[INTRODUCTION]
Announcer
At Freedom Healthworks, we are focused on putting medical professionals back in control of their practices, utilizing a structured, tailored approach to business startup and operations. It could make sense for you to work with our professional team to avoid expensive pitfalls, and more importantly, expedite your journey to success. As we all know, time is money. If you're involved in the practice of medicine and desire to practice free of headaches and constraints, reach out for a no obligation, consultative conversation, call us today at 317-804-1203 or visit freedomHealthworks.com.
[EPISODE]
Christopher Habig
Hi, everybody. Welcome to Healthcare Americana, the podcast dedicated to unraveling the complexities of healthcare and highlighting the people making the difference. I'm Christopher Habig, CEO of Freedom Healthworks.
Today, I am thrilled to have Dave Chase, the visionary founder of Health Rosetta, join us to discuss how he's helping to reconstruct healthcare. Now, again, I'm gonna emphasize, reconstruct healthcare into something that is transparent, accountable, and focused on driving value for the people who need to use it. Dave, it's great to have you on the show. Welcome to Healthcare Americana.
Dave Chase
Great to be on, looking forward to the chat.
Christopher Habig
Now for our listeners who probably have heard your name or have heard of Health Rosetta, give us, or it might not know exactly what it is or what it means or what line of business you're in, just more of a conceptual standpoint, give us that quick overview of what Health Rosetta really is and what it brings to the table.
Dave Chase
Yeah, one way that kind of summarizes it is the book that I wrote that sold the best is called the “CEO's Guide to Restoring the American Dream”. How to Deliver World Class Healthcare to Your Employees at Half the Cost is a subtitle that kind of focuses on what we do. And so the way we do that is work with benefit brokers, benefit advisors to kind of give them the tools and know how how to do that at scale. And fortunately, now a ton of them are doing it.
Christopher Habig
Yeah, and I think anybody who's active in our industry from the direct primary care standpoint where we come in and even the broader industry of kind of creating a parallel and separate system has heard of you. And so I really want to dive into the value that Health Rosetta brings because in my mind, it's a lot of people who are doing the right thing. They're good advisors, there's good brokers, and they're not incentivized to just sell a bunch of insurance into their clients take a totally different approach. Give us an inside view of what it takes to actually buy into the Health Rosetta ethos.
Dave Chase
Well, it recognizes that the current health plans are not doing us any favors. If you had a whole chapter in that book that was the first chapter in the book that was pretty provocatively titled, we've gone to war for less than what healthcare has done to America. And so we came to the conclusion that other than the clinicians, there's not a lot to save about the current system. So it's about rebuilding this new system and going way back, I wrote the seminal paper on direct primary care now over 10 years ago.
And even when it was starting to get a little more attention early 2010s, whatever you call that, that decade, there was a talk about having health plans that were built around DPC. It's taken us a while to get there. Now we finally have that.
In fact, even our own small organization, literally May 1st, 2024, we finally have a plan that's truly built around direct primary care. You know, we could bolt it onto the side of existing plans. That's definitely better than nothing, but it's way better if it's a centerpiece because it's not like it's a state secret that there's no well-functioning healthcare system not built on proper primary care. So it's like, let's make that not only happen, but happen a lot easier.
And that's really the big thing is we all know the benefits of these new plans are way up here, but the effort's been up there. So it's lowering that barrier.
Christopher Habig
From where we sit, Freedom Healthworks just started because we recognize there wasn't enough supply of DPC physicians out there. From your standpoint, when you're talking to brokers and talking to advisors and you're saying, hey, we need to reinvest and really re-emphasize primary care because so many savings and so many actually good things from health outcomes come from access to a trusted physician.
Did anybody kind of look at you and say, well, Dave, our plan only accounts for like 20 bucks a month for primary care we just throw it away because all the dollars are spent at pharma and surgery. Is anybody looking at you funny saying what are you talking about we need to reinvest in primary care?
Dave Chase
Most people seem to get it, but they're like, that's gonna be so expensive or there's not enough docs or, you know, they have lots of excuses for that. And we're just a no excuses group. And in some areas, yeah, there's no DPC doc yet. And we have had Health Rosetta advisors literally go talk to docs who've recently retired or maybe they're in some health system and say, hey, we have 400 lives across our employers, let's start there.
