Addressing chronic conditions through whole-person care.

Meghan Henry:
Hi, everyone. Welcome back to For Your Benefits. I’m your host, Meghan Henry, Director of Marketing with SentryHealth. In this podcast, our goal is to help benefits advisors, HR teams, and other stakeholders stay on the cutting edge of what’s happening in the world of employee health.

Today we’re excited to be talking with our very own Sherree Telford, Director of Specialized Solutions for SentryHealth. Sherree is an experienced and recognized leader in the field of chronic disease prevention and control. She’s also a registered dietitian and a certified diabetes care and education specialist. Welcome, Sherree.

Sherree Telford:
Thank you, Meghan.

Meghan Henry:
Before we get started, why don’t you tell us a little bit more about yourself and what you do with SentryHealth.

Sherree Telford:
As you mentioned, I’m a Registered Dietitian and a Certified Diabetes Care and Education Specialist, as well a Certified Health and Wellness Coach. I’ve been in healthcare for about 30-plus years, so I’m giving away my age, and would like to say that I have worked across myriads and multiple divisions of health entities, including physician practices, hospitals, for health plans and rehabs. And so, I’m just so happy to be on the Sentry team and being able to support Sentry in providing evidence-based solutions and practices to meet the needs of both our clients and the employees we serve. I’m on the clinical team and I work directly with our Chief Medical Officer, Dr. Cole Barfield, who is a leader in evidence-based practices for chronic condition management.

What are chronic conditions?

Meghan Henry:
Today, you and I are going to be discussing chronic conditions and how they are a growing concern for employers. In fact, I read a statistic that showed that the number of people living with one or more chronic conditions is increasing, and I think that’s leading many employers to rethink their approach to chronic condition prevention and how it relates to whole-person care. So let’s start off by getting a good understanding of what a chronic condition is.

Sherree Telford:
Chronic conditions can be defined as health issues that last for one year or beyond, and really require ongoing medical attention that could really limit activities of daily living, which could include work. Some prominent ones are heart disease, cancer, and diabetes, and those actually are the leading causes of death and disability in the United States.

We know that these chronic conditions can also result in hospitalizations, long-term disability, reduced quality of life, and so on. And for the employer, reduced worker productivity. So, we do know that the cost to employers is about $36.4 billion a year because of missed work. And when employees aren’t at their best, many areas of work are impacted, and what absenteeism can mean to an employer can include the cost of missed work. And I think there’s a SHRM reference that says about $1,695 per year. And from a safety leadership survey, we know that employees not only report missing work, but they also report being unproductive about 57 days a year. So when you combine the impact to the member and the impact to the employer, we’ve got something to think about.

What impact has COVID had on chronic conditions?

Meghan Henry:
Absolutely. I want to talk about COVID real quick. I know that we’re sort of seeing the light at the end of this COVID tunnel, but what’s interesting is that COVID really brought to light a lot of issues surrounding chronic diseases. I’d love to hear about your experience. How have you seen COVID… what sort of impact has it had on chronic conditions?

Sherree Telford:
I failed to mention that not only developing programs and processes for Sentry, but I’m also on the care team. So, I’m actually a certified diabetes care and education specialist, serving members who have those high-risk chronic conditions. And I’ve certainly seen the impact of COVID on those members directly. But I think when we think about it as a pandemic, they’ve had a direct and indirect impact on chronic disease. So the impact for chronic disease has been particularly profound because these members are more likely to get a more serious case of the condition. And so many members then, from a mental health perspective, have suffered death in the family. And so, therefore, mental health becomes an issue to address. And what we’ve seen here at Sentry from our appointment type utilization is that the biggest impact has been seen on the rise of anxiety, stress, and depression to adjust to a post-pandemic life.

There are stay-at-home recommendations, there are quarantine guidelines. All of this has disrupted life and really created economic and social hardships for people. And then it’s also raised concerns about safely accessing healthcare and really reduced the ability to prevent members from getting the condition management care that they need in such a timely manner. I think for employers, thinking about how they’ve had to readjust their work areas just to meet OSHA regulations and guidelines has been an impact of the pandemic. So that’s a lot when you think about how to survive in a post-pandemic COVID world.

