What is Reference-Based Pricing?

What is Reference-Based Pricing?

This post was originally published in 2017 and updated in 2021.

Reference-based pricing (RBP) is a plan design strategy that helps self-insured companies control rapidly rising healthcare costs. In reference-based pricing, the employer sets a maximum amount they’ll reimburse for certain medical services. Any amount above that cap is the employee’s responsibility.

In typical network agreements, discounts and billed charges are established in a largely arbitrary way. They don’t have much relationship to the actual cost of the procedure and can vary quite a bit by location, provider, and more.

Reference-based pricing helps employers contain costs. Whereas traditional network agreements are based on a discount off of billed charges, reference-based pricing typically pays providers between 120% and 150% of Medicare reimbursement levels, which is considerably less than private insurance for the same services. Emergency procedures aren’t usually included in this pricing.

According to Mercer, RBP can result in up to 40% savings on overall medical spending, as well as a reduction in fraud, waste, abuse claims, and stop-loss premiums and claims.

Reference-based pricing works because it creates transparency. Understanding the costs and profits in healthcare services allows employers to identify lower-cost facilities and more accurately project their healthcare spending trends. While reference-based pricing can reduce costs for both employer and employee, it can also place an unacceptable burden on employees.

How does reference-based pricing work?

The impact of successfully implementing RBP can be dramatic. Benefits broker HUB International analyzed how RBP worked for 14 clients across the U.S. and found they saved as much as 46% on claims costs.

Between 2012 and 2017, RBP was able to lower $146.8 million in those HUB clients’ billed charges to $54.4 million in actual payments because of negotiated payment caps. HUB concluded that the same charges would have meant $74.7 million in charges for clients on a traditional PPO plan. In short, RBP saved HUB’s clients – most of whom had 150-200 employees- a combined $20.3 million in claims costs over five years.

We can find another example in California Public Employees’ Retirement System (CalPERS). Between 2011 and 2013, CalPERS saved $5.5 million by implementing a reference-based pricing health plan.

As the Employee Benefits Research Institute points out, savings for reference-based pricing happens when employees choose procedures at the reference price, providers reduce their prices to the approved amount, and employees pay any difference between the allowed amount and the actual amount.

It works best when employers guide employees to lower-cost options and incentivize the right choices. In almost every case, an outpatient facility will be a more cost-effective option than a hospital system. For example, for cataract-removal surgery, while only 6% of California hospital outpatient departments charged prices below the $2,000 contribution limit, 73% of ambulatory surgery centers charged below $2,000 (despite the fact that there was no discernible difference in quality).

In the first year, the average price paid by CalPERS for cataract removal decreased by 10.2 percent, and they saved an estimated $1.3 million over two years compared to what they would have spent without RBP.

Shifting costs the right way

Reference-based pricing falters when employees don’t get enough support.

Typically, a health plan provides a list of services, pricing structure, and providers who will accept the reference price for each service. But employees must be willing to do the research.

When they aren’t well-educated on their specific plan or guided to appropriate providers, the employee is left to pay the difference between the reimbursement maximum and the provider’s charge. This is called balance-billing, and trust us when we say: it has the potential to drive your employees mad.

It’s important to watch out for this landmine because even successful RBP plans can leave employees with more cost-sharing. For CalPERS patients, the average amount paid increased substantially after starting RBP. This increase was driven by those employees who continued to use hospital outpatient facilities.

In these cases, patient responsibility increased from $1,045 in 2011 to $4,918 in 2012 and to $5,681 in 2013 (claims data didn’t include whether the additional amount was paid, so those increases could be overstated).

In the HUB example, only 14% of the 24,000 claims were balance-billed to employees, and less than 1% of those claims progressed past a first appeal resolution.

Of course, companies on RBP don’t want to sacrifice quality for cost. For any health plan to work, employees will need to be able to locate high-quality providers. The good news is that cost and quality don’t seem to be correlated. The bad news is that finding a provider who balances the two can prove tricky.

healthjoy care redirection
Three Ways We Save You Money With Care Redirection

Our highly trained team works hard to redirect our members to lower-cost, high-quality care whenever possible. Here’s how care redirection works.

Healthcare consumerism is the foundation of successful RBP plans

To successfully implement RBP, employee education and assistance are essential. The challenge lies in explaining why employees should adopt RBP and keeping it top-of-mind for every single healthcare decision throughout the year.