It only takes about 400 lives to really make a DPC practice be very viable. I mean, they can handle more than 400, but that's a nice reasonable number. It's not a crazy number. And then it makes a huge difference. And so we've had places like Ashe-Tibula, Ohio, absolute medical desert overall, like less than 30% per capita physicians in that county, no DPC practices.
And the benefits advisor was like, he got it. And he literally ran into a doc that he knew of in the community who frankly had burned out in one of these giant health systems. And he's like, hey, can I get you to come out of retirement? And it wasn't like he wanted to leave doctoring. It was just made so miserable and he didn't want to be a cog in the machine and he did it. Now there's three DPC practices in that area, even though that's been a medical desert.
Christopher Habig
I love that when the demand is able to then catch up with supply because it's taking what I just said earlier of like, there's just not enough DPC physicians around there. But when you're able to say, look, there's a, there's pent up demand for this. Let's go in here. It makes it super easy for a doctor to make that decision coming into there. And I think a lot of people are very, a lot of, a lot of physicians in this are a little risk-reverse to starting a new business. And starting a new business is always very, very scary. So when you're able to match up the supply and demand, it's, it's very harmonious and just like, my gosh, this, is really fantastic.
I want to talk about the growth of Health Rosetta. Give us some insight of where you were. You know, you mentioned 10 years ago when you're saying, hey, DPC is kind of the we need more of this. Walk us through your timeline the last decade or so and saying, hey, I'm not the crazy guy over here just shouting that there's a different way to do things. Like now there's a lot of momentum behind it. You're having annual conferences that are knocking the ball out of the park.
You're getting a ton of attention from a historically change resistant industry in health insurance and you're making waves into it. So walk us through that timeline and what was that like from your chair?
Dave Chase
Yeah, yeah, it's been exciting, super hard. I mean, of course, the industry has fended off positive change for decades. And, you know, the country faces the consequences of that. And so, you know, about 10 years ago, some of these ideas were bubbling. Right. And then my prior company had been acquired by WebMD in 2013. 2015 I left there and really sort of went after this, what that actually meant wasn't clear, but it was like, I'm committing to this concept.
We actually launched 2017 Labor Day. That's when the book, “CEO's Guide to Restoring the American Dream” published. And it was kind of on a wing and a prayer. Like, would anybody actually want to do this? And fortunately, even in the first six weeks, we had more benefit broker, benefit advisors say, yeah, sign me up, then we thought it would take two years to get that demand.
Christopher Habig
How many advisors did you really start with? How many people signed on versus where are you now?
Dave Chase
Yeah, I mean, initially, boy, I think it was 40. It seems like a little high in the first cohort. It was kind of our little beta. It was like more than we expected. And then if you fast forward to today, we have about 250 advisors around the country and they're covering every state. We don't have advisors in every state, you know, South Dakota, we don't have an advisor, but they collectively are responsible for about 25,000 different employers or unions.
And in aggregate, that's about 5 million Americans directly. One of our members is a leader at the Health Transformation Alliance, which is larger employers. That's another 6 or 7 million lives.
Christopher Habig
So it's a lot of lives coming through there.
My question is going in and saying, you know, there's a lot of DPC doctors who are struggling out there who might not be able to cut at retail. You know, if you don't have any sales chops as a small business owner, what are you going to do along those lines? And they're looking for lifelines. How would somebody be able to tap into Health Rosetta and say, hey, I'm here. I'm willing to accept patients. Dave, are you looking to place patients? Give us kind of that run around of how the industry works with the different employers and different that you have to really try and help.
Dave Chase
Yeah, I mean, informally, and then we've been formalizing it more lately, we've tried to play kind of a market maker role. So we'll have advisors like, man, there's no DPC docs. I'm like, hey, go to DPC frontier or go there and vice versa. DPC docs, like, man, we don't have any brokers who are doing this. I'm like, go to HealthRosetta.org/map, start those relationships. That was something that we really...
poured the gas on about not quite a year ago. We have this annual gathering called Rosetta Fest and we had over a hundred docs there. Most of them were DPC docs and they could then meet. And one of the things we had, we're gonna do even more this year, like on the badge was like what state you're from, you know, like your two digit codes. I had WA cause I'm in Washington state and we're, you know, we're in this presidential election year. We're gonna probably riff off of like convention theme to get people together geographically.
Cause change happens locally at an individual level. Yeah, we can work on these national things, but that's really vital. And we're really focused in on enabling.
