Headlines about "Health plan costs - preventive care"
Gathered from the web by the editors at BenefitsLink.com.
Genetic Test Results Do Not Trigger Increased Use of Health Services, Says Government Study
"People have increasing opportunities to participate in genetic testing that can indicate their range of risk for developing a disease. Receiving these results does not appreciably drive up or diminish test recipients' demand for potentially costly follow-up health services, according to a study performed by researchers at the National Institutes of Health and colleagues at other institutions." (U.S. Department of Health and Human Services, National Institutes on Health)
Making Gene Mapping Part of Everyday Care
"The price to get a full genetic map currently starts at about $3,000, and many experts predict this could quickly fall to $1,000, roughly equivalent to the cost of an MRI. Insurance is expected eventually to help cover the cost of doctor-ordered tests." (The Wall Street Journal)
Animated U.S. Map Showing Year-by-Year Increase in Obesity Among State Populations, 1985-2010
An effective use of animation to show a trend that substantially raises the cost of providing health care. "The number of states with an obesity prevalence of 30% or more has increased to 12 states in 2010. In 2009, nine states had obesity rates of 30% or more. In 2000, no state had an obesity prevalence of 30% or more." (Centers for Disease Control and Prevention)
Three Ways to Make Corporate Wellness a Game for Employees
"Incorporating gaming techniques into company wellness programs greatly boosts engagement, a key ingredient for wellness program success.... Games have the power to engage people at a deep level and shift their priorities toward the behaviors rewarded by the games. For this reason, businesses increasingly are using games to train employees. [Three ways that company-sponsored wellness programs can use and benefit from gaming techniques are:] 1. Allow for autonomy and voluntary participation.... 2. Make it contextual, relevant and social.... 3. Start with a light touch; build in depth." (Society for Human Resource Management)
America's Employers Controlling Health Care Costs and Improving Employee Lifestyles with Wellness Initiatives
"Seven in 10 American employers offer wellness initiatives such as flu shots, health screenings, and weight management programs ... according to the International Foundation of Employee Benefit Plans� (IFEBP) survey ... The survey suggests a definite decrease in health care costs when wellness initiatives are offered, according to the 21.6 percent who have analyzed return on investment (ROI). Of the organizations that are analyzing ROI, 83 percent indicated a positive return. For every dollar spent on wellness initiatives, most organizations see between $1 to $3 decreases in their overall health care costs." (Wolters Kluwer Law & Business / CCH)
Workplace Wellness Programs: Trends, Changes in the Law Starting in 2014, and Issues to Watch
"Employer wellness programs must comply with a number of federal and state requirements, such as the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Health Insurance Portability and Accountability Act of 1996 (HIPAA). The issues discussed in this brief relate mostly to HIPAA provisions that prohibit employer health benefit plans from discriminating against individuals based on any factor connected with their health status." (Health Affairs)
Providing Incentives for Healthy Behaviors for Employee While Theading the HIPAA Privacy Needle
"[T]here are exceptions within the HIPAA regulations when it comes to discrimination. You can still protect employee privacy while administering programs that actually do single out particular of individuals, as long as you meet the standards. Participation-only programs and standards-based programs are how you do it. Participation-only programs are programs that offer a reward to anyone who participates - regardless of the outcome of that participation. These are exempt from the non-discrimination requirements with the HIPAA regulations, as long as participation is available to all similarly-situated individuals." (HR.BLR.com)
Wellness Programs Credited with Keeping Eau Claire City Employee Insurance Costs Down
"Since the city began a wellness program through Group Health Cooperative of Eau Claire about five years ago, those on the city's insurance program have lost 2,243 pounds.... After two years of no cost increases to the city, Group Health offered a renewal with a 3.5 percent increase." (insurancenewsnet.com)
The ABCs of Beating Obesity: Schools Called 'Focal Point' for Prevention by Advisory Body
"The report by the Institute of Medicine, an influential independent body that advises the federal government on health policy, recommended requiring at least 60 minutes of physical activity a day in schools and considering excise taxes on sugar-sweetened beverages. It urged food companies to improve nutritional standards for foods marketed to people under 18[.]" (The Wall Street Journal)
[Opinion] Fee-for-Service Model: Culprit Behind Exponential Health Care Cost Growth?