Unfortunately, our current healthcare system isn’t structured in a way that supports smart healthcare choices. Without assistance, patients can feel powerless about the costs of a single mistake. Online transparency tools are tough to navigate, and when the experience is separate from comparing providers and making appointments, it often proves too much to juggle. This type of confusion only generates more questions for HR.

The vast majority of employees won’t need a procedure in the week after their enrollment meeting. They’re far more likely to need high-cost care months after their initial meeting when they’ve forgotten about RBP completely. Without the tools to find high-value care, this is a recipe for disaster.

This challenging Catch 22 makes RBP daunting for many employers. When Lockton surveyed 1300 employers in 2019, only 2% responded they were currently using RBP, though 10% suggested they were considering it for the future.

A 2017 study published in the American Journal of Managed Care (AJMC) attempted to explain this low utilization trend. In interviews with employers, the authors uncovered the fear of “catastrophic” out-of-pocket costs as a key reason they didn’t want to initiate an RBP plan.

 

HealthJoy is your solution

In their examination of reference-based pricing, the authors of the AJMC article concluded that employers need more support to make RBP work. Among their key solutions were improved decision support – i.e. help choosing the right facility or provider — and rewards programs.

To maximize success and minimize problems associated with RBP, you need a technology solution that will consistently educate, engage, and help employees make decisions.

That solution is HealthJoy. Our consumer experience eliminates the friction employers fear most when implementing RBP, and cuts down on employee confusion, as well.

Here’s how it works with HealthJoy.

  • Let’s say you have an employee named Carol who has been putting off her annual skin cancer screening because she’s not sure how to find a fair-priced provider who accepts the RBP pricing. She remembers HealthJoy can help her find a provider, so she logs into the app. She chats with our healthcare concierge (HCC) team, explaining she wants to find a provider and provides preferences for location, gender, and language.
  • Our HCC team gets to work! They have all the details on Carol’s RBP plan personally reach to find her the perfect, highly-rated provider who accepts the reference price.
  • Then, HealthJoy sends Carol a provider recommendation. We met all her preferences and she loves our suggestion. She then taps “Schedule an Appointment,” and HealthJoy sets the appointment on her behalf.
  • After her appointment, if Carol has a question about balance billing regarding this or any other visit, our talented Bill Review team is on hand to help her review charges and spot errors.

Best of all, throughout the entire process, she never has to check a list, compare prices, or contact HR for help.

In short, you can think of HealthJoy as the air traffic controller for any RBP plan, guiding employees to the right care at the right price, saving your HR team time, and helping you unlock all the savings of reference-based pricing.

Schedule a demo today to see how HealthJoy is building a better employee benefits experience.

eBook: Elevating Benefits Engagement Beyond OE

eBook: Elevating Benefits Engagement Beyond OE

Without good communication, we lose understanding. And when it comes to employee benefits communication, knowledge gaps can lead to fear over costs, delayed care, and difficulty for employees who want to use their benefits. To help HR teams solve the communication conundrum, HealthJoy is thrilled to share the 2021 edition of our Improving Benefits Communication & Engagement eBook.

Although Open Enrollment is an excellent time to educate employees, we know the status quo isn’t working. When surveyed, only 32% of people were able to correctly define insurance terms like “out-of-pocket expenses,” “deductible,” and “copay”; 38% knew all three terms. That’s problematic, especially when we consider how much we rely on them to comprehend such terms and understand how to navigate something as complicated as healthcare benefits.

Get Your Copy

In our 2021 Employee Benefits Insights survey, we asked employees to rate how well their HR teams communicated benefits. The result? They gave them a 6 out of 10. To help educate employees, it’s critical for HR teams to rethink when and how they communicate.

When employees have questions about benefits, our report found over half turn to the benefits guide, 45% ask their insurance carrier, and 39% ask their HR team. But that’s not actually how employees want to view their benefits information. Inside our eBook, find out how communication preferences are misaligned with employee wants and what you can do to keep benefits top of mind any time of year.

Explaining Benefits Well Takes Time

Communication is all about progress, not perfection. Finding the right tone, timing, and method of delivery isn’t always easy. As your HR team preps for OE, help close existing communication gaps by asking the following questions: Is the benefits language too complicated? Are we personalizing our messages? Is it worth mapping an entire year of communication?

With our Improving Benefits Communication & Engagement eBook as a guide, you can help employees save time, money, and frustration while also driving utilization. Download it now to get started.