Christopher Habig
Always be careful bringing politics into it, especially in election year, especially in 2024. It is a volatile time. I will say that loud and clear. We're talking with Dave Chase, the founder of Health Rosetta.
Dave Chase
Yeah, well, fortunately, we are fiercely nonpartisan, right? And so it's tough, as you say, but we have people absolutely across the political spectrum. And at least this is one area that despite the narrative around some of the healthcare stuff, there's actually a lot of agreement across the spectrum. And there's a bill we're working on that...
You've got Mike Braun, who's conservative Republican from Indiana running for governor in Indiana, and he's co-sponsoring with Bernie. How often do you hear people like that collaborating? So we're not that engaged on the political stuff, but now and again, it's a reality we have to contend with.
Christopher Habig
I always love that argument. It's like they're just they every agrees that we need more primary care going back to what we were talking about earlier. The disagreement between those two people is who's going to pay for it. Is it going to be free market or is it going to be the government the taxpayers paying for it when it comes to those different healthcare initiatives. Once again ladies and gentlemen, we're talking with Dave Chase founder of Health Rosetta. Dave, I want to talk about the role that data plays when employers are looking at implementing a new and innovative health plan.
You know, we hear it time and time again that employers want data and they want navigation in those two things are very difficult. One more so data is very difficult for a lot of the direct primary care and a lot of the cash-based healthcare industry as it's growing. Give us your thoughts on where data plays a role in benefit plans and how the DPC practices can really position themselves to be able to do themselves in favor and present a really attractive service to employers.
Dave Chase
Yeah, I mean, you are spot on. It's an incredibly important thing that getting access to data and historically, it's been difficult to get that from the big carriers. I mean, you literally have employers like Kraft Heinz that are suing their big carrier to get access to what they have a legal duty to manage, which is the claims data, and other data, but claims is certainly central.
And so that's always a very central thing that we get involved in. A sandbox that we have to really test these out is there's about three or 400 employers we're directly working with in tandem with the broker advisor. And always we get full access to data. We know how to do it. We know how to use it. And then the sort of things that we do in tandem with a DPC doc is like, hey, here's where your people are going to get their care.
Like you can do the claims analysis and there's almost always some interesting insights there. And you focus in on some of the high cost specialties and high frequency like musculoskeletal and maybe the maternal journey. And you look at, are they actually going to the highest value places? And a lot of times it can even be the same doc, but hey, rather than having the surgery over here at this enormously expensive place, let's do it at this independent free market surgery center, same doc in many cases.
So that's really important to do that. And then you just say navigation, whether it's a DPC doc helping on that, or we have some nurse navigators that are very helpful in that. And it really becomes this teaming up that really works well. And the example I gave earlier in Ohio, I mean, that is just humming. Like they've really nailed the data, the DPC doc, and the nurse navigator.
Christopher Habig
Do you have one piece of information that you'd say, hey, if you're a DPC doctor and you want to work with employers, you have to do this.
Dave Chase
In terms of data or just in general?
Christopher Habig
Just in general.
Dave Chase
Yeah, in general, I would say it is getting access to the data or working with an organization that has access to the data. But so much of it is side of care. Like there is, you know, they can go back to med school, they know there's the full bell curve. Pretty much there is in everything in life. There are great hospitals, there are great surgeons, there are average hospitals and average surgeons, and they're below average and it makes all the difference in the world.
And one of the things that was really ignited my passion in this space was a personal experience of a friend that got the wrong cancer diagnosis. Of course, that's gonna lead to the wrong treatment plan. Long story short, devastated her financially, emotionally, physically, leaving behind a 10-year-old daughter.
That was an avoidable thing and basically 1 out of 5 times cancer diagnosis is wrong. Muscle, skeletal, two out of three times the diagnosis is wrong. So you really gotta get to the right settings and the right folks. And sometimes the docs know who those are, but sometimes they need that additional information, or it may be, hey, you know, you've been sending people here, here's the data that we have, let's look at it together.
And then, you know, there can be some eye-openers sometimes. That person that you went to med school with, they're not top of the class when it comes to, you know, back surgery or whatever it might be.
Christopher Habig
How effective is it when you talk about how important navigation is? Because we see a lot of times where employers are saying, hey, I'll pay for everything if you go over to this ASC over here. But if you go back to this hospital, you've got to foot the bill. How effective are those type of steerage or are people just going to say, well, my doctor told me to go see this XYZ specialist over there, so I'm going to do it regardless of what your metrics say, your quality metrics and all this kind of stuff?
