Wellness

President Barack Obama said on Monday he was confident the U.S. Supreme Court would uphold the health care reform law that has been one of the signature issues of his presidency.

Clients that measure every task in terms of immediate ROI are not getting to the heart of the corporate wellness program - the health of their employees.

ERISA defines a multiple employer welfare arrangement as an employee welfare plan or any other arrangement which is established or maintained for the purpose of providing welfare benefits to the employees of two or more "unrelated" entities. Thus, if a welfare plan is maintained by an employer for the exclusive purpose of providing benefits to that employer's employees, former employees (e.g., retirees) or beneficiaries (e.g., spouses, former spouses, dependents) of such employees, the plan will be considered a "single employer" plan and not a MEWA.

Almost all efforts to drive participation in wellness programs focus on motivation. Initiatives like inspiring messages, rewards and incentives, attempts to "make it fun," readiness-to-change surveys and activity tracking often try to address what common sense tells us is missing: People simply lack the motivation to change.

Among the most controversial requirements of health care reform is a preventive care provision that requires all insurers and nongrandfathered health plan sponsors to cover contraceptives without a deductible or copayment. Coverage includes all FDA-approved contraception methods, sterilization procedures, and patient education and counseling.

Would hospitals and health care providers really do a better job if they were paid based on outcomes? A recent push from the federal government and the business community alludes that pay for performance initiatives is an effective health care strategy, but a new study out shows that based on actual outcomes, it is not.

Protesters packed up signs and TV talkers put away their microphones Wednesday night, the beginning of the long wait till the Supreme Court decides the fate of the Affordable Care Act.

Just as bright yellow “Don’t Tread on Me” and American flags flew high in front of the Supreme Court this week, so did the tempers of the crowds of supporters and opponents of health care reform gathered outside.

Wednesday may be the stickiest part of the three-day hearings at the Supreme Court regarding health care reform’s individual mandate, as the issues being argued on this final day have the greatest potential to make HR/benefits managers lives — and those of the employees and families they serve — quite complicated. What is at hand today is the issue of “severability,” whether the entire Patient Protection and Affordable Care Act must fall if the insurance mandate is found to be unconstitutional, or if the other remaining parts of the law can survive.

The Supreme Court steps were abuzz Tuesday morning with supporters, opponents and onlookers, as they either championed the Patient Protection and Affordable Care Act, called it a major setback to religious freedom and personal liberty, or simply wanted to observe the scene surrounding the historical arguments first-hand.