Reduce avoidable health-plan claims while protecting employee choice.
For tribal governments and enterprises with self-funded or large group plans, some eligible employees may already have access to another qualifying group health plan. A voluntary, HRA-based strategy can help test whether those opportunities reduce primary-plan claims — while reimbursing eligible out-of-pocket costs and respecting your governance, your data, and your people.
Voluntary, and only for employees who already have other group coverage.
The approach applies only when an employee voluntarily elects it and already has qualifying alternate group health coverage — through a working spouse, a second employer, a parent's plan, or qualifying retiree coverage. When they do, that group plan becomes the payer for covered claims, and an HRA reimburses eligible out-of-pocket costs, subject to plan rules.
It is not a benefit cut and not a forced carve-out. And IHS or tribal health access is not a substitute for qualifying group coverage — employees keep every option they have today.
Strongest for larger tribal employers with the right plan economics.
Tribal governments, casino and resort enterprises, tribal health consortia, and multi-entity organizations with enough covered lives to model meaningfully.
Where the plan's economics let avoided claims translate into real stewardship of healthcare dollars.
A measurable share of employees with access to qualifying alternate group coverage — common in casino and hospitality workforces.
Control over your healthcare dollars — reinvested in the priorities you choose.
This is about stewardship, not benefit cuts. Dollars freed from avoidable claims can be redirected toward what your nation decides matters most. You decide — and we use only the data you choose to share.
A conservative fit screen — then a review with your own advisors.
We begin with a conservative screen using your actual plan economics, covered lives, the likely alternate-coverage population, participation assumptions, reimbursement utilization, and administrative cost — then review it alongside your finance team, HR, benefits counsel, and existing advisors. No commitment, and nothing client-specific leaves your hands without your say-so.