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Introducing Findley Davies' New Suite of Dependent Eligibility Audit Services: TbV4
Date:8/15/2008

raging $2,500

relatively few ineligible dependents need to be identified and

terminated in order to pay for the audit; and

-- An ineligible dependent terminated now is stopped from filing future

claims, resulting in significant long-term cost avoidance.

When the rationale for a dependent eligibility audit is clearly explained to employees, they understand the need for their employer to verify health plan eligibility. This does not translate into a lack of trust. Employees apply similar principles in their personal lives, when they:

-- Count correct change received in a retail transaction;

-- Check bank and/or credit card statements to ensure credits were

applied;

-- Call to see if their children are where they said they were going to

be; and

-- Review their pay stubs to ensure they were paid for all hours worked

and all deductions were properly taken.

Employees know these actions make common sense. It's a part of a life philosophy President Ronald Reagan famously characterized as "trust but verify" when he would admonish Soviet leader Mikhail Gorbachev in their negotiations.

Findley Davies believes employers can apply this philosophy, audit best practices, and audit lessons learned to optimize their dependent eligibility audit results and preserve employee relations. Based on our audit experience, best practices include:

-- Effective employee communications is essential and includes explaining

the reasons for the audit, the consequences of not complying, and

following up with a thank you and recap of results;

-- Use of an amnesty period to encourage employees to quickly act without

penalty to remove ineligible dependents;

-- Establish firm deadlines to respond to the audit;

-- Use of a Call Center to which employees can call to receive

instructions on where to obtain required documentatio
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SOURCE Findley Davies, Inc.
Copyright©2008 PR Newswire.
All rights reserved

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