant shift.
As business leaders implement these new strategies, and processes to operate in times of uncertainty like we are in, effective communication is of course critical to align your objectives with what employees personally need.
And as this pandemic continues to unfold, organizations will recognize the choices, actions, priorities they take, we'll have both short and longterm impact on their workforce and overall success.
And there are several tangible benefits to doing this right and keeping employees engaged, developing good working relationships with employees through fair and frequent communication, builds trust with management, solidifies that healthy culture.
Connecting employees to information and benefit programs, can improve their well-being, leads to fulfilled employees, who will not only deliver their best, but also stick around with the company.
And happy employees translates to reduced turnover, and equally of course a successful business.
All right now let's take a look at, did I shoot I think I, sorry, getting myself on the wrong slide.
Now let's take a look at, more about the benefit strategy, and specifically the communication as it relates to life stage.
When you consider the diversity of your workforce, using a life stage approach to communicate with your employees can influence the perceived value of your company benefits, as well as actual adoption.
I'd like to talk about three groups of employees.
First group employees early in career, or just starting out.
You know these freshly minted workers are typically going to be at the bottom of the pay scale, have little experience with how benefits work.
As such cost is going to be a big driver during the decision making process for them.
And for this group in particular, helping them understand that they can use pretax dollars for healthcare expenses, can increase their purchasing power.
Employers can help this group understand the magic of compounded tax-free annual growth which is of course a great feature, if they have access to a health savings account.
This generation in particular is keen to start saving early.
So encouraging them to save towards their retirement, and future health needs, even a little every paycheck, can help them get off on the right foot.
The second group will call family first.
For employees with young families, this is where thoughtful longer term planning, becomes even more critical.
Salaries might be higher for this group, but so our expenses like pre and postnatal care, daycare, summer camps, sports with the occasional ER visit, braces, college tuition, the list seems to go on and on.
Trade offs are bound you know, how much do I put in the 401k versus the HSA versus the 529 college savings plan, how much cash do I need to keep around, longer term plans for this group really need to start with creating a comprehensive list of expenses, and then match those up with different savings tools and programs available, to have the money when it's needed.
This kind of information, with this kind of information, employees can feel confident in making those decisions based upon their own priorities, and their own timelines for each of those needs. Employers can help by offering access to professional financial planning expertise, and at the very least sharing online resources throughout the benefit year, such as planning tools, calculators, and articles to provide education and guidance for families, is a certainly a good start.
And then the third group I'll talk about, are those with retirement on the horizon.
To help this group catch up because often find themselves behind financially in preparation for their retirement, they can maximize retirement savings, through these catch-up contributions that the IRS allows, both for 401k accounts, for IRAs and for HSA.
And employers should communicate with employees frequently about the potential costs of living in retirement, to help them plan and save with greater confidence.
This is especially important for health care costs, which could be in the six figure range even with Medicare.
All right another question for the group.
Do you feel your current communication strategy is effective in engaging employees in their health and well-being?
What could you do differently?
We'd love to see your thoughts in the group chat.
All right we'll give it just a minute here, and see if anything comes through.
All right there, here we go.
We'd like to reach more employees, too many emails.
I stopped reading them.
I can certainly empathize with that one.
Some of the things communication can be confusing related to some of these programs.
Reading the emails is not effective, help away for all you buy in, varied and frequent.
All right good feedback.
Sounds like we have an email problem.
I think that is life in general, but I'm certainly not denying that.
I think some of the tools that can be accessed, as needed are effective as well.
Just keep reminding them to where that information can be found, and then they can consume on their own time rather than, you know the push to an already full email box.
Right well thank you for those comments.
Very good stuff.
And with that, I am going to turn it back to Cherie, to talk about increasing purchasing power.
All right thanks Mike onto that, third option of how you can empower your workforce.
So this one is increasing purchasing power.
No money worries can sidetrack employee productivity, and it can weigh on emotional health.
Increasing purchasing power can help.
We can purchasing power a lot of times everybody wants that short term gratification.
It really has to consider a longterm payoff as well.
So we have an opportunity, in helping employees balance both.
How do they make it in the short term?
How do they also then increase it over the longer term?
So we'll go through a couple of employee concerns.
I'm curious to see if these sound familiar to you.
So in 2018 a study by the federal reserve, found that 44% of Americans don't have enough money, in their savings to cover a $400 emergency should it arise?
You know that's a common theme that we hear today, you know through that lanes of health and well-being, it has a significant impact on our employees then, and how they save for their healthcare needs.