Centralizing The Employee Experience: Summer 2021 Product Updates

Centralizing The Employee Experience: Summer 2021 Product Updates

From added convenience to ongoing COVID-19 considerations, we’ve enhanced a few features this quarter that improve the member experience.

We’ve added a feature that allows HealthJoy members to save a copy of their COVID-19 Vaccination Record Card right in the app, simplifying their access as many workplaces require proof for reopening.

Our latest product update also showcases a more convenient way for HR to communicate about Open Enrollment. After rolling out a public beta of our tool, Broadcaster, in the spring, we added an extra layer of convenience by including a new OE-specific template and a feature that broadens your HR team’s reach.

What’s more, our product team has some exciting rollouts planned for HealthJoy clients later in the year, so stay tuned for an in-depth look at those upcoming offerings on our blog. Here’s what else we’ve been up to this quarter.

Save Your COVID-19 Vaccination Card in the App

As cities across the U.S. gear up for full reopenings, it’s likely certain organizations may require proof of a COVID-19 vaccination. For HealthJoy members, that information will become easily accessible thanks to an enhancement that allows them to save a copy of their COVID-19 Vaccination Record Card right in the app.

To get started, members will need to open the HealthJoy app and start a chat with the healthcare concierge. From there, they can let us know they want to save their COVID-19 vaccination record. We’ll ask for a photo, and once we’ve loaded it, it will arrive as a “card” to their HealthJoy Inbox.

iPhone mockup of COVID-19 Vax Card

Use Broadcaster to Communicate OE Plans

We know benefits communication can get complicated, and with Open Enrollment just around the corner, your HR team probably has plenty of crucial information to share with employees right now. That’s why we’ve added a new OE template to our Broadcaster tool.

Available through the dashboard, Broadcaster enables you to reach out to eligible employees efficiently and with ease via their mobile devices, where they can view your messages (“broadcasts”) through the HealthJoy app. With the new template, you can simplify your message and ensure employees receive vital OE materials, announcements, and reminders.

In addition to a new OE template, Broadcaster’s latest features also allows HR teams to:

  • Link to any wallet card category at the end of a broadcast. It gives employers the ability to segment their broadcasts and only send to members eligible for that benefit type.
  • Reach their members. Even if an activated member doesn’t have push notifications enabled on their device, they’ll still receive email communication that will prompt them to open the app where they can view your message.

Coming Soon: An Easier Way to Find Care

Members will soon have access to a powerful, self-service tool that enables them to search for in-network care providers and facilities within minutes.

This tool, Find Care, will give your employees the option to perform their own search, but still have full access to HealthJoy’s concierge team and services like appointment scheduling and finding answers to benefits questions as they arise.

iPhone mockup of Find Care service

What’s Ahead

Whether it’s simplifying OE communication and segmenting broadcasts, or finding more convenient ways for members to store vital vaccination info in the app, this quarter’s improvements focused on optimizing the member experience. In the months ahead, we’re excited to roll out Find Care, along with expanded offerings geared to make implementation easier, drive benefits utilization, and improve employee health outcomes.

Telemedicine & High Deductible Health Plans (HDHPs): The Full Story

Telemedicine & High Deductible Health Plans (HDHPs): The Full Story

This post was originally published in 2017 and was updated in June 2021.

High deductible health plans (HDHPs) offer employees lower premiums in exchange for bearing a higher burden of out-of-pocket costs. They’re often a savvy choice for those who are healthy and don’t anticipate medical expenses. When combined with a Health Savings Account (HSA), they also offer a tax benefit that helps employees save in expectation of future costs. While telemedicine may seem like a no-brainer for employees seeking health care on an HDHP, it’s complicated by HSA regulations. Read on to learn more about telemedicine and HDHPs.

What is Telemedicine?

Before we talk about HDHPs and why telemedicine is treated differently under those health insurance plans, let’s first define telemedicine. Telemedicine is a technology that allows medical professionals to evaluate, diagnose and treat patients through video or audio technology (see Why Telemedicine Use is Skyrocketing for more). This approach has been growing in popularity over the last decade with the release of the iPhone, and positively exploded as a no-contact solution during the coronavirus pandemic.

Over 70% of all traditional medical visits can be handled via telemedicine. During the pandemic, many people turned to telemedicine as a convenient and socially distant alternative to in-person care. Private facilities and health centers expanded their telemedicine capabilities, and public health officials emphasized that telemedicine access was essential to lessen the public health burden of care.

