Many pharmacy benefit managers promote discounts and drug rebates that may look good on paper, but often provide no transparency of true costs. This can result in employers paying much more than they should.
With the high cost of healthcare in today’s marketplace, it’s more important than ever for employer programs to encourage not only physical health, but financial health as well.
The typical COBRA beneficiary costs employers far more in claims expenses than an employee’s cost of coverage. Andrea Riggs, Director, Communications and Partner Marketing, GetInsured, discusses the cost savings and other advantages of public exchanges for both employers and employees.
Many company leaders feel prepared for the upheaval that emerging technologies represent, but few are ready for the operational, competitive, cultural and security shifts already taking place.
Foreign hackers are learning that $5.3 trillion of retirement plan assets are ready for the taking, leaving plan sponsors and participants susceptible to theft.
Many pharmacy benefit managers promote discounts and drug rebates that may look good on paper, but often provide no transparency of true costs. This can result in employers paying much more than they should.
Employers should concentrate on adopting measures that enable seamless plan-to-plan savings portability for participants, especially for employee accounts with less than $5,000.
The impact of accelerating change is real – every organization is under intense pressure to control costs while building and equipping an agile workforce.
