Issue 030
Welcome back to E&O Wednesdays, the enrollment-focused digital health newsletter from Exits & Outcomes — for paying subscribers only. This every-other-Wednesday issue digs into digital health companies that sell to self-insured employers as well as others that rely on enrollment-based distribution for their digital health programs.
E&O Wednesdays: Employers
Three quick bullets before some longer items below…
- Thanks for all the feedback on last Wednesday’s newsletter focused on virtual clinics. And this week’s crossword puzzle also proved popular, but a little too difficult… I’ll be sure to make it easier next time.
- I noticed a few smaller companies offering a new program from Aetna called Aetna Joint and Back that is “powered by Hinge Health.” It’s often promoted in enrollment materials right alongside Aetna’s Transform Diabetes program, which CVS developed. Recalling what happened between Livongo and CVS back before the Teladoc merger, I’m looking for more examples of payers moving through some version of these three steps: 1. Offer a digital health program to members as a covered benefit under the digital health company’s branding (example: Livongo). 2. Begin white-labeling that program so it appears to be that health insurance’s own program, at least in part (example: Transform powered by Livongo). 3. Learn enough from the digital health company powering it to rebuild the program internally and then continue offering it under that white-labeled brand (example: Transform). In other words: How long before Aetna decides it no longer needs Hinge to power its Aetna Joint and Back program?
- One more thing… Ex-Bloomberg tech journalist Eric Newcomer wrote a must-read profile on General Catalyst’s Hemant Taneja. I learned a lot from the write-up, but the thing that stuck with me was just how dismissive Silicon Valley types (tech journalists included) were about health tech back in 2014. At that point, I was already five years into MobiHealthNews, so I knew it wasn’t a focus at other publications, but even I didn’t realize it was this bad… Here’s Newcomer: “Back in 2014 when I first got to know Taneja, I would try to mine him for information about his buzzy investments, but he would always redirect the conversation to his quixotic investment in a diabetes diagnostic company called Livongo that he’d helped incubate. Taneja led the Series A round in May 2014 and led or participated in every subsequent funding round. Ultimately, I stopped hounding him largely because I felt bad refusing to write about his idealistic health tech company.”
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How Anthem prices Lark Health’s diabetes prevention program
Health insurance company Anthem sells diabetes prevention program Lark Health to employers as a way to “promote behavior and lifestyle changes resulting in weight loss, improved cardiovascular health and type 2 diabetes prevention.” Instead of a PEPM pricing model, Anthem asks employers to pay for Lark in four tranches once a Lark participant hits one of four milestones:
- Milestone 1 — $93 — Program enrollment (includes wireless scale)
- Milestone 2 — $93 — 2 weeks engagement* during first 4 weeks
- Milestone 3 — $93 — 2 weeks engagement* during weeks 5-9 (includes fitness tracker) Live Coach: Lark algorithms identify members at risk of not reaching their goal; phone coaching offered
- Milestone 4 — $93 — 5% or more weight loss from start date (within a year)
Lark defines an “engaged” participant as one who “completes at least one (1) counseling session; logs at least three (3) meals; logs at least three (3) physical activities per week; documents at least one (1) weight measurement.” So that comes to a total of $372. I’m guessing the fourth milestone can kick in any time after the third one is reached — not necessarily at the end of year one.
JP Morgan Chase made few changes to its health benefits for 2022
In this recurring feature, I’ll look back at a big employer stack from yesteryear and check to see which new digital health companies the employer is working with now and which digital health partners they (or their health plan) decided to drop. This time around: One-time Amazon partner JP Morgan Chase. I dug into JP Morgan Chase’s benefits stack in Issue 003 of the Wednedays: Employers newsletter way back in December 2020. As it turns out: JPM didn’t change much as it headed into 2022 so the writeup from 2020 is still worth a read. JPM is still offering meQuilibrium and Grand Rounds.
It still offers a Simplified Medical Plan for some of its employees in certain states that Haven helped create. The Simplified Plan includes programs powered by JPM partners Virgin Pulse and Newtopia. It also works with Health Advocate to help employees with medical claim issues.
Two changes for 2022 included expanded fertility benefits via WINfertility and a surcharge for employees who are not fully vaccinated or who have not disclosed their vaccination status. So those employees will have to pay a little more into their health benefits (about $250 a year more for those making under $60,000).
Here’s more on the fertility benefits expansion:
“As of July 1, 2021, if you are enrolled in the JPMC Medical Plan, you and your covered family members can receive help from WINFertility nurses with selecting a high-quality provider, understanding treatment options, and receiving clinical and emotional support. Enroll with WINFertility and complete a nurse consultation to have access to a $30,000 medical lifetime maximum benefit ($10,000 medical benefit if you do not engage with WINFertility).”