As case counts continue to fall in the U.S. and reopenings prompt a return to normal, telemedicine still has advantages over traditional in-office visits.

  • Nearly instant consultations – The average consultation through HealthJoy happens within ten minutes, with no appointment necessary.
  • No or low cost – Telemedicine has little to no cost for HealthJoy members (the exact figure depends on the plan, as we’ll discuss below), and helps employees avoid costly ER and urgent care visits, saving companies money.
  • No travel time – No trains, driving, or gas – members get on-demand access right from their mobile phones.
  • No waiting rooms – The pandemic forced us to rethink nearly all our interactions. Perhaps we should always have been suspicious of waiting rooms. According to a report in the Journal “Infection Control and Hospital Epidemiology,” you’re more likely to get sick after visiting a doctor’s office.
  • Less time away from work – A report from the American Journal of Managed Care estimates it takes 121 minutes each time someone seeks medical care. The total includes 37 minutes of travel time, and 87 minutes at the doctor’s office. Astoundingly, total average time with a doctor is only 8 minutes.
  • Easier on your life – Telemedicine provides less interruption for people’s lives, specifically for those with elder or child care responsibilities.

These factors are driving an increase in telemedicine benefit offerings—if not in the actual use of the service—every year. For instance, only 23% of employers surveyed by SHRM offered telehealth in 2016, but that number rose to 72% in 2019. Telehealth offerings increased by 10% between 2018 and 2019 alone. Employers usually offer these programs either as a single-point solution or as a bundled healthcare experience. When employees use telehealth, these programs can save both the employer and employee time and money by routing care from expensive facilities like urgent care and emergency rooms.

What is a high deductible health plan?

The federal government defines an HDHP as a health plan with a higher deductible than a traditional insurance plan. High deductible health plans feature lower monthly costs, but often cost more when you do need healthcare, particularly before a deductible is met.

For 2021, an HDHP is any health plan with a deductible of at least $1,400 for individuals or $2,800 for family coverage. Yearly out-of-pocket expenses can’t exceed $7,000 for individuals or $14,000 for families (a difference of about $100 and $200 more than in 2020, respectively).

One way families can soften the blow of high deductibles is through establishing a tax-free Health Savings Account (HSA). The balance of these accounts can be used to pay for any qualified medical expense and rolls over year after year, making it easy to save for expenses down the road. Many employers offer HSA-eligible HDHP plans to employees. But as we’ll discuss, HSAs can complicate the cost of telemedicine for employees on high deductible plans.

telemedicine and hdhp

Telemedicine use is growing at an exponential rate. In this guide, we’ll share our best tips on how to make this underutilized benefit work better for your company.

Learn more »

Does my HSA qualified HDHP cover telemedicine?

The federal government’s messaging on HDHPs that qualify for health savings accounts (HSAs) and telemedicine has, at least so far, been confusing.

The issue stems from the fact that providing a telemedicine plan with zero copays or at a low set rate could render an individual ineligible to receive or make contributions to their HSA. Though the IRS is aware that this creates a problem, it hasn’t committed to issuing guidance. Also, no law firm will issue a legal opinion on the matter due to the vagueness of the rules.
As it stands, you can’t cover people with HSA’s under any “disqualifying coverage.” This includes any provided healthcare coverage before meeting the HDHP deductible; this issue is known as the “no first-dollar coverage” issue.

The IRS does allow exceptions for some coverage including “permitted insurance,” “exception benefits,” discount cards, employee assistance programs, and preventive care. The IRS also issued guidance that HDHP’s covering COVID-19 testing and treatment won’t disqualify HSA contributions (more on that below). Having telemedicine alone as a part of a benefits package won’t disqualify an employee, but to be safe, most telemedicine providers recommend a per-visit fee for those users that are HDHP-eligible.

The exact dollar figure of that fee is the big unknown. HealthJoy can’t recommend exact dollar amounts, but our program has the flexibility to accommodate any fee. We are happy to share general information about what we’re seeing across our client base in terms of HDHP telemedicine fees. For non-HSA eligible plans, we offer a free telemedicine service.

What’s in store for the future?

We don’t yet have as much clarity as we’d like about the tension between telemedicine and HDHP’s. For the time being, at least, rules for HDHP’s and coronavirus coverage are far more explicit. The IRS announced on March 11, 2020 that medical care services associated with testing for and treatment of COVID-19 may be provided by a qualified HDHP on a pre-deductible basis. This coverage will not interfere with an individual’s ability to make or receive health savings account (HSA) contributions.