"Moving away from fee-for-service requires realigning the care delivery and payment incentives in the health care system. [Reimbursement should be] based on the quality and utility of care provided, not just the sheer volume of services. This idea -- paying for 'value over volume' or 'paying for performance' -- is now a common refrain in the world of health policy. Some experts even go so far as to say that too much care can be detrimental to health, such as unnecessary or redundant medical imaging scans[.]" (The Atlantic)
Using an Incentive Strategy (Rewards or Penalties) to Drive Wellness Program Participation (PDF)
"A large percentage of organizations are turning to incentive-driven plan designs because these approaches are no longer a leap of faith. The evidence show that incentives work to motivate employees to get screenings, comply with drug regimens, participate in disease or case management programs, and pursue other activities and outcome-based goals." (Buck Consultants)
California State Officials Launch 'Health Happens in the Workplace' Program
"The health and wellness program evolved from a study ... of health care expenditures for state employees by the Urban Institute, in partnership with CalPERS, the largest purchaser of public employee health benefits in California. The study found that 22.4 percent of CalPERS' medical expenditures in 2008 were spent treating chronic diseases that could be prevented through changes in diet and increased physical activity." (The California Endowment)
Obesity Adds $190 Billion in Health Costs
"The nation's rising rate of obesity has been well-chronicled. But businesses, governments and individuals are only now coming to grips with the costs of those extra pounds, many of which are even greater than believed only a few years ago: The additional medical spending due to obesity is double previous estimates and exceeds even those of smoking, a new study shows." (msnbc.com)
How Employers Can Address Challenges of Health Care Cost Containment
"There are two starting points. First, as an employer, you want to have your arms around your data. Maybe you've done a health risk questionnaire and you have medical claims data in such a way that you can stratify it to say that, of the eight greatest risk factors (such as smoking, lack of health screenings, poor diet, etc.) and the 15 most prevalent chronic conditions, these are the ones that are most prevalent in your population. From that, you can target those two or three greatest risk factors that will lead to the best improvement in health status and a lessening of the frequency and severity of chronic disease." (Smart Business)
Making Workers Healthier: Employers and Insurers Using Carrots, Sticks, and Online Games
"A growing number of workplace programs are borrowing techniques from digital games in an effort to encourage regular exercise and foster healthy eating habits. The idea is that competitive drive -- sparked by online leader boards, peer pressure, digital rewards and real-world prizes -- can get people to improve their overall health." (The Wall Street Journal)
Wellness = Retirement Savings
"[Principal proposes] that plan sponsors and their financial professionals consider an alternative approach to help undersaving participants contribute more towards retirement. Instead of focusing only on urging employees to save more, you might want to expand the focus to include helping employees find ways to spend less. Specifically, [Principal proposes] helping employees spend less on the major expense that is linked to the workplace -- the cost of their healthcare." (Principal)
8 Tips to Gain the CFO's Buy-In for Wellness Programs
"CFOs who understand the link between employee health and productivity are more likely to embrace a wellness initiative as a financial priority for the company, a new study reveals. In fact, in a survey of CFOs by the Integrated Benefits Institute ..., three-quarters said they believe providing health benefits is important for the company's financial strategy. Even so, most CFOs still regard employee health as less of a driver of productivity than other benefits like training, the survey shows." (Business Management Daily)
Obamacare Collapse Would Put Employers Back in Charge of Controlling Health Costs
"First, employers would push harder to control their own costs by shifting more financial responsibility to workers. Data from Mercer's employer survey suggests that a typical large employer can save nearly $1,800 per worker by replacing traditional preferred provider plans with a high-deductible policy combined with a health care account.... It won't stop there. Many employers are convinced they have to go beyond haggling over money, and also pay attention to the health of their workers." (Bloomberg BusinessWeek)
'Choice Architecture' Can Improve Wellness Results
