As employers begin to look at private exchanges as a means to provide health care benefits to their active employee population questions are being raised about potential conflicts of interest for consulting firms that also act as exchange purveyors.
Benefits administration technology will never replace human interactions, such as the one-on-one new hire orientation, or open enrollment meetings, but the right kind of platform can be an effective tool to reinforce benefits messaging, help employees make smarter decisions, and communicate the overall value of your benefit programs.
Brian Klepper joined the National Business Coalition on Health last month as the organizations new CEO. He chats with EBN about his goals, his concerns about private health care exchanges and why the cost of health care is a threat to the competitiveness of U.S. businesses.
Biometric screenings and health risk assessments are the foundation of many corporate wellness programs. But there can be additional costs associated with onsite biometric screening events beyond the per employee price that employers need to be aware of.
Companies may make costly mistakes by not asking the right questions of their wellness providers, says Alan Kohll, founder and CEO of TotalWellness. He recommends employers ask the following six questions of onsite biometric screening providers:
It would appear cash is king once again as a long-term incentive of choice for U.S. companies, yet equity-based incentives such as stock options are still an attractive retention tool, according to research.
After a sharp increase of 6.9% from 2010 to 2011, health plan premiums rose at a rate of 1.7% between 2013 and 2014, according to data from ADP.
VSP Global partners with Google Glass, setting the stage for the interactive eyewears wider adoption in the workplace. But is the workplace ready?
As health care costs these costs gain increasing focus from benefits managers to the C-suite (not to mention Wall St. to Capitol Hill), ROI questions remain at the forefront. The issue is particularly sharp around wellness plans.
Despite nearly two-thirds of employers indicating that managing critical talent is vital for success, only a handful of employers feel their programs are communicating these values to high performing staff.
Through a new group annuity program, Towers Watson may have found a solution to retiree medical costs a burgeoning problem for employers. The option eliminates the financial risk from the table and limits the administrative burdens linked to the benefit.
The number of Americans using medication to treat attention deficit hyperactivity disorder rose 36% in five years, totaling more than 4.8 million privately insured individuals in 2012, according to a recent report from pharmacy benefit manager Express Scripts.
Technology company Cerner lowers its health care costs through personalized mobile messaging.
The 2013-2014 winter season has dumped record snow amounts on the northeastern United States, which has made it a rough go for public works agencies and employers to clean up. It also presented an opportunity for snowplow contracting service Xtreme Snow Pros to bulldoze its competition; however, the company was feeling increasingly hampered by its management and recruiting practices.
At any given time in the United States, an estimated 1 in 10 adults report symptoms that would qualify for a depression diagnosis. For benefits professionals, navigating employee mental health can be tricky. Not all symptoms are noticeable, but a few hidden indicators can hinder overall productivity.
Besides death and dismemberment benefits, policies typically provide medical payments, temporary disability payments, and coverage for costs associated with repatriating employees from foreign soil.