Meghan Henry:
And I have a family member who is a diabetic, and I know during COVID she wasn’t seeing the doctor like she was supposed to. She wasn’t getting the follow-up care. When things weren’t going well, she wasn’t feeling great, she wasn’t going, and she wasn’t getting taken care of. And I think that so many people postponed getting the care, that now they’re sort of rebounding. Now it’s getting all the care, and so whereas employers at the time maybe weren’t paying a whole lot because their folks weren’t getting the care that they needed, now they’re doing everything. So I know-

Sherree Telford:
They’re playing catch-up.

Meghan Henry:
Playing catch-up, for sure. And I know that this family member, she then had all these different, an eye appointment, had a podiatrist appointment, all these things that she had been putting off for two years, and they all happened at once. And then it’s looking at it going, gosh, if you had seen us a year ago, then this wouldn’t have been a problem. But now it is.

Sherree Telford:
Well, and the good news about that catch-up for the member, and ultimately for the employer, is that in the 10-year progression of what we know chronic disease costs an employer, getting that support that they need right now may have seen an impact to their health plan spend, but in the long run it’s going to save them dollars for addressing those needs. Yeah.

Is whole-person care effective for someone with a chronic condition?

Meghan Henry:
Absolutely.

Sherree, according to the partnership to fight chronic disease, employer healthcare coverage for employees with a chronic condition is on average five-times higher than coverage for those without a chronic disease. So, I think it’s clear that if employers want to keep costs manageable, they’ve got to address chronic conditions among their employees. I know at SentryHealth, we are big proponents of whole-person care, and I’d love for you to talk a little bit about what that means for someone with a chronic condition and why that’s effective.

Sherree Telford:
Yeah. Well, I’m a very visual person, a visual learner, and so I would like for you to think about just the simple bicycle wheel and have how you have the center of the wheel representing the member, and then the spokes going out to the actual tire. The tire may be representing the whole part of their life and all the different things that are impacting them. And so, what whole-person care really is, it’s the patient-centered use of healthcare resources to deliver both physical, behavioral, emotional, and social services that are required to improve care coordination, wellbeing, and health outcomes, while all the time respecting a person’s choices, their diversity, their eating patterns, and habits. And for the individual themselves, it could represent helping them with sleep, with work life balance, with joy, with gratitude, and even the more clinical things like getting their mammograms, getting their colonoscopies, and being adherent to their medications.

And so, it’s all interrelated. If you have financial struggles, you can’t afford your meds. I’ve heard people say, “I have to choose between feeding my family and buying my meds,” and certainly that’s an issue. But at SentryHealth we become the trusted resource to help a member solve their issues at the right time, in the right way, with the right resources. And our programs really do start with that. What is impacting that person’s care at the point that they engage with us? And then in return, our case studies show that we’re saving the employer claims dollars when we are able to approach it from a whole-person perspective.

Meghan Henry:
And I think it’s important to note, a chronic disease doesn’t happen in a funnel. You’re getting that, but if you’ve got diabetes, you may feel bad about your weight, and you’re depressed, or you’re struggling to take your medication and so it’s causing you anxiety. Like you said, finances could cause some mental stress.

Sherree Telford:
We just have so many specialists on our care team that we can refer to internally. And so, in my world of diabetes care, we know diabetes and depression go hand in hand. And so, whole-person care would be saying, “Okay, I see that your diabetes is uncontrolled, but let’s talk about your depression.” And then I could refer to a member of our mental health team, and then we join that member with not only whole-person care, but we also call it wraparound care because we wrap around the whole person to meet their needs at the time that they have conditions or issues.

Meghan Henry:
Right. And so maybe they’re not taking their medication because they’re depressed and they don’t see that there’s any hope, and they don’t… So, you guys, what’s great about the care team is that you guys are really good at looking at it going okay, sort of triaging them and saying, “Yeah, we can work on this medication thing, but before we do that, let’s figure out what’s going on inside your head and your heart, and let’s see if we can help you with that first.”

Sherree Telford:
Absolutely.

Meghan Henry:
Because then it all kind of falls into place.

Sherree Telford:
Yeah. And the good news is that with all the data that we collect, both from a consumer perspective, from a clinical perspective, and from a social perspective, we have a lot of information at hand. But we always approach that person with their why, why do they want to be engaged, and how can we help you now? And so, I think we see people beyond their conditions, and that’s really what whole-person care is about.

Preventive care: how should employers rethink their approach to help with chronic conditions?

Meghan Henry:
I think that’s fantastic.

