Headlines about "Health plans - info for employees"
Gathered from the web by the editors at BenefitsLink.com.
Employers Must Post New EEOC Poster to Comply with GINA
Excerpt: "The Equal Employment Opportunity Commission has revised its 'Equal Employment Opportunity is the Law' poster to include information about Title II of the Genetic Information Nondiscrimination Act (GINA) and the Americans with Disabilities Act Amendments Act of 2008. Employers are waiting for the EEOC to issue final regulations implementing Title II of GINA, which prohibits the use of genetic information in employment decisions and restricts its collection and disclosure by employers. Employers are required to post the new notice by Title II's effective date of Nov. 21, 2009." (Mercer LLC)
Tweeting Health Benefits . . . in 140 Characters or Fewer
Excerpt: "Benefits managers are getting over their aversion to talking publicly about health benefit plans and using social media to cut through the clutter of information and connect with employees." (Workforce Management; free registration required)
How to Drive Value for Your Benefits Package with the Enrollment Experience
28 pages. Excerpt: "This white paper discusses how to reinvent the enrollment experience to benefit both employers and employees -- while increasing a company's return on its benefits investment. Employers will learn how this paradigm shift is driving the need for more comprehensive benefits education and what measures they can take to help employees better understand and appreciate their benefits choices. Readers will learn the importance of planning and reporting before, during and after the actual enrollment. The paper also illustrates why an effectively communicated benefits package can make a big difference in how employees perceive their company and how they may perform -- no matter if the company has a few employees or a few thousand." (Colonial Life)
[Guidance Overview] COBRA Subsidy for Jobless Expires Soon
Excerpt: "If you are laid off in November or December, you still qualify for the subsidy for up to nine months. But come January, unless Congress extends the program, you are out of luck. So if you receive the bad news of a pink slip anytime soon, aim for your end date to be in the 2009 calendar year, and not 2010." (CNNMoney.com)
Employer-Sponsored Health Insurance Erosion Continues (PDF)
22 pages. Excerpt: "This new EPI report shows that employer-sponsored health insurance (ESI) has declined every year since 2000, currently leaving 45.7 million people under 65 without any coverage and estimates suggest another 10 million people will be without ESI by 2010 unless the economy makes an unpredicted swift rebound or there is large-scale health reform." (Economic Policy Institute)
Making Sense of High-Deductible Health Plans
Excerpt: "If you and I are spending more of our own money on health care, then we are likely to ask doctors and hospitals many more questions upfront and be more careful about which tests and procedures we receive. After all, until we exhaust that high annual deductible, it's our money on the line. Employers are pushing these plans because they can save the company as much as 20 percent, compared with traditional insurance." (New York Times; free registration required)
Myth #10: Consumers Can Make the Best Decisions About Their Medical Care
Excerpt: "In order to navigate high-deductible health plans and become good health care 'consumers,' patients need information. Some patients want a lot of information and some want a little. Studies confirm that consumers prefer receiving medical information from their doctors rather than from an outside source such as the Internet, although that may change over time as Web-based and other health information sources become more user-friendly to patients. At the University of Virginia, we have developed a model system that identifies consumers' health information needs, their preferences and the ways in which they prefer to receive health information. Understanding how patients want to receive information about their medical care will lead to the design of appropriate educational materials, which, in turn, will promote better patient decision making." (Governing.com)
Study Shows Declining Workforce Health in U.S.
