Learn how on-site health services are helping employers build a culture of health in this new white paper.
You want the best for your employees. You also want the best employees. Providing a wider array of voluntary benefits can help you gain both.
If you’re like most benefits leaders, you’re trying to manage increased healthcare costs while striving to better engage your workforce. It's time we realize that enterprise healthcare isn’t going to fix itself. You are.
This new e-book will show how you can overcome your toughest challenges all in one place by:
Packaging together traditional employee benefits with complementary wellness products and services in bundles give employees more comprehensive coverage within an easier, consumer-friendly shopping experience. Bundles are a complete benefits package created for a certain lifestyle, age, or some other reflection of the employee. Through Maxwell’s shopping experience, employees are able to select a bundle that best fits their unique needs in one click, customize if needed, and check out.
This white paper from Aetna Dental® tells how the Aetna Dental/Medical IntegrationSM (DMI) program helps dental and medical benefits work together for better overall health and value. Aetna’s pioneering integration of dental and medical care is an important part of whole-patient treatment. Increasingly, medical researchers are finding that dental health is closely linked to overall health. Integrating dental and medical data not only helps identify potentially chronic and expensive health conditions, but also may improve employee health and lower benefits costs.
Aetna Voluntary Plans takes a closer look at some key trends affecting the part-time and variable-hour workforce, explores the implications of the Affordable Care Act in more depth, and examines benefits solutions available to employers with large part-time and variable-hour employee populations.
The paper, Benefits Solutions for a Growing Part-Time and Variable-Hour Workforce, provides an in-depth look at the biggest questions facing employers today.
The new LEAF College Savings white paper, “Innovative New Benefits That Will Help Your Company Win the Talent War,”emphasizes the need for organizations to look beyond traditional benefits in order to attract and engage top talent. It offers employers of all sizes key insights on the evolving expectations of today’s workforce and the role technology plays in the delivery and implementation of benefits deemed to be ‘innovative.’ It provides actual examples of specific easy to implement, technology-based benefits that companies ranging from early-stage to publicly-traded effectively offer their workforce – and the amazing employee engagement that results.
Take an in-depth look at wellness program penetration, administration, incentives, current trends and success metrics, based on an annual tracking study of 500 human resources professionals from across the country.
As consumers absorb higher percentages of their healthcare costs, they need more help navigating the system and making the best choices – far beyond open enrollment. This paper highlights five areas where you can engage consumers at every stage to improve their bottom line and yours.
Voluntary products are changing the employee benefits game due to health care reform. Explore how voluntary products help employers meet HR objectives while providing more choices for employees. Review new research on what employees are say about voluntary products and their desire to purchase them.
View this Whitepaper - Everyone pays when there are errors, and you might be surprised to learn that your claims administrator may not be catching most of yours – typically by no fault of their own. Not only will the best practices outlined in this brief help you keep a closer eye on unwarranted activity, but they will also assist you with reining in costs, which could save you thousands, if not millions, of dollars.
The lifecycle of a retirement plan participant can span more than 50 years from early career throughout retirement. By using the examples in this paper to help convince younger participants to take the basic steps of saving and selecting age/risk appropriate investment allocations over the very long term, you can help younger generations improve their chances of reaching their desired income level in retirement.
In a study conducted over five years, ActiveHealth Management examined 1.9 million members across 25 large employers to identify the impact of incentives on wellness programs. Discover what approach worked best and gain valuable insight on creating effective incentives for employee health.
The value of a group legal plan offered on an employee-pay-all voluntary basis has risen to new heights at JetBlue Airways since its 2005 introduction. Author Bruce Shtuan explores the benefits of investing in a group legal plan.
Successful organizations recognize that providing wellness efforts can improve employee health while reducing costs. Get access to the latest industry best practices, new technologies and advanced analytics to help you dramatically improve ROI. Find out how to create an integrated, personalized approach that ensures your wellness efforts drive measurable results.
Employers are facing the tough decisions of paying more for health coverage, passing additional costs along to employees, or eliminating coverage all together.
One way a business can efficiently fund health benefits is by self-funding. By assuming part or all of the risk of employees’ health care costs, employers stand to achieve savings of 5-15% from self-insuring. Spring's latest white paper “Self-Funding and the Management of Risk,” discusses the benefits, considerations and details of self-funding employee health insurance.
Survey tunes in to a highly satisfied workforce that is focused on furthering their education and improving worker well-being.
A study by SourceMedia Research and Employee Benefits Adviser, in partnership with Unum/Colonial Life, highlights the cause and effect that health care reform under The Patient Protection and Affordable Care Act of 2010 (PPACA) will have on the benefits advisory industry.