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.
Mirroring a recent HHS initiative, some state-run marketplaces such as Covered California have extended a special enrollment period for COBRA-eligible individuals, allowing them to enroll in a marketplace exchange plan through July.
As the Affordable Care Act shines a spotlight on employer-sponsored health coverage, employees are more confused than ever about their health insurance options. As you gear up for open enrollment this year, here are 10 employee questions, courtesy of Towers Watson, you should be ready to answer.
Helping employers with benefits education is often cited as a key advantage of private health care exchanges, and while educating employees on their benefit choices was noted as a top challenge in a recent employer survey, only 2% of those surveyed have opted for a private exchange.
Taking an entirely generic approach to health plan communications is no longer a winning strategy. Personalized communications that offer a holistic look at plan benefits will do more to engage participants.
New research from a North American sample of HR leaders finds that the Affordable Care Act is not a primary concern among employers, even as the landmark health care law continues to worry the masses.
While most employees blame occasional tardiness on traffic jams and missed alarm clocks, some people are apt to get a little more creative with their excuses. A new CareerBuilder study unveiled 12 memorably unique excuses heard by employers across the country. [photos: ThinkStock]
Limitations with how the federally-run health insurance exchanges present information misleads consumers and induces them to spend many thousands of dollars a year more than necessary on health coverage, according to Consumers Checkbook, a non-profit consumer advocacy organization and web site.
Obamacare will reduce the total number of hours Americans work by the equivalent of 2 million full-time jobs in 2017, mostly among low-wage earners, the Congressional Budget Office said.