I want to shift gears a little bit, and I want to talk about employers. We were talking about all of these statistics and all these reasons why employers should consider chronic condition management prevention support programs, but what can they do? So, we see that there’s a reason and that they need to be doing those, but I’m ‘Joe Employer’ and I’m going, “Well, what do I do now?” How should these employers rethink their approach to prevention?

Sherree Telford:
Prevention really can start by providing opportunities for communications as early as in orientation that are health-related and just explaining culture. We’re talking about culture now. How can the employer develop a culture that promotes prevention?

And when you think about prevention, I mean, prevention can mean the prevention of chronic disease, but it also can mean work practices and safety measures and all of those things that impact the jobs that they do. So, a culture of wellness starts at the top, and a culture of prevention and wellness starts at the top. Happy, healthy employees reduce turnover and have a positive impact on productivity. And we know that people that engage with us, we’ve done some presentee and absenteeism studies with one of our clients, and we know that people who engage with us have average sick days lost, average requests for sick days, and average absent days for being sick.

And so, we just think that prevention can start with an employer offering solutions like ours. I mean, I’m thinking about even our health assessment that shows, when is your colonoscopy due? When is your mammogram due? And collecting that kind of assessment data that then helps that member identify how that risk could turn into prevention. And then the fact that we can go on-site and collect lab values, or we can get your physician’s lab values. I actually worked with a man this morning who, was a new client, and we had come to their location for the first time this past week, and the A1C was 10.5. He had no idea that he had diabetes. And so, after meeting with him today, he did secure a physician’s follow-up appointment to get that second A1C to confirm the diagnoses. But I’m just thinking about, when you’re talking about prevention, the employer has to have that culture of wellness and culture of health promotion that really offers that member something tangible that they can get that help in the real time.

Meghan Henry:
And I think those employees, they expect it now. In this day and age, employees are expecting their employer to take care of them, to help take care of them. Maybe 20 years ago that wasn’t the case, but I think now there’s so much competition for employees and jobs. And so, I think the employer really has to look at it as, we want to retain these high value employees, and what can we do to keep them healthy and happy?

Sherree Telford:
And one of my, we’ve got so many, as one of the developers and implementations of all of our programs and solutions, they feel like my baby, kind of near and dear my heart as I talk about and I talk about what we do, but one of my favorite programs is our Healthy Mom, Healthy Baby program that supports pregnant women in the workplace from preconception through lactation, through postpartum, and that sort of thing. And so we know that’s a joyful time in people’s lives, and so we think about, well, how can that really prevent something? Well, it might prevent gestational diabetes, prevent pregnancy-induced hypertension, prevent a NICU baby possibly, so prevention is the key.

Meghan Henry:
Yeah, yeah. Cover all those bases if we can.

Sherree Telford:
That’s right.

Meghan Henry:
I want to talk a little bit about navigating our healthcare system. We probably have all experienced some challenges navigating our healthcare system, whether it’s finding the right doctor, specialist, or whatever that is. I could imagine that for people living with chronic conditions, that it could be even more frustrating. They’re likely to have more specialists, they’re likely to need more specialized care. So, trying to get the care they need, when they need it, I imagine could be difficult for them. What are some of the barriers to care that people with chronic conditions often face?

Sherree Telford:
Well, you’ve mentioned some of them already. Yeah. I mean, access to care in a timely manner, lack of coordinated care. Having one doctor that has a record and the other doctor that has another record and how they talk to each other, electronic health record. Clinician shortage in rural areas is a real issue with some of our clients. So we have metropolitan clients and rural clients too. And then blue collar, white collar, all across the board. You’ve mentioned limited appointment availability. I think with the onset of digital care, like we’re doing digital healthcare…

Meghan Henry:
Right.

Sherree Telford:
And that’s helped the employer and the member to be able to get a virtual care appointment. But I think the barriers also are, do those appointments coincide with work hours, with office hours? What are the transportation barriers potentially? Limited education, I think could be a barrier, just the finances to take care of themselves. And then I think a barrier is just the energy it takes to do it all.

Meghan Henry:
Yeah, absolutely. Absolutely. It’s a lot. They’ve got a lot of appointments and a lot of things they’ve got to manage. So, when you look at what employers can do to help remedy this, I suspect that having a digital care solution, not to toot our own horns, but I think that something like that, clearly if you are in a rural area and you can’t… I think about my grandparents, they lived in West Virginia, and the closest doctor was an hour, hour and a half away. In the wintertime, it snowed. They weren’t able to get on the roads, and so they missed appointments regularly because of those things. So is there anything employers can do to help remedy that?