Excerpt: "As the healthcare-reform debate continues and the recession lingers on, with only hints of a recovery on the way, new data from the Families and Work Institute shows that the health of employed American workers is trending downward. 'The State of Health in the American Workforce,' a report based on data from FWI's 2008 National Study of the Changing Workforce, shows that only 28 percent of employees today report that their overall health is 'excellent,' down from 34 percent just six years ago." (Human Resource Executive Online)
The Relationship Between Union Status and Employment-Based Health Benefits (PDF)
Pages 15-21 of 24 pages. Excerpt: "Union workers are much more likely tohave employment-based health benefits than nonunion workers. In September 2007, 82.7 percent of union workers were covered by health benefits through their own job, compared with 58.2 percent of nonunion workers . . . . Overall, 94.2 percent of union workers had employment-based health benefits, compared with 76.4 percent of nonunion workers." (Employee Benefit Research Institute)
Sources of Health Insurance and Characteristics of the Uninsured (PDF)
36 pages. Excerpt: "This Issue Brief provides historic data through 2008 on the number and percentage of nonelderly individuals with and without health insurance. Based on EBRI estimates from the U.S. Census Bureau's March 2009 Current Population Survey (CPS), it reflects 2008 data. It also discusses trends in coverage for the 1994?2008 period and highlights characteristics that typically indicate whether an individual is insured." (Employee Benefit Research Institute)
Special Report on Health Care Benefits: Dealing with Obesity in the Workplace
Excerpt: "[O]bese workers and obesity experts say that employers' activism often occurs with little understanding of what it's like to be an obese person in the workplace. They don't grasp the prejudice these workers face and the impact their experiences may have on their ability to lose weight or lead healthier lives. Weight-related health care and workplace policy can end up punishing workers for their obesity rather than helping them overcome a condition that has been linked to -- though is not always synonymous with -- higher health care costs." (Workforce Management; free registration required)
[Guidance Overview] The Employer's Guide to the Legal and Workplace Implications of a Swine Flu Outbreak (PDF)
6 pages. Excerpt: "There are several employment and other laws which may be directly involved with this disease and must be considered by employers. [The article reviews each such law and offers recommendations for steps the employer could take to preplan for such a hazard.]" (Seyfarth Shaw LLP)
Employer Health Benefits 2009 Annual Survey
Excerpt: "This annual survey of employers provides a detailed look at trends in employer-sponsored health coverage, including premiums, employee contributions, cost-sharing provisions, and other relevant information. The survey continued to document the prevalence of high-deductible health plans associated with a savings option and included new questions on health risk assessments. The 2009 survey included 3,188 randomly selected public and private firms with three or more employees (2,054 of which responded to the full survey and 1,134 of which responded to an additional question about offering coverage). [The target page links to various parts of the survey and to the Health Affairs article titled: Job-Based Health Insurance: Costs Climb at a Moderate Pace.]" (Kaiser Family Foundation)
Employer Costs for Employee Compensation, June 2009 (PDF)
Excerpt: "Employers spent an average of $1.29 for employee retirement and savings plans for every hour worked in June 2009, the U.S. Department of Labor's Bureau of Labor Statistics reported . . . . This accounted for 4.4percent of total compensation. Retirement and savings, which includes both defined benefit and defined contribution plans, is one benefit category included in the Employer Costs for Employee Compensation series, along with wages and salaries." (U.S. Bureau of Labor Statistics)
Mental Health Parity As Opportunity for Employers to Improve Approach to Behavioral Health Care (PDF)
Pages 4-6 of 8 pages. (Milliman)
EBSA Web Page on COBRA Rights Now Includes Video on Protecting Benefits After Job Loss
Accompanying link takes you to the video; Internet Explorer web browser seems to be required. The EBSA web page is at http://www.dol.gov/ebsa/cobra.html (Employee Benefits Security Administration, U.S. Department of Labor)
[Guidance Overview] IRS Reminder That COBRA Subsidy Recipients Must Notify Plan of Other Coverage or Face Penalty