I guess your question is like who wins in that serious conversation? Is it like a nurse navigator? Is it the physician or is it the HR team at a company?
Dave Chase
Yeah, I mean they all can make a difference. And I would rewind, you know, before that, we'll set the stage for that kind of moment of truth. I mean, the last book I wrote, the biggest chapter on that was about change management, because you get the best DPC doc, the best plan design, but if you haven't rolled that out well, and I mean, there's lots of other examples in the one in Ohio, but I'll just use that one. They do a really nice job educating members and you know most of their work forces that they support are working-class people, you know, this is not about doing some PhD you know lecture, but they can get it people are smart.
And what the nurses do very well is build trust before the moment of truth. Because once you're in the fray and once you're kind of like you've scheduled with a surgeon it becomes a lot harder to kind of get off that railroad that you can get put on. And so, and it kind of ladders up. I mean, the trust starts at that open enrollment, talking to people, and inevitably there's conversations after open enrollment, and people will be very candid with nurses. And then there's, you know, somebody needs an MRI, and the nurse is like, hey, you can go where you've gone, and the MRI is gonna cost 50.
$5,000 or if you go here same equipment, you know, it's 5,000 and as an employer we're happy to pay a hundred percent of 500 over 80% of 5,000 and you start laddering up that trust and then when it gets to the more serious things that's you know short of sort of a 911 emergency thing that's who they start with and they're not paid more or less based on where they send you, but in the plan design, they're like, if you go to one of the three recommendations of the highest quality docs and facilities, you're gonna pay zero.
If you wanna deal with all the brain damage, a copays and deductibles, and this is a bill, this is not a bill, surprise bills, you don't take away that. Particularly, if you're in some collective bargaining agreement, you can't take those things away, but you give them nice options that are far better, people understand zero and they understand high quality if they trust the source.
Christopher Habig
How long does that education of a workforce take? Because that seems, again, such an out of the box type of mentality that you're gonna have to have some education in there to rewire how people treat their benefits plans and how they actually, you know, I guess, and change their behavior.
Dave Chase
Yeah, I mean, you can't assume you're gonna get a lot of time. And so, you know, the example I gave you, they have 30 minutes once a year with the guys at the lumber mill. What are you gonna do in that 30 minutes? And then education is sort of progressive working with the nurse who has time, right? A lot of times, docs are super busy. They don't necessarily have all that time. The nurses have more time. I mean, I think we have three million nurses. A lot have left the hospital because it's become very toxic in there for a lot of the nurses.
And so there's a lot of great nurses that do this and they have that time to build that trust. And then like at one of our annual gatherings, we did the 101 and then we did the 201 or they actually simulated and that was what would happen a year later. So you're bit by bit word of mouth, working with the nurses, good communication.
There's no one single silver bullet, but if you have really good education up front, you're building that trust, it goes a long ways.
Christopher Habig
Couple questions come to mind as we're winding down the episode here, Dave.
I asked what advice you had for physicians who say, look, I'm ready, willing, and able to tap into some plans and be a resource for employers. What would you recommend to human resource departments across the country who say, I'm paying way too much, my CFO is on me, I don't know what to do, I need help, what options are there? What's your advice to that HR professional who's looking for a different option to implement in their own company?
Dave Chase
Yeah, I mean, I'd describe it as get a second opinion on your plan. And what we have done was when we started this journey, we thought this is really weird. I can pick up any random thing in my office or some pen here, and I could probably find a thousand reviews on Amazon. You got JD Power, you got Consumer Reports for all these things. Like 20% of the economy, there's no objective mark of value. And so it took us some years to basically hypothesize, what are the most important questions to get at what would deliver a world-class health plan?
And it started in this big gnarly spreadsheet, tested out after a few years. Yeah, we're actually really confident. We know the 40 most important questions. We call it the plan grader. And so that HR person will know, they've got the plan documents. It'll take them probably 45 minutes to answer the 40 questions.
That goes into a rules engine with 160 different rules. It produces a report that you use a medical metaphor. It's like you get a diagnostic score overall and then the eight components of Health Rosetta, zero to 100. Even if you're not a health plan wonk, you know that a 15 out of 50, I mean a 100, that's not a passing grade. And most of the status quo plans get between a 5 and a 17.
