Benefits Think

While it does not solve all problems, virtual care offers a highly flexible, low resource approach that, with many patients, can deliver a positive care experience with equal or better quality at lower cost.

While recessions are almost impossible to predict, employers can plan for the financial impact caused by workforce adjustments that inevitably happen every year.

Employers can consider several alternatives to craft an open enrollment and benefits education and engagement strategy that addresses these issues.

To ensure employees feel comfortable returning to the workplace, company leadership needs to know how they feel about coming back and what safety concerns they may have.

Employers and leaders can set a tone that emphasizes concern for employee wellbeing by offering compassion, honesty and openness.

The startup world is a perfect microcosm for these strange times — while the outlook may seem bleak, especially for startups counting on 2020 fundraising rounds, there are actually more opportunities for growth in a time of crisis than ever.

A good return-to-work solution should involve a mobile app or a screening survey that allows employees to perform a daily self-assessment, but this should work in tandem with virtual care or telehealth services.

These pivotal decisions are tied to an already complex web of issues related to liability and safety, employee needs and preferences, and capabilities, that are now amplified by coronavirus.

Now is the time to reimagine your enrollment process and ensure you have the tools in place to communicate your benefits clearly.

For most employers, just 1% of their members are driving 40% or more of pharmacy benefits costs.