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Midwest Business Group on Health Comment Letter to IRS on 'Cadillac Tax' (IRS Notice 2015-16) (PDF)

"The Cadillac tax is a unique revenue generating mechanism that presumably targets excessively generous employer-sponsored health insurance packages, thereby increasing incentives for the prudent and efficient use of care. The tax is not intended to work at cross purposes with the general concept of employer-sponsored insurance, undermine the overall movement toward consumer directed care or hinder an employer's ability to offer cost effective strategies for improving the health and wellbeing of their workforce. The regulatory implementation of Section 4980I must serve these narrowly tailored objectives."

Considering Authorized Generics in Pharmacy Benefits Design (PDF)

"The FTC reports that [authorized generics (AGs)] can bring down [costs compared to] similar retail generics by 4-8%. When offered without a retail generic there is a 7-14% savings compared to brand price. This savings can be significant given the cost of some brand drugs.... Here are steps employers can take now to improve use of Authorized Generics."

Transforming Pharmacy Benefits: The Role of Biosimilars in Driving Down Costs (PDF)

"If employers are serious about driving down costs, while ensuring their members have access to therapies that treat complex chronic, life threatening and rare medical conditions, this is the time to act on the use of biosimilars. Here are steps employers can take now[.]"

Drawing a Line in the Sand: Employers Must Rethink Pharmacy Benefit Strategies (PDF)

"This report offers a call to action on the key issues and important steps public and private employers can take to: [1] Understand how today's pharmacy benefits model, with multiple parties in the middle, contributes to higher costs in the supply chain; [2] Identify ways to work with intermediaries to reduce unnecessary costs and drive efficiency."

Despite Delay in Excise Tax, Employers Continue to Explore Value of Private Exchanges and Cost Management Strategies (PDF)

"When asked if they would consider using a private exchange for full-time active employees before 2019, 6% of employers responded they have contracted with an exchange, the same percent as in 2014 ... [S]omewhat fewer (40% versus 41%) indicated they are still considering this strategy. Over half of employers (53%) agreed that if an industry peer moved to a private exchange they would be more likely to do so. The rate of employers considering the public exchange for full-time active employees did not change year over year (16% in 2014 and 2015)."