And then, this 30 page report's essentially a prescription or a care plan. Here's how you can get this to be world class. And every setting's a little different. I mentioned ourselves, we are super tough graders, but we scored our own plan. As a tiny employer, a dozen or so employees, you have more limited options. And so for, gosh. 4 years we've been offering the plan to our employees. The highest we could get was a 42. Again, it's better than a 15 or a 17. It was only May 1st, 2024, they were actually get a plan that got over 90. And fewer than 8% of, few than 3% of the plans we've scored are over 80. So we're definitely tough graders, but it then gives you a roadmap. And so it's been super helpful for employers to know, okay, maybe I'm not going to do all those things this year. Unlikely, you're going to rip off the bandaid and do all of them.
And candidly, it's harder to go from a 10 to 25. Get that. It's like you're trying to push a couch across your living room. It takes some effort to get it started and it gets a little easier. It's easier to go from 50 to 65 than 10 to 25. But if you get that momentum going, it makes a huge difference.
Christopher Habig
I'm curious, Dave, what type of plan did you put in for your own company? Because I think that represents a lot of trust building to say, look, I'm not just selling this, we're living it. And you mentioned about a dozen or so employees, and I think the vast majority of businesses out there, they are so desperate for an option because they're too small to sell fun, and the marketplace is not an option.
What kind of, give us an overview, like, you know, in-depth dive of what is the Health Rosetta employee benefits plan look like on the health side?
Dave Chase
Yeah, well, you know, if you're say 250 employers or 500, you can have, you know, a plan that's got, you know, hopefully direct primary care, you've got a PBM, some drug coverage, you've got your networks, you've got stop loss for those shock claims. That's the real insurance. The other things are pretty budgetable, frankly. Have the navigation. And so then, but if you're smaller, and what we did previously, we took a plan that's a commercially available plan that had some degree of flexibility.
And we basically took a very high deductible option and effectively self-insured for claims less than $6,500. We could afford that even in our small organization. And then we added in DPC and we funded a health reimbursement account that people can kind of use for just about anything. And that was decent, right? We could do a fair amount.
And then the, you know, recently, like I said, rather than bolting DPC on the side, again, way better than not doing that, but we built around DPC. And you sort of spoke to this. You have that DPC and the DPC doc says, you should go there for whatever you pay zero, right?
If you go off the reservation, then there's some networks and some of that stuff, but there's not any reason to do that. You have this trusted relationship with the doc. And where in the old plan we couldn't carve out the PBM, we can pick a PBM. And so we picked a great PBM that allows the flexibility on a high quality formulary and working with community pharmacies, hopefully.
And so before, you know, in air quotes, the stop loss was the fully insured plan, right, for the super high claims. We're still kind of doing that type of thing, but it's not a fully insured plan. It's just actually in the stop loss market. There are now a set of stop loss insurance carriers that understand these plans, understand the risk management that we have, and know that you may not be able to prevent a cancer, but more often than not, you can prevent a $200,000 cancer case from turning into a million or $2 million cancer case. And so they're gonna recognize that.
And so we're early in on that journey ourselves as an employer, but it's the same blueprint that has been now we have thousands of employers, like going back to the progress. Like when I wrote that book, I joked I had to be an archaeologist to like find five successes around the country of employers or a union, public or private sector, very limited. Now we've got thousands. We need tens of thousands, we need hundreds of thousands, ultimately millions, but we've had success in every corner of the country, small employers, large employers, private sector, public sector, rural, urban. Like we have, you know, you may tweet things, do things a little different, but you can absolutely do it if you've got the right advisor and then ideally you've got DPC in your area.
Worst case, even in some of those, like the lumber mill, there's no doctor in that county, let alone a DPC doc. But one of the ways you address those medical deserts in that situation is we could get a doctor, depending on how many lives, a DPC doc to go there a day a week or a day a month or every other week. They establish that relationship.
And then a lot of what needs to be done isn't emergency, so they can wait a week or two, but more likely they can just interact online. Maybe shoot a picture. There's something on my arm. What is this? You got super high-resolution cameras now and you're not sort of tortured by stupid carrier rules that won't reimburse you. You're already reimbursed. We saw during the pandemic. The DPC docs shine. They weren't like scrambling to keep their doors open because the fee for service revenue fell off a cliff. And that's what they can do. Let doctors be doctors. Don't make them glorified billing clerks.