The March 27, 2020 Coronavirus Aid, Relief, and Economic Security (CARES) Act provides a temporary safe harbor for employers who cover the cost of telehealth services before a deductible is met. However, this elimination of the “no first-dollar cost” rule only applies to plans before 2022, so it won’t solve the tension between telemedicine and HDHP’s for long. Going forward, we can only hope that telemedicine’s obvious benefits encourage a solution that lowers the barrier to convenient and affordable care, even for those on high-deductible health plans.

How to Maintain Company Culture with Remote Workers

How to Maintain Company Culture with Remote Workers

This post was updated in June 2021.

It’s clear that remote work is the future. In its State of Remote Work 2021 report, Buffer found that 97.6% of respondents wanted to work remotely, at least some of the time, for the remainder of their career. Forty-five percent of respondents were already fully remote.

We’re only beginning to see the way the COVID-19 pandemic changed the way we work. It pushed employers to recognize how much of their employees’ work CAN be done from home. And now, as businesses reopen and vaccinations expand, working from home continues to offer employees flexibility, location independence, and the ability to work on their terms. For an increasing number of companies, remote work is the future.

Whether you’re transitioning to a hybrid work model — where employees can split time between physically working in an office space and working remotely or from home — or fully remote work, keeping company culture healthy and consistent may present a challenge. Here are six ideas to help you maintain your company culture with remote employees.

Design a Thoughtful Employee Experience

What happens when hiring new employees is necessary during this time? You can’t copy and paste your existing employee experience for a remote role. There are many aspects of the standard employee journey that are challenging for remote employees. For instance, a remote employee can’t go out to a welcome lunch with their new team. They also don’t have the opportunity to turn to their deskmate with a question or have a casual water cooler conversation with a company leader.

That’s why you’ll need to design an employee experience specifically for your remote workers, while still being true to your company culture. To help you visualize what this might look like: consider the remote worker’s onboarding experience, which can have a significant impact on an employee’s tenure.

You can schedule video calls with the team, send the new hire a fun welcome gift, or have the CEO record a personalized welcome message. These thoughtful gestures can have a positive impact on the remote employee’s overall experience.

Take Advantage of Technology

There are a growing number of tools that make scaling a company culture across a remote workforce more manageable. From communication platforms like Slack to video conferencing services like Zoom, these tools are integral to staying connected with people who aren’t physically in the office every day. There are even technologies like Donut, which regularly pairs up team members who don’t know each other well for virtual “coffee dates.” We use all three tools at HealthJoy so our employees feel connected. They’re running better than ever while our team remains fully remote.

Make sure that your remote team is comfortable using crucial tech tools as they continue their work from home. The whole company should be on the same page about best practices. For instance, make sure that one team isn’t using Skype while the rest of the company uses Zoom. Since implementing a more structured remote work policy this year, our People Operations team has overhauled our remote onboarding process to make sure it’s standardized across the company. To get started, simply sending an email or creating a companywide Google doc with best practices may help.

Be Considerate

Whether all or part of your company is telecommuting, colleagues need to be extra considerate. There are small but significant things everyone at the organization can do to ensure everyone feels included and connected. If your organization values idea sharing, for example, you may want to think about how you can promote this understanding on video calls. It can be awkward during a brainstorming session if multiple people are talking at the same time. Consider creating a remote environment for those who aren’t in the office to contribute to the discussion.

Or, if your company is big on being respectful of each other’s time, be especially thoughtful when scheduling time on your colleague’s calendar. We still want to make the best use of our time even at home, and that’s especially true if colleagues have children. Be mindful of any time zone changes and make sure your meetings are necessary. After hearing that employees were stacked with meetings, we implemented a few scheduling norms across the company. We now ask that every employee block eight “meeting-free” hours each week, either consecutively or over the course of a few days. We’ve also cut 30-minute meetings to 25 minutes, and 60-minute meetings to 50 minutes, ensuring everyone has adequate time for breaks and preparation throughout the day. Minor considerations can add up and have a big impact on productivity and employee satisfaction.

Celebrate with Your Remote Workers

Company cultures become stronger in times of celebration. Unfortunately, it can be tough to celebrate when the traditional office space is no longer part of the picture. There are many creative ways to address this. For example, you can rotate the times that an all-hands meeting is hosted so everyone has a chance to join regularly. If you have regular company happy hours, why not host a time to get together over Zoom for a virtual drink?

