Selling Your FBO Starts With Preparation
Selling an aviation business rarely begins with simply finding a buyer. The outcome is usually shaped long before the first buyer conversation—through valuation, documentation, and a disciplined process that positions the business correctly in the aviation market.
FBOsForSale works with aviation business owners nationwide who are considering how to sell my FBO through a confidential transaction process designed to attract qualified buyers and maintain leverage throughout negotiations.
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Your Interest. Our Priority.
Transparent Economics
Clarity in costs. Confidence in decisions
Vendor Accountability
Aligned incentives.
Stronger outcomes.
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A Better Way Forward
Legacy insurance companies, legacy brokerages, and their vendor ecosystems were built for a different era - with different incentives. FiduciaHealth™ was built for today and tomorrow. We empower employers with the governance, transparency, and strategy needed to control costs, eliminate waste, and improve healthcare outcomes - without compromising employee benefits.
20-40%
Typical Total Cost Savings Identified
20-40%
Typical Total Cost Savings Identified
20-40%
Typical Total Cost Savings Identified
Fiduciary Oversight. Transparent Solutions. Measurable Results.
The stop-loss contract your carrier wrote was not written to protect you first. When the same BUCA carrier administers your self-funded plan and places your stop-loss coverage, their reinsurance position and your risk protection are not the same interest.
How Stop-Loss Insurance Works for Self-Funded Employers
Self-funding does not mean unlimited financial exposure. Stop-loss insurance defines the ceiling on what your plan pays — per member and in total — making the employer's worst-case liability knowable before the plan year begins.
There are two structures, and both matter:
Specific stop-loss caps the plan's liability for any individual member's claims in a single plan year at a defined attachment point — typically between $50,000 and $150,000. Claims above that threshold are reimbursed by the stop-loss carrier. This is the protection that converts a catastrophic individual claim from a plan-threatening event into a bounded line item.
Aggregate stop-loss caps the plan's total liability across all members for the year. If total claims exceed a defined percentage of expected costs — typically 120–125% — aggregate coverage absorbs the excess. Together, specific and aggregate stop-loss define the employer's maximum financial exposure in any scenario, making self-funding financially bounded rather than open-ended.
The structure is straightforward. The conflict of interest in who places it is not.
The Carrier Conflict in Stop-Loss Placement
A BUCA carrier that administers your self-funded plan and places your stop-loss coverage has two positions in the same transaction: they adjudicate the claims that trigger stop-loss reimbursement, and they underwrite the coverage that pays those reimbursements. Those interests do not align with the employer's.
Carrier-placed stop-loss arrangements commonly feature attachment points set to minimize carrier reimbursement exposure, laser provisions applied to high-risk members identified during underwriting, and renewal terms structured around the carrier's reinsurance economics rather than the employer's actual risk profile.
Scott places stop-loss independently in the open market on every engagement — with no carrier preference, no volume bonus relationship, and no financial connection to the carrier administering the plan. The selection criteria are the employer's risk profile, claims history, and attachment point requirements. Nothing else.
What Is a Laser Exclusion — and Why It Matters at Renewal
A laser is a carrier provision that applies a higher individual attachment point to a specific member identified as high-risk during underwriting. In practice, it means the employer's stop-loss protection is removed — or dramatically reduced — for the employee whose claims are most likely to materialize.
Lasers are legal. They are commonly applied at renewal following a high-cost claim year. And they are rarely explained to employers at contract inception, when they could still be negotiated.
Scott negotiates laser protections proactively — at contract inception, not at renewal. This includes working with stop-loss carriers that offer no-new-laser guarantee provisions, which prevent the carrier from reclassifying individual members after a claims event. The stop-loss contract should protect the employer from claim volatility, not position the carrier to reduce its exposure after volatility occurs.
Open-Market Placement and Why Pricing Varies
Stop-loss pricing for identical risk profiles varies 20–30% across carriers. A broker who places stop-loss with a preferred carrier — one with whom they maintain a volume relationship or receive override compensation — is not accessing that full market on the employer's behalf.
Scott accesses the open stop-loss market on every engagement with no preferred carrier relationships and no volume-based compensation from any stop-loss provider. The employer receives pricing from the full independent market, evaluated against their specific risk profile and attachment point requirements — not against a carrier's preferred placement program.
The difference between open-market placement and preferred-carrier placement is not a philosophical distinction. At 20–30% price variation on a meaningful stop-loss premium, it is a material dollar figure.
See What Independent Stop-Loss Placement Has Produced for Employers on Our Framework
Frequently Asked Questions
What is stop-loss insurance for a self-funded employer health plan?
Stop-loss insurance caps the financial exposure of a self-funded employer health plan — both per individual member and in total across all members for the plan year. It converts catastrophic claim risk from an open-ended liability into a bounded one, making self-funding financially viable for employers who could not absorb worst-case claim scenarios without coverage.
How does aggregate stop-loss work for employers?
Aggregate stop-loss sets a ceiling on total plan liability for the year. If total claims exceed a defined threshold — typically 120–125% of expected costs — aggregate coverage absorbs the excess. Combined with specific stop-loss on individual members, it defines the employer's maximum financial exposure in any plan year before the year begins.
What is a laser exclusion in stop-loss insurance?
A laser is a carrier provision that applies a higher attachment point to a specific high-risk member, effectively removing or reducing the employer's stop-loss protection for that individual. Lasers are commonly applied at renewal following a high-cost claim year. Laser protections — including no-new-laser guarantee provisions — can be negotiated at contract inception if the employer has a fiduciary advisor who knows to ask for them.
How do I choose a stop-loss carrier independent of my health plan?
Place stop-loss through an advisor with no carrier preference relationships and no volume-based compensation from any stop-loss provider. The selection should be driven entirely by the employer's risk profile, claims history, and attachment point requirements — evaluated across the full open market, not a preferred carrier list.
Does stop-loss insurance work for a 200-employee self-funded plan?
Yes. Stop-loss is the structure that makes self-funding viable at smaller group sizes — it is what converts catastrophic claim exposure from a plan-threatening risk into a bounded liability. Scott has structured stop-loss for self-funded plans beginning at 50 employees. The attachment points and aggregate thresholds are sized to the employer's specific risk profile, not to an industry standard built for larger groups.