"To benefit from improved outcomes that spring from being a Healthy Enterprise ..., organizations must advance their health promotion initiatives by motivating employees to take action to improve their health by losing weight, stopping smoking, eating nutritiously, exercising, becoming better health care consumers and taking other actions. 'Choice architecture' -- a technique from the field of behavioral economics that organizations use to become Healthy Enterprises -- frames employees' health care decisions and presents choices to them in a very deliberate manner." (Sibson Consulting)
More Employers Providing Incentives to Employees for Healthier Habits
"At Safeway, ... it started with a $3 salad dish -- compared to the purposely higher-priced $6 burger -- at the company's cafeteria. At Disney, it may have started with its $100 offering for its employers to perform a personal health assessment.... These incentives are increasingly inventive, raising a flock of questions: How much financial incentive is enough? Is negative reinforcement OK? Who should be targeted: the well, the at-risk or the sick? Do financial incentives distract from what some experts say is the ultimate incentive, the employee's intrinsic desire for health?" (Human Resource Executive Online)
Illinois Organizations Team Up to Promote Employee Wellness Contest
"Two of Illinois' powerhouses -- Blue Cross and Blue Shield of Illinois ... and the Illinois State Council of the Society for Human Resources -- are teaming again for the Third Annual WOWIEs' Award, to recognize excellence in employee wellness programs among Illinois businesses. The WOWIE Awards honor Illinois-based organizations or companies that take a creative approach to inspire employees to make healthy, active choices during working hours." (BlueCross BlueShield Association)
Employers Try Health Gaming and the Power of Social Responses
"Many companies, both new and established, have recently entered the market with health-related games that incorporate a social component, whereby people collaborate, compete and support one another in reaching a specific goal. In addition to startups, employers and health insurers have worked to capitalize on this popular trend." (iHealthBeat)
Nine Tips for Creating a Culture of Health at the Workplace
"64 percent of employers surveyed indicated that wellness initiatives are among the top three most effective tactics for controlling health care costs.... To mark Global Employee Health and Fitness Month, Healthyroads offers the following tips to help companies begin building a fit company:" (MarketWatch)
Health Care Remains a Key Concern for Americans; Wellness Near Top of List
"Nearly half (42 percent) of people prefer to receive preventive care appointment reminders via email; however, preference for text messages providing reminders doubled in the past year, from eight to 16 percent. While the use of technology is growing, the research also indicates that more traditional forms of communication such as direct mail and print newsletters are still a valued resource for consumers." (Krames StayWell)
Chrysler Keeping Health Care Costs in Check by Emphasizing Preventive Care and Wellness
"After a 9 percent increase in health care spending in 2010, the ... automaker in 2011 kept health care spending flat for most of its 13,000 salaried U.S. workers.... Chrysler is emphasizing a 'culture of health' by giving out 10,000 free flu shots at facilities annually.... It also has healthy offerings at employee cafeterias, fitness centers, and a health care clinic and pharmacy." (The Detroit News)
Screenings and Early Intervention Reduce Medical Costs
"As important as these screenings are, price remains a consideration as it varies widely. According to insurance claims data for Americans with employer-sponsored insurance, the costs for high-volume procedures such as mammograms, colonoscopies and MRIs can be two to three times higher than the median price in the same market, depending on the provider[.]" (Society for Human Resource Management)
Focusing on Quality of Life Helps Medical Providers See Big Picture, Produces Healthier, Happier Patients
"People are more likely to manage their condition properly when they have more accessible, personal goals, like being able to do more at work or keep up with their kids, instead of focusing only on comparatively abstract targets like blood-sugar levels. And that, in turn, leads to much better health. Numerous studies show that when people have a higher sense of well-being, they have fewer hospitalizations and emergency-room visits, miss fewer days of work and use less medication. They're also more productive at work and more engaged in the community." (The Wall Street Journal)
Preventive Health Services under the Affordable Care Act: Role of Delivery System Reform
"The Affordable Care Act will have a powerful effect on the delivery of preventive services. The authors estimate that through expanded access to insurance coverage, reduced financial barriers to care, and improved quality of care delivery, an additional 9.8 million patients will receive recommended preventive services." (The Commonwealth Fund)