Sherree Telford:
Yeah. I think that most employers have been providing various levels of health benefits from a design perspective for both premiums, and expanded access to care for a long time that just meets basic needs.

Meghan Henry:
Sure.

Sherree Telford:
But one of the challenges that I see working directly with members is that they don’t understand their benefits.

Meghan Henry:
Yeah, absolutely. Yep.

Sherree Telford:
So, communicating benefits and having real-time support to assist members in obtaining timely and appropriate healthcare is crucial. And so one of our products is also that concierge navigation. We take in all of those benefits and we can help members to say, “Okay, do you know that you have a benefit for this?” And we even help people find their doctor as well. So, I think employers are doing a lot already, but I think when you think about just that culture and that top-down perspective, really, employers should strive to strengthen the fundamental pillars of support that’s proven to boost employee morale and wellbeing.

So what can you do to implement programs? And so, I think about recognizing work-related stress, and then giving little work breaks, giving little walking breaks. You won’t believe it, we hear a lot of complaints from employees who say, “My employer, we have meetings and we only are provided donuts and cokes, or we’re only provided, we’re not provided healthy snacks.” So I think that to make it easier for members, employers can nurture emotional wellbeing by building that trust and then do things on-site that actually provide healthy snacks, and walking challenges. I think also changing workplace culture that really destigmatizes receiving care and taking care of your health, because really taking care of your health and doing your job are all interrelated, right?

Meghan Henry:
Sure. And I think that if you are anxious about going to the doctor or you’re worried about missing time for an appointment, or it’s, let’s say, for example, mental health isn’t discussed in the workplace, then you feel weird about talking about it to your boss or to your supervisor. And I think I’d love to throw out another thought would be, and it goes back to culture, Sherree, it’s knowing your employees, knowing who they are, knowing what they want, knowing where they live. You talked about being in a rural location. Are most of your employees in a rural location? They’re going to need digital services, or they’re going to need more time to get to the doctor?

Sherree Telford:
Absolutely.

Meghan Henry:
It’s not just running out the door for a half an hour appointment. It’s an hour there, an hour at the doctor, and an hour to get back. It’s half a day.

Sherree Telford:
Absolutely. And your employers typically have access to tons of data. They have access to maybe claims, and they look at the health of their population from a cost perspective. But it’s also important to think about, we do surveys based on, we collect health personalities based on ZIP codes, based on rural versus urban areas because we know that the challenges, education levels, the challenges are faced due to those different metrics. But, yeah, I just think that destigmatizing any kind of health and wellbeing in the workplace is important, and all with the making sure that you’re protecting their information that they want protected, and I think that’s how a program like ours or a company like Sentry can actually come in and be that trusted source and be part of the benefit, but yet separate from the benefit.

Meghan Henry:
Yeah.

Sherree Telford:
And, yeah.

Meghan Henry:
And you can have a ton of data as an HR person, as a benefits advisor, without having to know individual information. I don’t need to know why Sherree went to the doctor, but I can know that 20 people went to the doctor for X reason.

Sherree Telford:
Absolutely. All the data’s aggregated by number.

Meghan Henry:
Right. And maintaining the privacy and reassuring employees that it is private.

Sherree Telford:
And I think employers could do more in just surveying, doing focus groups, surveying their employees. What do you want to see here? Getting their voice. Working for a company where your voice can be heard and appreciated and respected does a whole lot for boosting morale and retaining employees.

Meghan Henry:
Absolutely. Let’s talk about virtual care services. I know that’s a big part of what we do at SentryHealth. I’d love to hear from you about how these virtual care services can help people with chronic conditions.

Sherree Telford:
So it’s been interesting for me in my work-life journey because most of my career was spent in direct patient care, whether it was in a hospital setting, or in a physician’s office. And so, thinking about it, I have become very, very committed to and excited about virtual care because, one, it helps. As a diabetes care specialist, I’m putting my diabetes educator hat on, where I ran programs in hospitals, and people would come and they’d show up for that class. I would have my little checklist, and I might not ever see the people again. But with virtual care, you can really get to the heart of what matters with a member. We can develop a trusted relationship with that member. And over time, we can see their A1C go from 10 to eight to seven to six. We can see the pounds go from 30 pounds to 20 to 10.