Americans are feeling financially worried.
Well I think we probably all can attest to that.
And the same survey that I just referenced, one quarter of those surveyed said they have skipped their medical treatments due to past concerns.
That includes not filling prescriptions, not having done all those done.
You know I know at least in this pandemic time, we're seeing that quite a lot as well.
Especially since expenses have been lower overall, for there's accessing their account balances, within their HSA, their healthcare office days et cetera.
Now the fact is many Americans are truly living paycheck to paycheck.
They're struggling to pay their bills, and they're worrying about their finances on a daily basis.
They're one third of Americans are not saving, saving towards retirement,
let alone savings for healthcare in future years.
Financial worries we know can lead to stress, you know which for employers mean spacing productivity challenges, or you know higher medical tasks, or and stress related health problems such as heart disease, diabetes, depression, and anxiety will exist.
Many employers who are turning to wellness programs to help, they're recognizing that the focus really should go beyond something that provides that momentary relief.
Instead well-being should be something that sustains employees over that longer term.
So when most people hear that term purchasing power, they think about stretching their hard earned dollars.
They think about making their money work harder for them.
You know examples might include getting more of an item for that same cost or using pretax funds to cover prescriptions and other health care costs.
You know so as I mentioned before purchasing power can have a significant impact, on how employees spend and save, for if they save for their health care needs.
So it's smart to offer the right benefits, and provide education about that compound growth effect of saving today for future costs in retirement.
Many people don't plan for the cost of healthcare needs and retirement as I just mentioned.
Active services is a company that projects healthcare costs.
And it stated that a 65 year old couple, in good health last year in 2019, to set aside more than $385,000, to pay for healthcare costs for the rest of their lives.
And that's for someone in good health.
So you know what their Medicare retirees be paying thousands of dollars in premiums, without even having dental revision coverage.
You know they might have deductibles to meet, insurance to pay copays out of their pocket.
And unfortunately we know medical costs typically rise faster than inflation.
Employees here use their 401k or HRA dollars in retirement, for healthcare costs, have to pay income tax on the funds that they withdraw.
Educating your eligible employees about the tax advantages of the HSA, using tangible examples and dollar examples, the infographics can help.
So an example, a retiree that might need to pay $100,000, say for a surgery, and then rehab after, would need to withdraw $125,000 from a tax deferred account, to cover that cost.
If they would be using funds taken say from an HSA, a triple tax advantage vehicle, they would have saved that retiree about $25,000.
Finally talking to employees about the tangible benefits of good health in dollars and cents, Ken sparks an engagement, and purchase the patient and your well-being programs.
There was an article published by the New York times in June earlier this year called "What's The Value of Exercise"
So it was a study that noted just 30 minutes of moderate exercise.
Five times per week, could potentially equate to paying an average of $2,500 less.
And healthcare costs annually, than someone who doesn't exercise at all.
So over 10 years, (indistinct) extra $25,000 towards retirement.
And really that's the cons of savings that can really stretch anyone's dollar.
So like I think I'm going to turn it back to you now just to share a little bit more about opportunities for further savings.
What if you could help employees balance their near-term ability to pay for health care, with the desire to have more control over their future well-being journey?
At Payflex we're helping our clients employees, stretch their healthcare dollars further, through our relationship with CVS health, we can offer members exclusive savings available, through promotional offers and discounts, that help increase purchasing power.
Recognizing everyone has a unique path to personal well-being, seek out tailored solutions that may go beyond traditional health care accounts, to deliver tangible results for your well-being strategies, and to help improve the health and productivity of your workforce.
I hope this session was informative, and you were able to take away some useful insights for your organization.
At PayFlex we're focused on helping employees plan, save and pay for their personal well-being.
If you'd like to connect with us, to learn more, please visit our content hub called PayFlex engage, on our website for more information and resources designed to help employers get their organization well-being ready, communicate for impact, and help increase purchasing power.
Thank you very much for your time today.
All right perfect.
Well, one more time I do just wanna thank you both so much.
For you Michael for presenting this content, spending the afternoon with us and everyone on the line.
Thank you all so much for spending the afternoon with us as well.
And as promised I know we did not get to all of your questions today, but we will be following up via email.
And another note that again, this session has been recorded.
So you will receive an email at some point tomorrow afternoon, with a link to the recording if you missed any section of today's presentation.
And one final thank you to today's webinars sponsor PayFlex, for making this event possible.
And one more time thank you all so much for spending the afternoon with us.
And I hope you all enjoy the rest of your Monday, and have a great week.
Thanks so much.