Big employer digital health stack: General Electric
Digital health companies love to boast how many Fortune 500 customers they have. This recurring feature of E&O Wednesdays digs into a different Fortune 500’s (or similarly-sized employer’s) digital health stack. So far, in past Wednesdays issues, I’ve written about the digital health benefits stacks of 29 big companies — click any of their names below to read that previously published Wednesdays newsletter over at the E&O site:
- Walmart,
- Activision Blizzard,
- JP Morgan Chase,
- The Home Depot,
- Boeing,
- 3M,
- Chevron,
- BorgWarner,
- Bank of America,
- UnitedHealth Group,
- Costco,
- eBay,
- McKesson,
- Ford,
- Dell,
- AT&T,
- Disney,
- Novartis,
- Red Bull,
- VMware,
- T-Mobile/Sprint,
- Adobe,
- Phillips 66,
- Cox Enterprises,
- Wells Fargo,
- PayPal,
- Facebook,
- Sony Pictures,
- and General Mills.
This week, at the request of an E&O reader, I dug into the digital health benefits that General Electric is offering its employees for 2022. (I think my write-up on General Mills, aka “Big G”, last week may have triggered the request given the name similarity?)
Here’s what I found:
Telemedicine options change for 2022
Up until 2022, GE had a direct relationship with Cleveland Clinic for its Express Care Online telemedicine service, which is powered by American Well. Under the heading of “Expanded Telemedicine,” GE announced to employees that for 2022 it would offer more virtual visits options but would no longer offer the Cleveland Clinic service. This looks to be the result of GE’s health plan partners stepping up with telemedicine offerings of their own. So, GE doesn’t have to maintain a separate relationship with a virtual visits provider anymore:
“We know the convenience, safety, availability and affordability of virtual health care is important to you and your family. That’s why we are making new telemedicine vendors available (like Teladoc) through our medical plan administrators’ partner(s). You will have access to more telemedicine providers at the network discounted rate per visit, subject to annual deductibles and coinsurance (for 2022, the average cost per visit is $49). Given this new expanded offering, Cleveland Clinic Express Care Online will no longer be offered after December 31, 2021.”
Two of GE’s health plans offer virtual visits through Teladoc (Aetna and Credence) while UnitedHealth offers virtual visits through a number of companies, including Teladoc, American Well, and Doctor on Demand.
Willis Towers Watson SmartSelect for benefits navigation
Also new for 2022: GE tapped Willis Towers Watson for its benefits navigation tool, named SmartSelect:
“This year as you enroll in medical benefits, you’ll have the support of SmartSelect, a new and confidential tool to help you decide which option may be best suited for your personal situation and health care needs. By answering a few simple questions about your expected health care use (and your family member(s), if applicable), SmartSelect will help estimate the potential costs of the medical plan options available before you enroll for 2022.”
Second opinions services from 2nd.MD
“Need a second opinion? A new and improved virtual second opinion program through 2nd.MD is now available, at no cost to you if you are enrolled in a GE medical option. 2nd.MD will connect you with a board-certified, leading doctor across the country for an expert second opinion via video or phone within 3 to 5 days.”
meQuilibrium for resilience-building
“A resilience-building app designed to put you on the path — not just to handle the demands and challenges of GE – but to thrive and help you be your best self. meQuilibrium is available at no cost to you and will help you build self-awareness and personal growth.”
Cariloop for caregiving
“Take care of your loved ones with an experienced Care Coach in your corner. General Electric covers the full cost of working with a Care Coach so you can stress less about caring for your loved ones and remain present at work and at home… We set you up with a secure portal where you’ll work with your Care Coach, store important documents, and invite loved ones in to collaborate around your loved one’s care.”
Via its EAP, Live and Work Well from Optum: Talkspace and Sanvello
“The Talkspace app connects users to a licensed therapist through a smartphone or computer and provides access to private chat, video and audio support 5 days/week. You can even use your EAP benefit to access.”
“Access [the Sanvello] app that offers clinical techniques to help relieve the symptoms of stress, anxiety and depression-anytime. Available at no cost for active employees and their family members.”
Optum’s EAP also pitches UHG-owned AbleTo’s virtual therapy services as an option, but those aren’t a fully covered benefit.
Grokker’s online library of health videos
“Last year, we introduced free access to Grokker to employees and their families, and nearly 20,000 have taken advantage of this resource! The personal wellbeing app—available on your smart TV, phone, or computer—connects you to expert-led, on-demand videos on fitness, nutrition, sleep, emotional health and financial wellbeing.”
Discounts on Calm, Headspace, Lifesum
“Currently, GE Employees can access annual subscriptions to both Calm and Headspace at up to 85% off the regular rate. Both applications are easily accessible from your mobile device to help manage stress on the go.” For Calm, the price for GE employees is just $9.99/year. GE also offers a discount on Lifesum: “The Lifesum app features personalized diets, meal plans, calorie and macro counters to help you reach your health goals. Eligible GE employees can purchase a one-year premium subscription for just $22.50 USD…that’s 50% off the regular rate.”
Well, that’s a wrap on General Electric’s digital health benefits stack.
Some of these stacks are easier to figure out than others (so no promises), but let me know which company’s digital health benefits you’d like to learn more about by hitting reply to this email. If you happen to work at a Fortune 500 company (and I know that’s a lot of you), then please send me your benefits information.
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