Or 10, 20, 30, that progression. So really virtual care gives you the opportunity to be accessed earlier. So we have appointments available in a 24-hour period. So that member I mentioned having the high A1C at the screening, he actually at the screening had talked to one of our care team members in person and then had set a virtual care appointment with me, and then the labs came back and he moved it up. And so he was able to get an appointment two weeks earlier than he originally thought that he would. So virtual care gives you the opportunity to schedule that appointment within your own work schedule: before work, during work, during your lunch break, after work. We take, we’re open seven to seven for appointments. So it gives that opportunity, the opportunity to develop a trusted care relationship with the same provider, working from the same record, and then really seeing outcomes from the beginning to the end.

Meghan Henry:
And I think it gives the employee, the patient, support that they probably aren’t getting from the doctor’s office. They go to the doctor’s office, and the doctor looks and says, “Your labs look like this. Let’s change your medication to this. Good luck to you.” But then the patient, the employee, is sitting there going, “Well, what do I do now? Who do I go to?” And I think you guys really serve that great purpose of filling in those gaps that exist between doctors’ visits. They’re not getting the information that they need and that regular support.

Sherree Telford:
Yeah, and our programs are designed, they’re proprietary, obviously, and they’re designed from a perspective of having an educational outcome, a behavioral outcome, and a clinical outcome. And so when you think about the combination of those three, it makes, that the member doesn’t really know that there is a curriculum that’s to be followed, that there is a standard of care for their outcomes that are being followed. They really aren’t attuned to that as much as they are, “This person cares about me. They know what I want to work on. They’re really helping me set tangible goals and action steps to improve my care.” Oh gosh, I was just thinking about how much I do to help members develop conversations and questions to ask their physicians.

Meghan Henry:
Oh, that’s fantastic.

Sherree Telford:
I love that. I love that role. And to empower them to be the consumers of their own healthcare. So I know we’re talking about virtual care, but all of that’s kind of related to virtual care.

Meghan Henry:
Yeah, yeah. Absolutely, but I think that from an employer’s perspective, why is this great for the employer? It’s great for the employer because the member is actually going to appointments. They’re actually getting support. They’re actually getting guidance in what they need to do to lower their A1C, to exercise. They could talk to a personal trainer or dietitian. All of those folks could be available to them. And all of these providers, these advisors, these members of the care team, they all kind of know what’s going on with this member anyway.

Sherree Telford:
Absolutely.

Meghan Henry:
The employer looks at it and goes, “Gosh, I’m saving money.” If we’re talking strictly money, they’re saving money because the member is compliant. They’re taking their meds when they’re supposed to. They’re doing the things that they need to do to get better. And then on the flip side of it, it’s the right thing to do. You want happy, healthy employees, period.

Sherree Telford:
Yeah. Well, talk about saving money. We did a case study with one of our larger employer groups, and on that 13% claims cost reduction we found that the savings categories were like a 6% decrease in inpatient visits, a 13% decrease in outpatient visits, a 21% decrease in hospital visits, 67% decrease in extra labs, unnecessary labs, and a 16% decrease in urgent care.

Meghan Henry:
I mean, those are great statistics. It’s reducing all of the costs across the board.

Sherree Telford:
Absolutely.

Meghan Henry:
And I suspect that your team probably gets a phone call or an appointment before. So I’m going to talk to Sherree before I even go to urgent care, before I go to the hospital because I know you’re going to tell me what I need to know.

Sherree Telford:
Absolutely.

Meghan Henry:
And then I’m going to follow that and that’s how we’re going to produce the greatest outcomes. Financial outcomes, clinical outcomes, all of those.

Sherree Telford:
Absolutely. And we support primary care and internal medicine specialists. We support all physicians and their practices. And that’s a very important thing to remember is, in a chronic condition world, you’re probably going to need medications. You’re probably going to need multiple specialists. I mean, if we could get everybody on that prevention bandwagon, and we could get everybody doing lifestyle in conjunction with all of that, then that would be our utopian world.

Meghan Henry:
Absolutely. Absolutely. Well, Sherree, before we wrap up today, I would love to hear from you what advice you’ve got for employers and benefits advisors who are looking at addressing chronic conditions in the workplace. What should they do next?