Excerpt: "EBIA Comment: The DOL notice that group health plans were required to send to individuals advising them of their right to subsidized COBRA premium payments includes the form individuals should use to notify the plan that they are eligible for other group health plan coverage or Medicare . . . ." (Employee Benefits Institute of America)
Few Employers Planning to Beef Up Communication with Employees About Pay or Benefits, According to Survey
Excerpt: "[A]ccording to Watson Wyatt 2009/2010 Communication ROI, many companies are planning to scale down their recession/recovery-oriented communications. Over the next 12 months, the study finds, only about 28 percent of companies plan to increase communications about business performance, 27 percent about benefits and 19 percent about pay." (Human Resource Executive Online)
How the Financial Meltdown is Hastening Innovation in Employee Benefit Strategies and Design (PDF)
Excerpt: "This article examines some of the key findings from Towers Perrin's recent 'Benefits in Crisis' pulse survey of almost 500 HR and benefit executives at midsize and large U.S. organizations, which was conducted in February, 2009. Drawing from these and other data, as well as our day-to-day consulting experience in this difficult climate, we will offer insights and our perspective on how the current economic crisis is reshaping the rewards/benefits landscape and companies' fundamental 'deal' with employees." (Thomson Reuters via Towers Perrin)
[Opinion] Health Reform Is Useless Without Behavior Change
Excerpt: "This change will take more than health insurers and employers passing more costs to the individual through higher copays and deductibles -- or conversely lowering costs for proper testing, counseling, and immunization. It will also take more than doctors telling patients to get active and eat better or payers reforming payments so that physicians are properly reimbursed for providing that guidance. It will even require more than the government spending millions on wellness and prevention programs that are part of healthcare reform proposals. All of these ideas are steps in the right direction, but they won't be effective without more Americans taking responsibility for their health." (HealthLeaders Media)
10th Annual Transamerica Retirement Survey (PDF)
134 pages. Excerpt: "Relative Importance of Various Employee Benefits[:] Employers believe health insurance is the most important benefit to employees, followed by employee-funded retirement plans, life insurance, and disability insurance. Long-term care insurance is less likely to be seen as important. Most benefits are more likely to be considered important to employees by large employers than by small employers. The exceptions are health insurance and company-funded pension plans which hold equal importance between large and small employers. Consistent with previous years, two-thirds of all employers believe pension plans are important to employees. ? However, since 2007 fewer large employers feel pension plans are important to their employees. Additionally, there is an increase in the percentage of large employers who are unsure of the importance of these plans." (Transamerica Center for Retirement Studies)
To Reap Short and Long-Term Benefits of Wellness Initiatives, HR Leaders Must Understand That Assessing Readiness for Change Is Key
Excerpt: "If you are considering the implementation of a companywide wellness program, you most likely realize that you are embarking on a journey that requires a significant shift in thinking, attitude and values -- in short, it requires change. From an organizational perspective the need for change is supported by rising healthcare costs that can be controlled and even reduced by implementing an integrated wellness program. From an individual's perspective, the need for change may be obvious or completely obscure, depending on the person's readiness level -- a highly subjective set of needs, desires, knowledge and motivation. Taking time to implement a systematic approach to help set the stage for a major cultural and personal transformation is perhaps the most important and overlooked element in creating effective wellness programs." (Human Resource Executive Online)
Health Insurance Coverage of Individuals Ages 55?64, 1994?2007 (PDF)
Pages 2-10 of 16 pages. Excerpt: "The fact that adults ages 55−64 are the least likely age group of adults to be uninsured is usually overlooked when considering that employers have substantially cut back on employment-based health benefits for early retirees. It is also important to understand the health insurance status of individuals ages 55?64 because of access and affordability issues with the nongroup market." (Employee Benefit Research Institute)
Health Care and the Middle Class: More Costs and Less Coverage
