The Generous Benefits Podcast

Containing Costs on Infusible Drugs Starts with Vendor Alignment

Host Amanda Brummitt interviews Ali Goodwin of TrueScripts on the complexities and costs of infusible and injectable drugs in employer health plans.
Ali explains the difference between infusion and injection drugs, why site of care matters, what J‑code conversion is, and how pharmacy benefit managers, third party administrators, providers, and brokers must coordinate to steer care, capture savings, and improve patient access.
The episode also defines white/brown/clear bagging, and concludes with a practical recommendation for employers: align incentives by carving out pharmacy to an independent, transparent pharmacy benefit manager to enable better cost control and access.

When Does it Make Sense to Use a PEO?

Host Amanda Brummitt talks with Bret Brummitt of Generous Benefits about Professional Employer Organizations (PEOs): what they are, how they work, and when they make sense for an employer. They cover PEO pitches like purchasing power and unemployment tax savings, variations in PEO services, master plan limitations, co‑employment liability, invoicing transparency, and common pitfalls.
Bret offers practical guidance for evaluating PEOs — ask about scope of services, master plan eligibility, certified PEO status, fees and commissions, and whether the PEO’s structure actually delivers the promised savings for your specific business.

The HR Leader’s Guide to Smarter Benefits

Amanda Brummitt interviews Stephanie M. Porrino, SPHR, SHRM-SCP, CHVA, Director of Human Resources at Hendry Marine Industries, Inc., about practical, people-first cost containment strategies. They discuss reference-based pricing, onsite primary care clinics, independent PBMs, using data to design benefits, and how benefits shape employer brand. Stephanie shares real outcomes, implementation tips, and one key piece of advice for HR leaders.

A Pharmacy That's Truly In Sync

In this episode Amanda Brummitt talks with Sachie Stover of HaloScrips about the broken traditional pharmacy model and how a transparent, service-focused approach improves member experience, adherence, and employer cost management.
They explain HaloScrips' medication sync program, clear pricing, and hands-on pharmacist support, plus practical steps employers can take now to make pharmacy benefits work better for people and the business.Be sure to check out this Generous Impact episode on their non-profit side: https://generousimpact.podbean.com/e/episode-16-phil-with-good-shepherd-pharmacy/.
 

What Employees Really Think About Open Enrollment

Welcome to the Generous Benefits Podcast with Amanda Brummitt and guest Tracy Daniels. This episode breaks down common open enrollment misconceptions, frequent employee frustrations, and practical steps employers can take to simplify communications and support better decision-making.
Tracy explains why logging in early, reviewing current coverage, using decision-support tools, and offering clear, bite-sized information can reduce stress and improve participation. Learn how simplifying systems and normalizing help can transform your next open enrollment.

Understanding State Continuation Coverage

On this episode of the Generous Benefits Podcast, host Amanda Brummitt speaks with benefits strategist Bret Brummitt about state continuation coverage ("mini‑COBRA"). They explain who is eligible, how it differs from federal COBRA, common employer mistakes, administrative steps, and the financial impacts for employees.
Listen for practical guidance on compliance, when to outsource administration, and clear actions employers can take now to protect their organization and support transitioning employees.And, find state specific rules here.

