"Drug prices (93%), high-cost claims (87%) and hospital costs (79%) are most significant cost drivers of employer-sponsored health benefits coverage for employees and their families. ... [A]lmost half (47%) of employers are using centers of excellence and within the next 1-3 years many employers are considering tiered networks (46%), site of care (43%), contracting and performance guarantees tied to Medicare pricing, and reference-based pricing (36%)."  MORE >>

"Common strategies [to curb costs] include making changes to plan design (39%), increasing deductibles or out-of-pocket maximums and implementing narrow networks (30%), and offering contingent cash in lieu of insurance for spousal plan selection (21%).... Benchmarking employee benefits is necessary for employers to ensure they attract the best talent and get the most out of their current employees."  MORE >>

"The types of initiatives employers are considering include going out to bid for their health insurers and pharmacy benefit managers to try to get lower prices ... [B]enefits such as support for caregivers, for which there has been employer interest in the past two years, 'may not be top of mind now' because the return on investment is longer term ... Employers also are looking at more limitations on health provider networks and coverage plans that encourage employees to go the 'best quality, most efficient providers'[.]"  MORE >>

"[E]mployers in the state are banding together to negotiate lower prices for health care services. The state government is one of 12 employers that have agreed to join the alliance and will be the first to use the newly negotiated rates and consumer incentives. The goal is to disrupt what's considered a dysfunctional market for health care by encouraging employers and employees to make better choices and forcing health systems in the state -- which have some of the highest prices and profits in the country -- to cut their rates."  MORE >>

"The Tenth Circuit upheld the district court's dismissal in favor of the employer, finding that the employee did not submit sufficient evidence to establish a 'cat's paw' theory of liability because she had failed to show that those responsible for her firing were influenced by the retaliatory motives of her supervisor.... [The court] noted that the employer's policy of obtaining considerations by independent decision makers when making FMLA termination decisions insulated the employer against allegations that the supervisor's bias led to her firing." [Parker v. United Airlines, Inc., No. 21-4093 (10th Cir. Sep. 26, 2022)]  MORE >>

"[The Employee and Retiree Access to Justice Act (ERAJA)] amends ERISA in two important ways that will lead to much more ERISA retirement plan litigation.... [1] ERAJA would invalidate and render unenforceable any arbitration provisions, class action waivers, and representation waivers for the purposes of claims brought under ERISA Section 502 as well as common law claims.  ... [2] ERAJA would also legislatively remove the ability of plans to give the plan administrator discretion in deciding claims and having the administrator's decision be given deference by a reviewing court[.]"  MORE >>