Also, don’t forget that employees should be recognized for their contributions. Whether it’s a shoutout on Slack or a personalized email, remember to regularly thank employees for their hard work. Keep up with any recognition programs that spotlight recent achievements in the face of adversity. All of these actions will help your remote workforce feel deeply rooted in the company culture, no matter where they’re working.

Communicate, Communicate, Communicate

Communication is key to maintaining a cohesive company culture. But the need to over-communicate becomes even more pronounced when collaborating with remote workers. You may find it helpful to create a document that codifies communication guidelines for your employees. These guidelines can cover everything from working hours to Slack etiquette and best practices for providing project updates. This becomes especially important when hiring new remote employees, so include these norms in your remote onboarding process. Having a single source of truth for communication with remote employees will ensure everyone is consistent in upholding these best practices.

If you’re a manager, be sure to check in with remote workers frequently. The remote workplace no longer allows you to chat with employees over lunch or see them around the office. You need to be intentional about reaching out to see how they’re doing and providing relevant updates. You may find that weekly one-on-one’s aren’t enough when you don’t regularly see each other in the office. You might find that daily standups, set a more productive and focused tone for your days, or that three focused team meetings throughout the week keep everyone on track. Take employee feedback into consideration and don’t be afraid to adjust schedules.

Support Employee Mental Health and Wellness

You might expect that working from home would encourage better habits. After all, without the time spent commuting, we should have more opportunities to go for a walk, squeeze in a workout, and make a healthy meal. While some of us have thrived during a pandemic, others have struggled. Employees who don’t normally work from home may be thrown off their routines. When kids are home, things are even more complicated. It takes time to build healthy routines in a different environment. Some employees might suffer an emotional or mental toll from the stress of health or financial concerns.

You can help employees by encouraging them to practice healthier behaviors. Instead of leaning on healthy office snacks, group fitness classes, and employee parties, it’s more important than ever to focus on building strategic year-round initiatives to keep people physically and mentally recharged. In January, HealthJoy’s Operations Manager Mallory Fritz shared how she masterminded wellness initiatives for our teleworkers while bolstering employee engagement.

“When I started, I was getting feedback from staff that they wanted to offset the stressful season,” Mallory said. “There was a need for additional events, but events catered to feeling less stressed, having fun even though it’s a crazy day, or taking a pause to do something else.”

The key to planning was creativity and aligning activities that reflected what employees said they needed. From virtual escape rooms and social hours to complimentary lunch and yoga flows, Mallory curated a slate of events that addressed all aspects of employee wellbeing including mindfulness, movement, meals, self-care, and community engagement.

Additionally, you could start a channel in your Slack feed to share at-home workouts or healthy recipes. Lead by example: encourage senior leadership to share what they’re doing to stay healthy while working from home. Remind employees of their EAP benefit. As a manager, check in with your employees often. Ask how they’re doing. During times of incredible stress, coworkers can provide support and make us feel less alone.

As more companies consider changing remote work rules, company culture should remain a key focus. In some ways, its benefits may aid this transition — you may find that you have happier employees due to the flexible work environment. Remote work can also be a key factor in winning the war for talent. While it takes time to build out the processes, structure, and culture needed to accommodate remote workers, in the long run, making it work may be worth it. After all, working from home offers organizations and their people a chance to re-examine what they define as culture and, ultimately, to grow.

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type='text' value='' class='large' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_6" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_6' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_6' id='input_12_6' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_12_7" class="gfield gfield_contains_required field_sublabel_below field_description_below 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[gravityforms id=1]
<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_1' > <div class='gform_heading'> <h3 class="gform_title">State of the Benefits Survey eBook - 1-Col</h3> <span class='gform_description'>Testing form</span> </div><form method='post' enctype='multipart/form-data' id='gform_1' action='/blog/2021/06/' > <div class='gform_body gform-body'><ul id='gform_fields_1' class='gform_fields top_label form_sublabel_below description_below'><li id="field_1_8" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_1_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_9" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_1_9' type='text' value='' class='large' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_4" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_1_4' type='text' value='' class='large' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_5" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_5' >company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_1_5' type='text' value='' class='large' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_6" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_6' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_6' id='input_1_6' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_1_7" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_7' >Which Best Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_1_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Which Best Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_1' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_1"]){return false;} window["gf_submitting_1"]=true; 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[gravityforms id=9]
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