For employers
Renewal went up again. Your people still cannot get an appointment.
Both of those come from the same place. Everyday care runs through claims, so it costs more than it should and gets harder to reach every year. We build employee health around primary care instead.
Most of what your people need in a year is primary care.
A sore throat. A blood pressure check. A refill. A lab panel. An ankle. Routed through a claim, each of those carries administrative cost, a deductible your employee has not met, and a wait that means they skip it and show up somewhere more expensive later.
Membership takes that entire category out of the claims stream. Your employees get unlimited access to a provider with no cost at the point of care. Your plan is left doing what a plan is genuinely for, which is the hospital stay and the surgery.
That is the whole mechanism. What changes is which layer pays for the everyday stuff.
No percentage, savings figure, or claims reduction claim appears on this page. The ones currently published are unsourced and stay out until they can be backed. VERIFY:A2 VERIFY:A6
Where are you starting from?
You are replacing your health plan
Planstin Care+ Direct
A full employer health plan built on top of DPCA primary care. Your people start with their DPCA provider, and care coordination steers them through specialty and hospital care from there. Planstin is the third party administrator. This is our lead offer for groups ready to change the plan itself.
You want to add a benefit without touching your plan
Employer memberships
DPCA membership at $79 per employee per month. Under 50 full time employees it works as a stand-alone benefit. At 50 or more it pairs with your ACA-compliant plan, and it pairs particularly well with a high deductible option.
You need physicals, screenings, and testing
Occupational health
DOT physicals, drug testing, pre-employment screening, fit-for-duty and return-to-work exams. OSHA compliant. Included for employees who are DPCA members, with drug testing billed separately.
For larger employers
Direct Onsite Care
For employers with enough people in one place, we bring the clinic to the worksite. Your employees get DPCA care without leaving the building, on a predictable monthly cost rather than per-visit billing.
Whether onsite makes sense depends on headcount, geography, and how your shifts run. That is a conversation, not a web page.
From an employer who did this
There is not one employer testimonial or case study anywhere on the site. One named employer with real numbers would do more for this page and its three children than any amount of copy, and it cannot be faked. The band stays in the layout. VERIFY:F2
Employer questions
Can I offer this as a stand-alone benefit for my employees?
If you have fewer than 50 full time employees, yes. DPCA membership can be offered on its own. At 50 or more full time employees, DPCA membership pairs with an ACA-compliant health plan rather than replacing it.
We are self-insured. Does this work for us?
Yes, and self-insured groups tend to see the effect fastest. When you are self-insured your employees' healthcare costs are your own, so anything that keeps everyday care out of a claim shows up directly on your books.
How does this actually lower our cost?
Most of what your employees need in a year is primary care. When that care is covered by a membership instead of running through claims, you can pair it with a higher deductible plan at a lower premium. The everyday care your people were avoiding because of the deductible is now free at the point of use, and the plan is there for the events that genuinely need it.
Do we have to wait for open enrollment?
No. You can start at any point in the year. DPCA membership is not tied to your plan year.
Bring us your renewal.
Send your census and your current renewal and we will show you what changes. No obligation, and we will tell you if we are not the right fit.