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Participant retirement readiness, demystified

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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.


Promoting Healthy Behaviors: A Five-year Study on the Impact of Incentives

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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.


Legal Plan Value Seen Across Corporate America

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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.


Ten Ways to Improve Returns on Wellness Program Investments

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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.


The Necessary Voluntary Benefit: Identity Protection

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Identity theft is an increasingly common problem in today’s world. While it continues to escalate, brokers can find success in offering identity theft protection as a voluntary benefit—both in terms of filling customer needs and in terms of personal financial rewards.


Self-Funding and the Management of Risk

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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.


Think Your Benefit Plan Is Meeting PPACA Requirements? Think Again.

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The Patient Protection and Affordable Care Act (PPACA) mandates 100 percent coverage — pre-deductible — for many preventive services. You may think you are meeting these requirements; but in reality, your health plan or Pharmacy Benefit Manager (PBM) may be interpreting or implementing your plan differently. Conversely, you may think your plan is not paying for services like cosmetic procedures or non-emergency use of emergency departments; but it depends on your health plan’s system setup. Here are three common reasons benefit plans are not always administered as intended – and solutions to provide the employee benefits you committed to.


Can New Payment Models Stop the “Insidious Creep?” The Case of Colonoscopies

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The current fee-for-service (FFS) payment system seems to provide an incentive for and enables a trend in public expectations for what it deems “appropriate” medical care, driven by physician practices. This is witnessed in the trend of anesthesiologists’ participation in simple colonoscopy procedures.

Truven Health Analytics™ research shows that there can be significant variation in the price of these and other medical, surgical, and imaging procedures, even within a single city or metropolitan area. This white paper looks at the case of colonoscopy screenings to determine if new payment models will have a chance to impact this trend and its rising costs.


ALEX Asks: What Employees Think About Your Benefits Communication

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Discover what 400 benefits-eligible employees of companies with more than 2,000 employees have to say about the ways their employers talk to them about topics like employee benefits, health care reform, and wellness programs.


Employee Engagement: Putting Employees in the Driver’s Seat

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The first night you were out on your own and behind the wheel as a teenager was nerve-wracking for your parents, but guess what … you came home safely and the car was still in mint condition. Employers have become paternalistic in their efforts to control population health. But these days, people are taking control of their own healthy behaviors. And they’re doing it for themselves, not for their boss or HR director. Employers need to learn to “hand over the keys” of wellness to their employees for maximum results, understanding that individuals are ready to handle their own health decisions.


Modeling Behavior Change for Better Health

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Most efforts to increase wellness, manage risks or reduce costs turn to the need for some aspect of behavior change. This white paper explains the behavioral theories that are the foundation of health improvement programs at Optum. The paper illustrates how the ASM -- shorthand for “awareness, skill-building and maintenance ‘’ -- model guides our wellness consulting approach and strategic planning in health management.


HR/Employee Benefits Professionals Are Happy and They Know It

Survey tunes in to a highly satisfied workforce that is focused on furthering their education and improving worker well-being.


Benefit Advisers: Keys to Surviving Under Health Care Reform

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.

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