Excerpt: "This analysis paper examines the availability, affordability and stability of the health insurance coverage of the American middle class, defined as those with incomes of $44,000 to $88,000 for a family of four. It also addresses the growing burden of health care costs for the middle class, the adequacy of today's health insurance plans to protect them from large medical bills, and the difference both make as individuals and families make health care decisions for themselves." (Kaiser Family Foundation)
Driving Quality Improvement and Accountability for Health Insurance Plans
15 pages. Excerpt: "To get a better sense of the scope and variety of health plan programs and initiatives targeting quality improvement, America's Health Insurance Plans (AHIP) surveyed a representative sample of commercial and Medicare Advantage member health insurance plans representing more than 95,000,000 covered lives. The survey data, collected in 2009, demonstrate health plan activities and programs that improve quality of care, patient safety, and reduce costs to the health care system. The following report highlights data from the survey." (America's Health Insurance Plans)
Survey Reports on Plan Efforts to Cope with Heart Disease
Excerpt: "Employer health care programs have widespread efforts in place to deal with members who suffer from cardiovascular disease (CVD), according to a new National Business Coalition on Health (NBCH) report. An NBCH news release said 100% of health plans surveyed offer a Web based personal health assessment and most offer other options such as telephone or personalized versions. More than half of the plans are capable of offering incentives for patients to complete health risk assessments, including cash payments (36%), discounts on health and wellness services (44%), and co-pay or deductible reductions (38%), according to the announcement." (PLANSPONSOR.com; free registration required)
Economy Ratchets Up Value of Effective Education at Open Enrollment
Excerpt: "Economic pressures will make the upcoming open-enrollment season very different from recent years for employers and their employees. Brokers and their clients that can effectively address this year's unique challenges will find that achieving strong employee participation in benefits offerings does not need to be an uphill battle." (Employee Benefit Adviser; free registration required)
Small Business Benefits: Cost-Effective Strategies for Maximizing ROI (PDF)
16 pages. Excerpt: "Since 2002, MetLife has tracked and analyzed small business employer and employee attitudes toward workplace benefits through its annual MetLife Study of Employee Benefits Trends. While traditionally, small business employees (except where indicated small business is defined as employers with 2 ? 499 employees) express less satisfaction with their workplace benefits overall than their large-company counterparts, this may be due to the fact that smaller employers simply haven't offered as wide an array of benefits as larger employers. It's not that small business employers don't want to offer a wider array of benefits. They may simply lack the ability to do so cost-effectively given their resources." (METLIFE, INC.)
National Compensation Survey: Health Plan Provisions in Private Industry in the United States, 2008 (PDF)
Excerpt: "This bulletin presents estimates of the detailed provisions of employer-provided health plans in private industry in 2008. Under the NCS program, information on the incidence and provision of benefits is published in several stages. An earlier summary provided data on the incidence of (access to and participation in) selected benefits and detailed provisions of paid holidays, life insurance plans, and some other benefit plans, as well as on employer and employee shares of contributions to medical care premiums and their average amounts. Similar data for civilian, private industry, and State and local government workers for March 2009 will be issued later this year." (U.S. Bureau of Labor Statistics)
[Guidance Overview] ERISA Litigation: Issue Exhaustion for ERISA Plans (PDF)
Pages 2-3 of 7 pages. Excerpt: "ERISA plan sponsors are advised to ensure SPDs and/or Explanations of Benefits (EOBs) require plan participants to exhaust all issues through the administrative claims review process before filing suit in court. In Vaught v Scottsdale HealthCare Corp. Health Plan, 546 F.3d 620 (9th Cir. 2008), the Ninth Circuit Court of Appeals held that Vaught could challenge the plan's denial of benefits in district court based on a theory that he had not previously raised in his requests for internal review." (Miller & Chevalier Chartered)
2009 Employee Benefits Survey Report
