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West Miami approves EHP/Revive SIMR employee benefit program after vendor presentation
Summary
After a detailed presentation, the commission authorized the city manager to negotiate and execute agreements to implement a self‑insured medical expense reimbursement (SIMR) program managed by EHP with Revive providing telehealth and prescription services; commissioners sought contract protections and opt‑out language.
The West Miami City Commission on July 15 authorized the city manager to negotiate and execute agreements to implement a self‑insured medical expense reimbursement (SIMR) program managed by EHP with Revive providing telehealth and prescription services for employees.
Presenter Daniel Biggs told the commission the program is structured as an enhancement to existing employee health plans and would not change carriers. "What if there was a health care program that pays you to participate and reduces health care costs?" Biggs asked during his presentation, and later summarized claimed savings: he said the city would save about $52,477 per year through FICA tax reimbursement while employees collectively could save roughly $104,124 annually (about $97.50 per employee per month in his figures).
Biggs described services including 24/7 telehealth visits, a prescription drug program with no co‑pay for many medications and wellness supports such as smoking cessation and GLP‑1 weight‑loss programs at wholesale pricing. He said participation requires a telehealth annual primary care visit through Revive and that EHP would manage payroll integration and compliance.
Commissioners pressed for contractual protections. One commissioner, a health care executive, cautioned that vendors sometimes promise services they do not deliver and asked how the city would enforce performance or address complaints; councilors asked that the agreement include explicit remedies and a complaint escalation path. Staff and the presenter said Revive would be the first responder for service issues and EHP would manage program compliance; the city attorney and HR will review contract language. Biggs also confirmed employees may opt out and that the agreement contains standard renewal and exit provisions, although there are time windows around renewal when opting out may not be available.
The commission recorded approval to proceed with negotiations and contracting on the record; final contract details and complaint/oversight terms were directed to be included before implementation.
Questions remaining: the commission asked staff to return with finalized contract language that specifies performance standards, complaint resolution, opt‑out timing and fiscal accounting of realized FICA reimbursements.