Christopher Habig
Amen to that one. Last question for you here, Dave. Do you see a future looking in a crystal ball where employers are untethered from the health benefits world?
Dave Chase
I think it's possible. I mean, I think, oddly, it's getting from here there is a challenge. But generally, if you talk to people on the right and left, they both want that. So I think that is actually plausible. You know, there's some legislation that's supportive of some of that inertia is tough. But, you know, to use a, you know, sort of a politically volatile term single payer, I say we already single payer it's you and me. I haven't heard any French or Russians say, hey, we'll pay for the US healthcare system. It's all coming out of our pocket one way or another. It's just how many fingers are in the pie.
And so a great health plan is a great health plan. And if you look out into that crystal ball, and you look at, go back to that Ohio example, they went from a single employer of 38 lives to just in, you know, three, four or five years, there are dozens and it's over 5,000 lives. Pretty soon they're going to be 10,000 lives. Like you want to get into actuarial, you know, wonky stuff. Like from a health plan standpoint, 10,000 lives is predictive of the population as a whole. And at that point, it has all the elements of a health plan, whether that was a Medicare, Medicaid, exchange, ICRA, whatever. Like we're sort of agnostic on that and, if I was to read the tea leaves, yeah, it's probably gonna be different in Vermont than Kentucky.
But at the end of the day, you need docs, you need navigation, you need drug coverage, right? Those things is where we focus in on. And there's a lot of noise politically and people have different opinions. But the fact of the matter is many of our states are as diverse as, countries within Europe are diverse. So I think we'll have different flavors of it, I suspect, over time.
Christopher Habig
Not necessarily a one size fits all, but each state kind of doing their own thing. You know what, there's a lot of precedent to…
Dave Chase
And even county level, right? Even county level. Like my county is very different than I'm north of Seattle. Very different than Seattle, very different than Eastern Washington. And again, that's a whole other discussion, but I think if you look around the world, the scale of governance of healthcare should be at sort of the fire district, school district, congressional district, sort of 50 to 5,000, big enough, but not too big.
And you know what? What my county needs is probably different than yours. The people in the county, the communities have the intelligence to know what their community needs. And that's really something we're big believers in, whatever you want to call it.
Christopher Habig
I have very astute observation. All politics are local. All healthcare is local. That is, there's not gonna be a one size fits all solution coming out of Washington, so let's just make sure we all understand that one.
Dave Chase
Yeah, no, the Calvary's not coming from Washington to save us. And what is happening, like you take a county like mine with a quarter million people, so, you know, with per capita spending, we're spending over a little $3 billion. Very conservatively, at least a billion of that's extracted out of our local economy. That's part of what we're trying to fix, too.
Christopher Habig
Dave Chase, founder of Health Rosetta. Dave, it is always a pleasure to see you speak with you. I appreciate you coming on to our show today.
Dave Chase
Yeah, honored you wanted to have me on. So thanks again.
Christopher Habig
And a big thank you again to our listeners. Thanks for joining us here on Healthcare Americana. Hope you leave this episode feeling equipped and motivated. Contribute positive change in healthcare. We need each and every one of our listeners and even more. So remember, you can also find more information about today's topic and other healthcare innovations, visit our website, HealthcareAmericana.com. Be sure to subscribe to our show wherever and whenever you listen. Once again, I'm Christopher Habig. Thanks for listening.
[OUTRO]
Announcer
Check out healthcareamericana.com to hear all of our episodes. Visit the shop and learn more about the podcast. Healthcare Americana is produced and managed by Taylor Scott and iPodcastPro.
FreedomDoc
Healthcare Americana is brought to you by Freedom Healthworks and FreedomDoc. If you've been struggling to get the care you need and the access you want, it's time to join your local FreedomDoc. Visit freedomdoc.care to find the practice location nearest you.
Free Market Medical Association
Whether you're a patient's employer or physician, the Free Market Medical Association can facilitate and assist you in your free-market healthcare journey. The foundation of our association is built upon three pillars: price, value, and equality with complete transparency in everything we do. Our goal is simple, match willing buyers with willing sellers of valuable healthcare services. Join us and help accelerate the growth of the free market healthcare revolution. For more information on the Free Market Medical Association, visit fmma.org.
[END]