Sherree Telford:
Yeah, we have a little checklist that I was thinking about that I like, and some of it we kind of already talked about, but as we wrap up and just thinking about some tangible things, I think that for employers, so think about it this way. It’s a paradigm shift from only focusing on absenteeism, and productivity, to whole-person care for their wellbeing, health, and happiness. Okay, that’s one.

Meghan Henry:
Love it.

Sherree Telford:
Knowing the needs of your members by understanding the risk of the population, we kind of already talked about that. Those can be aggregated risks, they can be an actual risks. You could get data from surveys, just in different ways.

Meghan Henry:
But you got to know what you’re dealing with before you deal with it.

Sherree Telford:
Yeah, yeah, yeah. And so allocate budget dollars. And so, when you talk about allocating budget dollars, there are many ways, and we can work with employers on different ways to do that. I mean, you could set up wellness dollars within your health plan. You could set up, you could do premium differentials or incentives. We can help employers design incentives that really can get the engagement going. What’s interesting though, is incentives do drive engagement, but we get great engagement too, even without incentives. But I still think an employer still has to think about the dollars that they want to spend toward it. And how can that offset, eventually, the dollar spent on claims?

Meghan Henry:
Right, recognizing that the dollar saved in claims. Yeah.

Sherree Telford:
Move away from disease states to whole-person care. Which, by the way, whole-person care does cover a disease state.

Meghan Henry:
Yeah.

Sherree Telford:
And I think this is important because as we’ve obtained business and worked with obtaining clients and everything, engaging a condition management partner that can cover all disease states versus multiple point solutions. For instance, we can take somebody that has got diabetes, they use tobacco, and they need mental health. And so you could have a point solution for each of those or you could have one solution that has an umbrella to cover all of those.

Meghan Henry:
One team that’s communicating with each other about that member. Yep.

Sherree Telford:
Absolutely. And I had mentioned earlier about just communicating benefits to members. I think that’s really important.

Meghan Henry:
Okay.

Sherree Telford:
Choose champions at the local level. So I talked about that culture shift and starting at the top and moving down to middle managers, just building excitement around health and wellness, I think employers could look at champions in the workplace. Talked about understanding what their benefits really provide. And so that’s kind of my list. Can you think of anything else?

Meghan Henry:
No, I think that’s a great list, and I think we’ve covered a lot of it. I think ultimately, again, not to toot our own horn, but if you’re looking to address chronic conditions, a program like what we offer would be a perfect solution for that. What’s great about what we do is we’ve got the virtual care, then we’ve got the care navigation to help them.

Sherree Telford:
Absolutely.

Meghan Henry:
To knock down those barriers of care, to really get that member the care they need. And it could be a combination of all of those things.

Sherree Telford:
Right. And really, virtual care can start at however your health plan’s designed, but at utilization review, at pre-cert.

Meghan Henry:
Yeah, absolutely.

Sherree Telford:
Care coordination. That’s really where a member’s journey can start.

Meghan Henry:
Right and ensuring you’ve got the right doctor. Maybe you’re seeing a doctor who doesn’t know anything about diabetes. Let’s find someone who’s more skilled in that.

Sherree Telford:
Absolutely. Absolutely. Yeah.

Meghan Henry:
I think those are great tips. Sherree, thank you for taking the time to chat with us today. This was a fantastic conversation.

Sherree Telford:
Well, chronic condition management is near and dear to my heart. November is National Diabetes Awareness Month, and I’ve recently written a blog on gestational diabetes, so if that comes across on the website be sure and take a look at that as well, because we do want to focus on healthy pregnancies during the month in November, all of diabetes. But yeah, thank you for bringing this important topic to the table. I think that employers have a lot of challenges in this area, but I think that the good news is that we’re all people. We’re all humans with a heart and a soul. We’re not our labeled disease states. And we come to work to do a job, to earn money for our family, and to really do the best job that we can. So I think it’s an important topic, and I think that we are well positioned to support employers.

Meghan Henry:
I would agree. Well, we are so lucky to have you, Sheree, and you guys have a great team over there, so we’re just very lucky to have all of you. Thank you so much for what you do.

Sherree Telford:
Absolutely.

Meghan Henry:
Thank you for joining us today. That does it for today’s episode of For Your Benefits. We want to thank you, Sheree, and everybody else for joining us today. If you like what you heard, don’t forget to subscribe to our podcast. And if you’d like to learn more about the services we talked about today, please visit our website at sentryhealth.com. Have a fantastic day.