Health Plans Invest in Trigger-Based Communications With Focus on Health and Wellness
"More than 50 percent of health plans will invest in trigger-based communications to prompt consumers to take action, according to a new IDC Health Insights research study ... Trigger-based communications use data analytics to detect a consumer's current status, and automatically initiate relevant communications to inspire consumer action." (MarketWatch)
Worker Wellness Improve Employers' Bottom Line, Insurers Say
"The latest evidence in support of wellness is a survey of 600 U.S. employers in 2011 ... It showed that a group of 'high performing firms,' those which embrace health care cost control strategies, including wellness, reduced their rate of growth of health care costs over several years to about 1 percent annually in 2010 compared with an average of 10 percent rates of cost growth among 'low performing' employers, or those which did not adopt such strategies." (Alaska Journal of Commerce)
Lung Cancer Screening Would Save Lives at Relatively Low Cost
"Using actuarial models, this study estimated the costs and benefits of annual lung cancer screening offered as a commercial insurance benefit in the high-risk US population ages 50-64. Assuming current commercial reimbursement rates for treatment, we found that screening would cost about $1 per insured member per month in 2012 dollars. The cost per life-year saved would be below $19,000, an amount that compares favorably with screening for cervical, breast, and colorectal cancers." (Health Affairs)
Many Patients Skip Recommended Colonoscopy: Study
"Although a colonoscopy is considered the 'gold standard' for colon cancer screening, a new study finds that many patients are reluctant to have the test Patients are more likely to opt for a simple fecal occult blood test -- a brief part of a medical exam -- that checks for bleeding, which can be a sign of colon cancer, the researchers said." (Blue Cross and Blue Shield Association)
Do You Really Need That Medical Test?
"Among items on [lists of tests and treatments whose elimination for major categories of patients would save the most money quickly without depriving any patient of meaningful medical benefit] are: cardiac stress tests for annual checkups in asymptomatic patients; brain imaging scans after fainting; antibiotics for uncomplicated sinus infections that are almost always caused by viruses, which are not treatable with antibiotics; imaging of the lower spine within the first six weeks after suffering back pain; and bone scans for early prostate and breast cancer patients at low risk of metastasis." (The New York Times; free registration required)
Costs of Many Preventive Medical Exams Vary As Much As 700%
"Over the past year, health plans and self-insured employers began paying for wellness exams -- diabetes screening, mammographies, Pap smears and colonoscopies -- as required by the law, without charging consumers a deductible or co-payment. But in looking at 15,000 consumers, a research group has found cost differences of hundreds of dollars charged for the same tests. Colonoscopy costs, for example, ranged from $786 to $1,819." (USA TODAY)
Employers See Wellness Programs as Key to Improving Employee Health and Containing Rising Health Care Costs
"[W]hile 79 percent of large and 44 percent of midsized companies offer wellness programs, over 60 percent of these companies do not measure their return on investment. Yet, the majority of midsized and large companies report their wellness programs met or exceeded their senior executives' expectations in regards to reducing overall healthcare costs." (MarketWatch)
Employers Tie Financial Rewards and Penalties to Health Tests and Lifestyle Choices
"Gone are the days of just signing up for health insurance and hoping you don't have to use it. Now, more employees are being asked to roll up their sleeves for medical tests -- and to exercise, participate in disease management programs and quit smoking to qualify for hundreds, even thousands of dollars' worth of premium or deductible discounts." (Kaiser Health News)
Higher Insurance Costs Loom for Employees Who Fail to Meet Health Goals
"Companies desperate to cut the cost of health insurance -- which has risen 145 percent in Iowa on average since 1999 -- are moving toward rewarding and punishing employees based on how healthy they are, or whether they meet wellness goals. That's a shift from rewarding employees for participating in wellness programs, benefits experts say." (DesMoinesRegister.com)
Lower Copays Help Ensure Medication Adherence
"[In addition], the study authors suggested that insurers take such steps as referring asthmatic children to specialists, providing families with written treatment plans and better explaining the importance of regular medication use.... Insurers also should consider fully covering services and interventions that promote overall child health because it could help prevent chronic diseases from developing as the children grow up[.]" (FierceHealthPayer)