Excerpt: "SHRM's 2009 Employee Benefits survey report provides comprehensive information about the types of benefits U.S. employers offer to their employees. In 2009, 274 benefits were explored, covering the areas of health care and welfare benefits, preventive health and wellness benefits, financial and compensation benefits, paid time off benefits, family-friendly benefits, flexible working benefits, personal services benefits, housing and relocation benefits, and business travel benefits. The report breaks the benefits down by organization staff size and organization sector and covers trends in benefits offerings over the last five years." (Society for Human Resource Management)
Workscape's Annual Benefits Study: 2009 Results'
Excerpt: "Employees across a range of companies and industries have a newfound appreciation of benefits and organizations have been increasingly able to partner with employees to control rising health benefit costs in a number of different ways, according to the latest findings of a survey of 787 HR professionals conducted by Workscape, Inc., a leading provider of outsourced benefits and talent management solutions, and Workforce Management. [Target page reguires registation to receive the survey via email.]" (Workscape)
Public Perspectives on Health Delivery System Reforms (PDF)
6 pages. Excerpt: "Public opinion indicates underlying support for greater emphasis on primary care, prevention, health information systems and other components of proposed health reform. However, there is also evidence of public concern (1) about the trustworthiness of health care products, providers, and sources of health information; (2) about privacy and confidentiality of medical records; (3) about consumers' capacity and willingness to take on greater responsibility for making health care decisions; and, (4) about the effects of reform on choice of providers and treatment options." (Health Care Financing and Organization)
Insurers Revoke Policies To Avoid Paying High Costs of Treatments
Excerpt: "According to a new report by congressional investigators, an insurance company practice of retroactively canceling health insurance is fairly common, and it saves insurers a lot of money. A subcommittee of the House Energy and Commerce Committee recently held a hearing about the report's findings in an effort to bring a halt to this practice. But at the hearing, insurance executives told lawmakers they have no plans to stop rescinding policies." (Morning Edition via National Public Radio)
Miller & Chevalier/American Benefits Council 2009 Corporate Health Care Policy Forecast (PDF)
Excerpt: "While there are many parallels to last year's survey, the conclusions of the 2009 survey are dramatic. Regardless of their company's size, geography, industry or even the respondent's political affiliation, corporate benefits executives say they are concerned about several crucial health care policy matters. Industry professionals: Support an individual mandate; Overwhelmingly want improving quality to be a priority feature of health care reform; Do not support the establishment of a public health care plan; Do not want their employees taxed on the value their of employer-provided health benefits[.]" (American Benefits Council/Miller & Chevalier)
GM Retirees Face An Uncertain Future
Excerpt: "As a last resort, pensions are somewhat guaranteed by the Pension Benefit Guaranty Corp., a federal outfit. Pensions for retirees 65 and older are guaranteed for up to $54,000 a year. Coverage is lower for younger retirees." (BusinessWeek)
Retirement When Union Pension Collapses
Excerpt: "Gregg Trunell, 43, began planning for an early retirement even before he began his career. Over the years, he and his wife put the maximum amount into their 401(k) plans, thousands more into IRAs and set 2011 as a target date for retiring. But now all bets are off. Trunell's union pension fund took a hit when the stock market plunged." (National Public Radio)
[Official Guidance] Text of Spanish Language Version of DOL Form for Participants' Use in Requesting COBRA Premium Subsidy Denials (PDF)
11 pages. 'Solicitud de revisi?n acelerada de la negaci?n a la reducci?n de la prima seg?n COBRA al Departamento de Trabajo de los Estados Unidos." (Employee Benefits Security Administration, U.S. Department of Labor)
Get Used to a Working Retirement
Excerpt: "There is a major social and cultural message in the current economic collapse to the future retirees of the U.S.: Forget retirement." (BusinessWeek)
[Official Guidance] DOL Explanation to Employees: Appealing a Denial of COBRA Premium Subsidy, Including Online Filing Procedure
