As open enrollment season approaches, benefit managers are moving into high gear as they prepare to answer employee questions and concerns about their 2015 benefits. And as employees take on more responsibility for their health care, its more important than ever for them to understand how they can make the most of the programs and benefits their employers are offering.
New analysis finds there are four types of private exchanges what are they and how do employers pick which is right for them?
EBNs annual i-COMM Awards recognize the best in internal communication of benefits. In this four-part series, we highlight this years winners, including the Federal Retirement Thrift Investment Board, winner of Best Use of Social Media.
EBN's annual i-COMM Awards recognize the best in internal communication of benefits. In this four-part series, we highlight this years winners, including Robins & Morton, winner of Best Intranet/Employee Portal.
EBN's annual i-COMM Awards recognize the best in internal communication of benefits. In this four-part series, we highlight this years winners, including Takeda Pharmaceuticals U.S.A., winner of Best Print or Online Newsletter.
EBNs annual i-COMM Awards recognize the best in internal communication of benefits, and are awarded in four categories: Best Overall Communications Campaign, Best Print or Online Employee Newsletter, Best Employee Intranet or Portal and Best Use of Social Media. In this four-part series, we highlight this years winners, starting with AECOM, i-COMM winner for Best Overall Communications Campaign.
Diana Andersens efforts to educate employees made the Affordable Care Act a nonevent for Zions Bancorporation. Andersen is EBNs 2014 Benny Award winner for Benefits Leadership in Health Care.
It appears that slackers, not hackers, are mostly responsible for the invasion of health care records - and the overly curious (or bored) employees who are the culprits can cost employers millions in HIPPA fines.
The move to a private exchange could be difficult for employees who generally are not accustomed to making benefits plan decisions for themselves, or who balk at the potential of an increased out-of-pocket burden. Its incumbent upon employers to guide them through the transition to help them accept the idea that having more power and choice is a good trade-off to taking on more risk.
Employers are spending more money to keep their employees healthy, even if it means sacrificing other benefits.
Earlier this week, the Supreme Court ruled that, as applied to closely held corporations, Obamacares contraception mandate requiring employers to provide workers with no-cost access to contraception violates the Religious Freedom Restoration Act. Reaction to the case, Burwell v. Hobby Lobby Stores, Inc., was swift, although most legal experts believe it is not likely to have broad implications for the majority of employer-sponsored health care plans.
Still in their infancy, private exchanges present a tremendous opportunity to rein in health care spending and help HR deal with more pressing issues. But what makes a good one, and how are they growing?]
Private exchanges increasingly will feature single-carrier rather than multicarrier networks as well as more expansive product lines.
Groom Law Group outlines ten potential issues that employers may have questions about with the health law and gives tips on how benefit advisers can clarify these areas for their clients. [All images: Fotolia]
Even against the backdrop of a stronger economy, modern families are still feeling the pinch of financial security, pointing toward the need to tailor products to the needs of specific family structures that are considerably different than the traditional nuclear family.