Outcomes-Based Wellness Plans (PDF)
"Outcomes-based programs are an aggressive approach to wellness.... Most employers turn to an outcomes-based wellness program when they do not see the expected results from programs that offer incentives merely for participation.... This Advisor reviews a number of issues involved in outcomes-based wellness plans[.]" (McGraw Wentworth)
Obesity: The Economic Case for Action
"[F]or the first time in U.S. history, our children's generation will live shorter lives than their parents. This epidemic is taking an enormous toll on our nation's fiscal health too: Obesity is one of the leading contributors to rising health care expenses in America, costing an additional $168 billion each year." (The Hill)
U.S. Underestimates Long-Term Costs of Obesity, Experts Say
"The problem is that estimates used by Congress when it looks at these issues project out only 10 years, while it may take much longer than that for complications of obesity, such as diabetes and heart disease, to manifest, [a new report says]." (U.S. News & World Report)
10,000 More Employees Join Chicago Mayor's Wellness Plan
"[The mayor] hopes to save $20 million in 2012 -- and $240 million over four years -- by riding herd over costly, but controllable problems like diabetes, high blood pressure, heart disease and asthma." (Chicago Sun-Times)
White House Suggestions on Funding Contraception Coverage 'Unworkable'
"'The notice demonstrates the administration's general lack of understanding of how self-insured group health plans operate and, more specifically, the role of third-party administrators,' according to a statement by [the Self Insurance Institute of America Inc. Chief Operating Officer.]" (Business Insurance; free registration required)
[Guidance Overview] Contraceptive Coverage Proposals Would Expand Role of Insurers and TPAs
"Although the Notice is only the first step in a process that will eventually include proposed and amended final regulations, it would have a significant impact on insurers and TPAs, who may wish to comment on the Department's proposals. TPAs, in particular, may, among other things, be concerned about: The details of how funding the contraceptive coverage would work. The requirement to assume ERISA plan administrator status for providing contraceptive coverage. Coordinating between multiple TPAs." (Practical Law Company)
The Affordable Care Act and Women
"The Affordable Care Act includes several provisions that are expected to significantly improve women's health. The [ACA] improves coverage for important preventive services and maternity care, promotes higher quality care for older women, and bans health insurers from requiring women to pay more for the same insurance coverage as men. Over 1 million young adult women have already gained health insurance coverage because of the [ACA] and an estimated 13 million more uninsured women will gain coverage by 2016." (Department of Health and Human Services, Assistant Secretary for Planning and Evaluation)
States Target Chronic Disease to Trim Health Care Costs
"'States are still in the middle stages of learning what works. But we are seeing some public health interventions that are having an effect.' Such interventions, including child immunizations, tobacco prevention efforts, cancer screenings and physical activity programs, could save as many as 2 million lives and $4 billion annually[.]" (amednews.com)
Differential Wellness Programs Can Nip Smoking in the Butt
"This very public health issue is ... increasingly being addressed by employers. With average healthcare costs for smokers $1275 higher than their non-smoking peers, companies are motivated to find ways to change their behavior -- and the best way may be through their wallets." (GoLocalProv)
Healthy Employees Can Cut Costs for Employer, Experts Say
"'Employers are seeing the cost benefits of having healthier employees, and are getting on the bandwagon. There are so many options and opportunities for employers to help employees available locally, right outside their door.' Lifestyle-related chronic disease, like heart disease, cancer and diabetes, are the leading cause of disability in the United States. Because they are lifestyle-related, they are preventable[.]" (thetimes-tribune.com)
Site-Specific Approaches Help Drive Wellness Improvement
"The targeted health risks and desired outcomes should be determined upfront. One key is to make sure your health risk assessment (HRA) is capturing data you can use. Another is not to 'ignore the other 80 percent' of employees who are low-risk.... 'Make sure they continue in their current status' or improve." (SmartHR Manager)
[Official Guidance] IRS, EBSA, CMS Proposed Rule on Certain Preventive Services under Affordable Care Act
