Archive for the ‘Employee Benefits’ Category

Just Released: 2012 Employer Health Care Trends White Paper

Monday, May 14th, 2012

Health Care Reform, Rising Insurance Costs & Three Employment Strategies to Mitigate Them.

The face of American healthcare is changing. In recent years, various reforms have been implemented and others are pending. And as the Supreme Court prepares to decide on the constitutionality of the Patient Protection and Affordable Care Act (PPACA), otherwise known as the Health Care Reform, employers recognize that regardless of the final ruling, it will have a significant impact on health care in the years to come.

Confused by the pending legislation, employers are fearful of rising insurance costs and are hesitant to make any significant changes to their current plans.  However, despite the potential changes coming to the US healthcare market, they have no choice but to continue managing these costs for their companies. Employers and human resources professionals that are well-informed about health insurance trends will be better suited to determine the policies that will be the greatest benefit to their companies.

CPEhr is proud to present its latest white paper release: 2012 Employer Health Care Trends: Health Care Reform, Rising Insurance Costs & Three Employment Strategies to Mitigate Them.

Download your free copy here.

What Does the Future of Health Care Reform Hold for Employers?

Tuesday, March 27th, 2012

The Supreme Court heard key arguments this week that drive to the heart of the Health Care Reform debate – the constitutionality of the government mandating that all citizens receive health insurance. While the debate is being closely watched in Washington, a decision is not expected before the summer. In the interim, employers should educate themselves on how the decision – one way or the other – will impact their responsibility to provide health insurance to their employees.

Earlier this year, CPEhr hosted an informative and important webinar covering a wide range of topics relating to Health Care Reform. The following topics were discussed in this 60 minute presentation:

  • What is likely to happen if the Supreme Court finds health care reform unconstitutional?
  • If it remains, what are the key provisions of the Act?
  • Its multi-year implementation timeline
  • How employers can prepare to implement the existing legislation

2012 Health Care Updates

This webinar is presented by Peter Duncan, Partner at Sidles Duncan & Associates.

Three Creative Benefits You Can Afford to Give Your Employees

Monday, February 27th, 2012

The lines between work and personal lives are blurring for many employees. They’re seeking balance between the two, and are finding value in the ability to choose the specific benefits that best meet their needs. And employers are learning that, when chosen and implemented effectively, benefits can demonstrate leadership’s concern for the well-being of employees, reinforce cultural values, and foster deeper employee engagement.

According to James Berkeley, Director of Berkeley Burke International, however, there’s still a disconnect. “The decisions made regarding what benefits to offer are often based on subjective viewpoints, viewpoints that are far removed from the actual needs of employees.” Rather than assuming you know what your employees want, Berkeley suggests you ask them. Though answers will vary, most employees are interested in benefits in the following three areas:

  • Healthy Living and Wellness Benefits. Susan Combs, President of Combs & Company, “The biggest benefit that employees ask for is gym membership reimbursement.” Wellness programs like WalkingSpree–which creates walking clubs, assigns teams and creates competitions–are another great way to motivate and engage employees to live healthy (thereby reducing your health care costs).
  • Flexible Work Options. Telecommuting and other forms of flexible work options make employees healthier and happier.  And as Sara Sutton Fell, Founder and CEO of FlexJobs points out, studies show that, “Employers who offer flexible schedules and alternatives to the traditional nine-to-five not only see higher productivity, but also save on health-related benefits they already offer.” Stanford University conducted a big study that showed that telecommuters were four percent more productive than office workers, working more hours and taking a larger workload.
  • Perks You Can Afford. Great perks aren’t just for the guys in Silicon Valley. Many companies–big and small–bring in a massage therapist who offers chair massages to employees. Convenient and relaxing, this perk costs the employer nothing and might just keep employees in the office longer. Others offer their employees access to concierge services, like those offered by VIPdesk, with exclusive around-the-clock access to city-specific insider insights and the “inside scoop” on special offers and access.

 

Clearing The Great Leadership Hurdle

By offering benefits that are actually competitive, an organization can set itself above the competition–and build a strong culture of engagement and motivation. But as Eddie Trieber, CEO of HRI, points out, “Getting there requires the support of leadership–and there are a few common concerns that need addressing.” Leaders are often focused on Costs, Immediate Benefit, and Employee Utilization. It’s up to you to deliver on these key points.

Guest Contributor: Kyle Lagunas is the HR Analyst at Software Advice – which reviews products offered by various HR software vendors. Kyle reports on trends, technology, and best practices in human resources and recruiting.

Health Care Trends Part II: Creative Solutions to Rising Costs

Wednesday, February 15th, 2012

In our previous post, we discussed the rising cost of medical insurance and other health insurance trends.  In this post, we examine various potential solutions to the complex challenges of financing health care coverage.

Accountable Care Organizations

An Accountable Care Organization (ACO) is a network of health care organizations, hospitals and doctors that unite in order to provide coordinated medical care to patients. Until recently, health care in America has mostly been fragmented. Hospitals, pharmacies, skilled nurses, primary and specialty doctors operated as separate entities across the health spectrum. ACOs, born as a result of the Health Reform Act, are meant to integrate, coordinate and be held accountable for an individual’s health care, generating better medical outcomes at lower cost.