Mental Health’s ROI for Employers

On this episode of the Generous Benefits Podcast Amanda Brummitt talks with William "Billy" Schroeder of Just Mind Counseling about why workplace mental health is now a business and humanity imperative. They discuss the real costs of ignoring mental health, how quality care reduces ER visits and turnover, and what effective employer support looks like—from fast access and experienced clinicians to coordinated care and scalable programs for companies of all sizes.
Practical takeaways include investing in high-quality EAPs or direct contracts, offering timely access to evidence-based care, and creating supportive workplace practices that improve retention, engagement, and overall wellbeing.And, here are the resources Billy mentioned: 
Spring Health Study (JAMA Network Open, February 2025)
1.9x Return on Investment (ROI): For every dollar invested in mental health benefits, employers saw a return of $1.90 in reduced healthcare costs.
$1,070 Net Savings per Participant: This was the average net savings per employee in the first year after implementing enhanced mental health benefits.
30% Gross Cost Reduction: Overall healthcare costs decreased by 30% due to improved mental health support.
14% Net Cost Reduction: Even after accounting for the cost of the mental health program, there was a net reduction of 14% in total healthcare expenses.
PubMed Study (2021)
$1,146 Savings per Adult with Chronic Conditions: Adults with chronic physical conditions who received mental health services experienced a $1,146 reduction in healthcare expenditure compared to those who did not (in 2014 dollars).
$2,690 Savings with Psychotherapy & Medication: Combining psychotherapy and medication for mental health resulted in even greater savings, averaging $2,690 per person (in 2014 dollars).
Milliman Report (American Psychiatric Association)
$26-$48 Billion Annual Savings Potential: Effective integration of medical and behavioral healthcare could lead to annual savings in general healthcare costs within this range nationwide.
"Addiction and Mental Health vs. Physical Health: Widening Disparities in Network Use and Provider Reimbursement" (Milliman, 2019)
This study focuses on reimbursement and network adequacy disparities but also highlights how fragmented care and limited network coverage for mental health/substance use services lead to increased out-of-network utilization and higher overall costs (including emergency department visits).
Patients often end up in higher-cost settings (e.g., the ER) when they cannot get timely outpatient mental health care.
Kaiser Family Foundation (KFF) (Washington DSHS cites KFF)
20% Decline in Medical Costs: Managed mental health treatment was linked to a 20% reduction in overall medical costs for individuals receiving it.
Medical Cost Offsets: KFF highlights that mental health treatment, especially for those with chronic conditions and depression, can lead to significant medical cost offsets.
American Psychiatric Association (APA)
The Collaborative Care Model & Cost Savings
The APA’s reports on the Collaborative Care Model (integrating mental health specialists into primary care) show that for every dollar spent on evidence-based behavioral interventions, overall medical costs can be reduced by as much as $2–$4.
One APA study highlighted that integrating mental health into primary care can significantly reduce ER visits, inpatient stays, and total medical spending for patients with mental health diagnoses.
Peer-Reviewed Studies & Additional Data Points
Journal of the American Medical Association (JAMA) Psychiatry
Research suggests that effective depression care management can reduce total healthcare costs by up to 20–30% for high-utilizing patients, largely through reductions in hospitalizations and ED visits.
American Journal of Managed Care
Studies have demonstrated that integrated behavioral health programs produce ROI in the range of 2:1 to 4:1 when factoring in reduced ER admissions and inpatient costs.
National Institute of Mental Health (NIMH)
Mental illness can aggravate the severity of physical ailments such as heart disease and diabetes, driving up costs. Successful mental health interventions (therapy, medication management) can lessen that burden, indirectly reducing medical expenditures and hospital visits.
Evernorth (Cigna)
Evernorth research shows that behavioral health treatment can reduce healthcare costs by up to $3,321 per person over 27 months. These savings are due to fewer emergency department visits and inpatient hospital stays.
Sources
Evernorth Research demonstrates behavioral health care reduces medical costs - https://www.evernorth.com/articles/behavioral-health-care-reduces-medical-costs
PR Newswire - Spring Health Study Published in JAMA Network Open Demonstrates 1.9x ROI of Employer-Sponsored Behavioral Health Benefits: https://www.prnewswire.com/news-releases/spring-health-study-published-in-jama-network-open-demonstrates-1-9x-roi-of-employer-sponsored-behavioral-health-benefits-302369624.html#:~:text=1.9x%20ROI%3A%20For%20every,earlier%20in%20the%20care%20continuum.
PMC - Employer-Sponsored Digital Mental Health Program and Health Care Cost Savings: A Matched Group Cohort Study: https://pmc.ncbi.nlm.nih.gov/articles/PMC11800021/
PubMed - Association of Mental Health Service Use With Healthcare Expenditure Among Adults With Chronic Physical Conditions: https://pubmed.ncbi.nlm.nih.gov/33940945/
American Psychiatric Association - Economic Impact of Integrated Medical-Behavioral Healthcare: https://www.coloradocoalition.org/sites/default/files/2017-01/milliaman-apa-economicimpactofintegratedmedicalbehavioralhealthcare2014.pdf
Melek, S., Norris, D., Paulus, J. (2019). "Addiction and mental health vs. physical health: Widening disparities in network use and provider reimbursement." Milliman 2019 Report (PDF): https://www.milliman.com/en/insight/addiction-and-mental-health-vs-physical-health-widening-disparities-in-network-use-and-p
Kaiser Family Foundation - The Business Case for Behavioral Health: https://www.dshs.wa.gov/sites/default/files/rda/reports/research-3-28.pdf
American Psychiatric Association (APA), "The Collaborative Care Model: An Approach for Integrating Physical and Mental Health Care in Medicaid Health Homes": https://www.psychiatry.org/psychiatrists/practice/professional-interests/integrated-care/get-paid/medicaid-payment-and-collaborative-care-model
Katon, W., et al. "Cost-effectiveness of a multicondition collaborative care intervention: a randomized controlled trial." Archives of General Psychiatry 69.5 (2012): 506-514: https://pubmed.ncbi.nlm.nih.gov/22566583/
"Return on Investment for Behavioral Health Integration in Primary Care" (AJMC, 2018): https://pmc.ncbi.nlm.nih.gov/articles/PMC11800021/

Culture You Can Measure

Dr. Sarah Matt and Amy Gurske share about company culture, why trust and communication are the most important indicators, and how human-centered technology can reveal and repair problems before they escalate.
They discuss practical tactics for leaders — from floor-level presence to better measurement — and explore the tradeoffs of healthcare tech such as ambient listening, closing with clear advice: stay curious, measure what matters, and pair technology with human-to-human care.
RESOURCES
Sarah Matt, MD: drsarahmatt.com Book: https://www.drsarahmatt.com/book
Sayhii: https://www.sayhii.io/
Dr. Matt LinkedIn: https://www.linkedin.com/in/sarahmattmd/
Amy LinkedIn: https://www.linkedin.com/in/amygurske/

Culture That Scales — Building Connection on a Distributed Team

Host Amanda Brummitt talks with Ariel Bradford and Amanda Boyer from Solar Insure about building a strong, people-first culture in a remote-first company. They explain how culture shows up day-to-day and why leadership alignment matters.
The episode shares practical, repeatable tactics — what to measure, meeting cadences, onboarding touchpoints, engagement rituals, camera etiquette, and manager toolkits — so HR and people leaders can carry culture across time zones.

Fiduciary Duty Unpacked: What Employers Must Know Under the CAA

In this episode Amanda Brummitt interviews Sarah Borders of Benefits Compliance Solutions about the Consolidated Appropriations Act’s fiduciary expectations for health plans. They cover who qualifies as a fiduciary, how duties mirror retirement plan rules, and what employers must document, request, and monitor — including vendor fees, claims data access, and governance practices.
Ideal for CFOs, HR leaders, and plan fiduciaries, the episode gives practical, step-by-step advice: request compensation disclosures, verify data access, formalize oversight (committee/minutes), and keep clear documentation to reduce legal risk and demonstrate prudence.