"The proposed amendments would establish alternative ways to fulfill the requirements of section 2713 of the Public Health Service Act and companion provisions under [ERISA] and [IRC] when health coverage issponsored or arranged by a religious organization that objects to the coverage of contraceptive services for religious reasons and that is not exempt under the final regulations published February 15, 2012." (Employee Benefits Security Administration / Internal Revenue Service / Centers for Medicare & Medicaid Services)
Minnesota Legislators Lose Interest for Statewide Wellness Campaign
"An ambitious program intended to help Minnesotans slim down, eat nutritious food and ditch unhealthy habits is losing momentum and financial support, and officials caution that a goal of saving nearly $1.9 billion in future health care costs is slipping out of reach." (Star Tribune)
Integrating Workplace Safety with Wellness Programs
"Combining occupational safety and health efforts with employer wellness programs may increase workers' participation in the programs, according to a California Commission on Health and Safety and Workers' Compensation pamphlet titled "The Whole Worker." The pamphlet provides guidance on how to integrate occupational safety and health with the administration of wellness programs. It also explains the benefits of integration." (Business Insurance; free registration required)
Wellness Programs Expand to Embrace Well-Being
"Organizations' health and wellness offerings have expanded beyond traditional programs that focus primarily on physical health. Integrated well-being programs now include mental and emotional health, financial health, work/life effectiveness and stress reduction, according to WorldatWork's 2012 survey report Total Rewards and Employee Well-Being." (Society for Human Resource Management)
Health Care Law's Preventive Care Rules Snare Insured Patients
"Generally, ... if your coverage went into effect after health care reform passed on March 23, 2010, the full cost of preventive care -- things like annual checkups, flu shots and cancer screenings like mammograms and colonoscopies -- should be covered without a co-pay or co-insurance. There are still some health plans that are exempt from covering preventive care in full, ... so be careful. If your plan hasn't made huge changes to its benefit package since health reform took effect, it has "grandfathered" status and is not required to comply with this provision of the health reform law[.]" (The Billings Gazette)
Employers Cannot Offer Inducements for Genetic Information
"[An EEOC] Opinion Letter stated: "EEOC guidance states that a wellness program is 'voluntary' as long as the employer neither requires participation or penalizes employees who do not participate." The EEOC did not take a position on whether or not Title I of the ADA permits the employer to offer financial inducements to employees to participate in wellness programs which would also include disability-related inquiries." (Standard-Times)
Give Your Wellness Program a Legal Checkup
"There are federal, state and sometimes local laws that can affect wellness programs. Employers need to understand them. They also need to stay alert to changes in the laws and court interpretations that may make their chosen wellness initiatives more or less risky." (Business Management Daily)
Survey: Total Rewards and Employee Well-Being
"Employers more and more are depending on health and wellness initiatives to build and foster a successful and productive workforce. This survey was conducted to identify traditional wellness plans and new trends in employee well-being. The objective was to gauge how many programs and initiatives organizations offered and how those offerings are expanding toinclude a more integrated well-being approach beyond one that is just health-related." (WorldatWork)
New Research Finds Chasm Between What Wellness Offerings an Organization Provides and What Workers Actually Want
"The latest Principal Financial Well-Being Index ... shows the top four wellness benefits employees would like to see offered are fitness-center discounts ..., on-site preventive screenings ..., access to wellness experts such as nutritionists ... and on-site fitness facilities[.] Employers' top four wellness offerings, conversely, were online wellness information ..., educational tools or resources ..., fitness-center discounts ... and printed wellness information[.]" (Human Resource Executive Online)
Employer Investments in Improving Employee Health (PDF)
"The third annual survey finds the prevalence and dollar value of incentives continues to increase. In addition, employers are investigating other methods for encouraging employees to participate in programs and improve their health." (National Business Group on Health / Fidelity Benefits Consulting)
Companies Increase Wellness Incentive Dollars
"A small but growing number of companies are requiring employees to participate in health improvement programs in order to be eligible for medical benefits." (Society for Human Resource Management)
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