Excerpt: "If you believe you are eligible for COBRA continuation coverage and for this premium reduction through a private sector health plan sponsored by an employer generally with at least 20 employees, but your request for these benefits or the reduced premium has been denied, you may apply to the U.S. Department of Labor to review the denial. If your continuation coverage is provided through a Federal, State or local government plan, or if it is provided pursuant to State insurance law, you should direct your request for review to the [United States] Department of Health and Human Services." (Employee Benefits Security Administration, U.S. Department of Labor)
The Art and Science of Delivering Bad News on Layoffs/Benefit Cuts in the Workplace (PDF)
Pages 1-3 of 12 pages. (Milliman)
HHS Will Release Guidance on 'Meaningful Use' of Health Information Technology This Summer
Excerpt: "HHS soon will issue guidance and specifications on the definition of 'meaningful use' of health information technology, National Coordinator for Health IT David Blumenthal said on Friday, CongressDaily reports (Noyes, CongressDaily, 5/8). 'Meaningful use is very much on our mind,' he said, adding, 'We hope to provide a direction and some specifications in the late spring, early summer' (Goldstein, 'Health Blog,' Wall Street Journal, 5/8)." (Kaiser Family Foundation)
Wi$eUp: Financial Planning for Generation X & Y Women
Excerpt: "Wi$eUp is a financial education project targeted to Generation X and Y women. The centerpiece of the program is an eight-module curriculum offered online, as well as in a classroom setting, in educational institutions and other organizations in all ten Women's Bureau regions. In the online program, the curriculum is complemented by an 'Ask the Experts' feature, which permits participants to send questions by e-mail to volunteers with financial expertise. Another feature available to participants in both the online and classroom-based versions is a series of bi-monthly, free one-hour teleconference calls with featured speakers and a question and answer session." (U.S. Department of Labor Women's Bureau)
DOL Close to Issuing Appeals Form for ARRA COBRA Premium Subsidy Program
Excerpt: "The U.S. Department of Labor is proposing a detailed form for alleged 'assistance-eligible individuals' to appeal an employer's denial of the COBRA premium subsidy program under the American Recovery and Reinvestment Act of 2009 (ARRA), and has asked for quick government approval so that the agency's expedited review process for subsidy denials can begin later this month." (Thompson Publishing Group)
Hourly Employees Spared Painful Benefits Cuts in Chrysler Bankruptcy
Excerpt: "Union employees will still receive company-sponsored health care. CEO Bob Nardelli says 'all qualified employee' pension and 401(k) funds would be protected from Chrysler's creditors." (Workforce Management; free registration required)
HSA Basics: A Tri-Fold Brochure for Use in 2009 (PDF)
Can be reproduced, distributed and displayed freely. (U.S. Department of the Treasury)
Employers Underestimate How Much Employees Value Benefits
Excerpt: "Employee and employer perceptions of how benefits contribute to loyalty differ significantly, according to the 7th annual Study of Employee Benefits Trends conducted by MetLife." (Wolters Kluwer)
More U.S. Workers Are Making Greater Use of Employer-Sponsored Health Benefits, Survey Finds
Excerpt: "U.S. workers are making more use of their employer-sponsored health insurance benefits because of concerns that employers could cut benefits or increase costs during the economic recession, according to a survey released Friday by the International Foundation of Employee Benefit Plans, the Milwaukee Journal Sentinel's 'Dollars & Sense' blog reports." (Kaiser Family Foundation)
[Guidance Overview] IRS Explaination on Why Standard Mileage Rate for Medical Expenses Is Substantially Less Than Rate for Business Expenses
Excerpt: "Transportation expenses that are deductible medical expenses under Code Section 213 generally can be paid or reimbursed on a tax-free basis by a health FSA, HRA, or HSA. (Some employers' health FSAs or HRAs exclude medical transportation expenses from the list of reimbursable items to simplify plan administration.) The explanation in the information letter can help health FSA and HRA administrators, who may be asked why the medical and business rates differ so much." (Employee Benefits Institute of America)
2009 Health Insurance Plan Satisfaction Study
Excerpt: "A new study by J.D. Power and Associates shows that customer satisfaction with health care providers varies widely across the United States. The J.D. Power and Associates 2009 National Health Insurance Plan StudySM reports on the results of more than 33,000 health plan subscriber interviews, conducted online between December 2008 and January 2009." (J.D. Power and Associates, The McGraw-Hill Companies, Inc.)
