The health benefits landscape has seen dramatic changes with the Affordable Care Act, from the rise of Consumer-Directed Health (CDH) plans to the emergence of new exchange marketplaces. Many employees and their families are struggling to find their way around the different options for coverage and to understand what’s covered and what’s not.
In response to requests for more detailed guidance on electronic delivery requirements for participant disclosures, the Department of Labor (DOL) issued Technical Release 2011-03R in December, 2011.
Beginning in 2018, the ACA requires employers to pay a 40 percent tax on the value of high-cost health plans. According to a Truven Health Analytics study, 15 percent of active employee plans for U.S. employers are projected to incur the Cadillac tax upon its activation in 2018, a rate that is expected to increase to 19 percent by 2020. Truven Health researchers estimate the tax would result in an increase of up to … download the full report.
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:
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 details for Affordable Care Act (ACA) reporting to the IRS are complicated – are you prepared for all of the regulations and the paperwork? The five key things you need to know are covered in this white paper.
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.
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.
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.