Studies performed on current ACOs including Mayo Clinic, Cleveland Clinic and Intermountain indicate that delivering efficient health care would help reduce health care costs in California by 50%. By driving out inefficiencies, reducing unnecessary hospital admissions and applying the best approaches to clinical care, ACOs provide a promising picture of affordable health care.

Micro Market Networks

Micro Market Networks operate in a similar vein to ACOs, without being quite as integrated. Many insurance companies, including Blue Cross, Blue Shield, Health Net and United Healthcare, are working on the initial phases of Micro Market Networks, with the intent to eventually provide self-contained health care within the health care system. The result is that health care plans would be structured around a single health care system in one region. An individual’s health insurance company may offer a variety of options including the purchase of an independent plan that only includes access to a particular group of self-contained health providers. The expectation over the coming two years is that many regional networks of this sort will develop. The hope is that these Micro Market Networks will operate in a similar fashion to ACOs, improving efficiencies and driving costs down.

Insurance Companies Purchasing Providers

In the past, insurance companies developed business relationships or partnered with health care providers. A new trend, driven by the business and economic realities of health care reform, is that insurance companies are actually purchasing health care providers. Over the past year in Southern California, Anthem purchased the CareMore medical group and United Healthcare purchased the Monarch medical group in Orange County. These are two examples of entities uniting with the expectation of improving health care outcomes and lowering costs concurrently. Whether this type of endeavor will indeed be successful remains to be seen.

Facing an uncertain future, employers encounter the challenge of determining health care coverage policies for their companies. Keeping informed and mindful of health care trends will facilitate effective decision-making. Projections indicate a steady rise in health care costs, which those with an optimistic outlook anticipate will be offset as various potential solutions develop, reducing expenses and providing better quality care.

 

2012 Health Care Trends, Part 1

Monday, February 13th, 2012

The face of American healthcare in 2012 is changing. Various reforms have already been implemented and others are pending. Current political debates, opposition movements and pending court cases regarding health-care reform all point to an uncertain 2012. Despite the changes overshadowing the future of the US healthcare market, employers have no choice but to continue managing these costs for their companies. Employers and human resources professionals that are well-informed about health insurance trends will be better suited to determine the policies that will be of greatest benefit to their companies. Particularly in states like California, human resources must attempt to stay ahead of the curve, since insurance costs in the state typically outpace most of the country.

Projected Health Care Costs

According to the Aon Hewitt 2011 Health Care Trend survey, national medical care costs are projected to increase by 10% in 2012. In California, employers may have to shell out an additional 12% for healthcare costs, according to the California Health Care Foundation (CHCF) annual survey of December 2011. Healthcare inflation is increasing at levels of 3 or 4 times the degree of national inflation. The expectation is that these trends will continue, creating concern for employers as well as employees struggling to afford medical coverage.

According to recent studies, rising insurance premiums may drive many employers to discontinue offering health coverage to their employees, opting to pay a penalty instead. In June 20122, the McKinsey Survey contacted 1300 employers on the CEO or CFO level. The survey found that 30% of all employers were likely to drop their health care plans; of those employers with a “high awareness” of the details of health care reform that increased to 50%. Ostensibly, seemingly high fines of $2000-3000 would be enough of a deterrent to prevent employers from discontinuing coverage for employees. However, in truth, such penalties represent only about one quarter of the health insurance costs these employers would have to pay.

California Trends with Co-Pays and Deductibles

According to the CHCF, higher co-pays and deductibles are also on the rise; a trend that is likely to continue. Some interesting statistics pertaining to California health insurance programs highlight this trend as employers look for creative way to reduce insurance premiums.

    • 76% of California HMO plans and 65% of PPO plans have copays of $10-$20
    • Less than 1% of all plans offer $5 copays, but over 25% of these plans obligate copays of greater than $20.
    • 25% of California’s employer sponsored plans are high deductible plans of $1000 or more.

The bottom line is that through elevated deductibles and greater out-of-pocket expenses employers are passing costs on to employees.

In conclusion, if employers are serious about reducing their 2012 health care costs, they should be proactively involved in reviewing and implementing creative insurance programs for their employees. In our next post, Health Care Trends Part 2, we review three creative solutions.

(This post is based on the webinar, 2012 Health Care Updates, presented by Peter Duncan, partner at Sidles Duncan and Associates in January, 2012)

The Future of Health Care Reform – a Free Webinar

Wednesday, January 18th, 2012

While the Supreme Court waits to review the constitutionality of the Health Care Reform Act, employers cannot merely sit on their hands, waiting for a decision. With so much in flux, they must stay on top of current events and understand how health care reform may impact their business in 2012.

Join us for an informative, complimentary webinar as we discuss:

  • What is likely to happen if The Supreme Court finds health care reform unconstitutional?
  • If it remains, what are the key provisions of the Act?
  • Its multi-year implementation timeline
  • How employers can prepare to implement the existing legislation

This webinar will be presented by Peter Duncan, partner at Sidles Duncan and Associates.

Please note: This webinar does NOT qualify for HRCI Recertification Credit.

Register today!

The Future of Health Care Reform

Date: Thursday, January 26, 2011
Time: 12pm – 1pm (PST)