White Paper Touts Advantages of Improved Benefits Communication
Excerpt: "A new white paper released by Colonial Life suggests a strong benefits communication plan can lead to greater employee satisfaction and a stronger bottom line for businesses. Colonial Life contends that employers who discount the value of communication risk wasting their company's considerable human capital investment. According to a press release, the report shows that employers can expect to realize key business and competitive advantages when they implement a strong benefits communication and education program, including decreased turnover, enhanced recruiting, increased enrollments, reduced benefits administration, more engaged and loyal employees, and improved productivity." (PLANSPONSOR.com; free registration required)
America's Health Literacy: Why We Need Accessible Health Information (PDF)
8 pages. Excerpt: "For the first time, there are national data that demonstrate currently available health information is too difficult for average Americans to use to make health decisions. Limited health literacy isn't a disease that makes itself easily visible. In fact, you can't tell by looking. Health literacy depends on the context. Even people with strong literacy skills can face health literacy challenges . . . ." (U.S. Department of Health and Human Services)
[Guidance Overview] Employee Benefits Issues to Consider in a Reduction in Force
Excerpt: "As unfortunate as it may be, sometimes the only effective way to increase a company's bottom line during an economic recession is a reduction in force (RIF). The economic analysis should, however, consider much more than just the terminated employees' salaries. Other considerations include nonqualified deferred compensation, stock plans, bonuses, severance pay, retirement plans, health and welfare plans, and FSAs. This article, while not exhaustive, discusses many of the issues an employer may face and thus should consider when performing the economic analysis of a potential RIF." (Deloitte via BenefitsLink.com)
Communicating Benefit Information During Layoffs Can Be Tricky
Excerpt: "With tens of thousands of U.S. layoffs occurring each month, corporate leaders are trying to negotiate a delicate balance: How do they ensure that jettisoned employees pay attention to sometimes time-sensitive and complex decisions at an emotion-laden time? Even during a routine workday, understanding the various acronyms and terms involved can be daunting: COBRA, lump sum, 401(k) rollover and so on." (Workforce Management; free registration required)
Communicating Health-Care Benefits to Employees and Retirees: Recommended Practice (PDF)
1 page. Approved by the GFOA's Executive Board, February 27, 2009. (Government Finance Officers Association of the United States and Canada)
Majority of Employers Committed to Providing Health Care, According to Survey
Excerpt: "Despite rising health care costs and other economic worries, a majority of large U.S. employers remain confident they will continue to offer health care benefits to workers 10 years from now, according to a new survey by Watson Wyatt and the National Business Group on Health (NBGH). According to the survey, 62% of employers are very confident they will continue to offer health care benefits 10 years from now, down from 73% last year." (PLANSPONSOR.com; free registration required)
Small Group Health Insurance in 2008: A Comprehensive Survey of Premiums, Product Choices, and Benefits (PDF)
26 pages. Excerpt: "In 2008, the average premium for small group health insurance was $346 per month ($4,155 per year) for single coverage and $913 per month ($10,956 annually) for family coverage. Within the small group market, premiums fell as firm size increased." (America's Health Insurance Plans)
How Consumer Choice Affects Health Coverage (PDF)
10 pages. Excerpt: "This paper draws on the experience of large employers to illustrate how consumer choices can affect program costs and discusses program design elements that can moderate the costs of choice. Without understanding the impact of adverse selection and incorporating design components to mitigate its effect, an otherwise well-designed program runs a greater risk of failure." (AARP)
Survey Findings: Challenges for Health Care in Uncertain Times, 2009
Excerpt: "This report . . . highlights employer-sponsored health care programs and other benefits including short- and long-term cost trends, strategy, and design features. In addition, it covers employers' practices, views, and perspectives regarding managing health care costs, improving workforce health and productivity, and cost prevention -- allowing us to identify trends, critical business issues, and opportunities as they develop. [Registration is required to access a PDF of the survey findings.]" (Hewitt Associates; registration required to access survey)
EBRI Databook on Employee Benefits
Excerpt: "The EBRI Databook on Employee Benefits is maintained on-line and updated when new data is available. The date next to each chapter link indicates when data and/or links were last updated in that chapter. The EBRI Databook on Employee Benefits includes data from dozens of sources to provide a comprehensive analysis of how the employee benefits system works, who and what its various functions affect, and its relationship with the U.S. economy. The EBRI Databook includes over 400 tables and charts presenting vital statistics on the employee benefit system." (Employee Benefit Research Institute)
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