Employer Strategies

Benefits administrators have an important role in informing employees of coverage offerings and how multiple benefits can work together. But oftentimes, especially in these days of employer cutbacks and cost-saving measures, that role falls to the employee benefit broker or adviser.

Employers nationwide - both big and small - are watching and waiting to see whether the Patient Protection and Affordable Care Act's state exchanges will succeed when they open for business in 2014. Small employers and those with low-paid or part-time employees are especially interested in finding out whether funneling their employees into an exchange or finding coverage for them through one would be beneficial.

When it comes to addressing end-of-life needs and services, most people know it's important to plan ahead, but many put it off because they would rather not have to think about the topic. It's the aim of companies such as Everest and Hyatt Legal Plans to make those necessary preparations and subsequent requirements as simple and beneficial as possible.

In the candid words of Dr. Becky Hoover, interim director of human resources with the University of Akron in Akron, Ohio, "mediation works."

Benefit administrators, 401(k) vendors, recordkeepers and benefits professionals regularly recommend that participants in qualified retirement plans periodically review and update their beneficiary designation forms. Qualified retirement plans provide that if a married participant dies without a beneficiary designated, the death benefit will be paid to the participant's spouse, unless the spouse consents in writing to appointing an alternate payee. For a single participant, benefits are paid to their estate if no beneficiary is designated. What could be simpler that merely indicating to whom or to what entity a participant wishes their assets to be transferred in the event of death? Unfortunately, numerous issues arise in connection with the simple task of designating a beneficiary.

Multiple sclerosis is a disease that may not show symptoms, and most importantly, no two types of the disease are the same. So, employers may find it difficult to effectively engage and accommodate employees with MS. However, with a comprehensive case management program that also focuses on specialty pharmacy and simple accommodations, employers can foster a welcoming workplace atmosphere while saving on insurance and pharmacy costs.

This is the second article in our Open Enrollment Boot Camp series, in which we are featuring readers' advice for improving this perennial event. The first article focused on OE communications, and is available on our website at ebn.benefitnews.com. Here, we present some of the advice we received from brokers and providers on increasing enrollment in and satisfaction with voluntary benefits.

The flowers are blooming. The mad rush of lost ID cards and questions about new benefits has faded into distant memory. That means that it's time to start planning for next year! Your insurance carriers are calling you to schedule a lengthy meeting to review your annual data from the prior year and attempting sell you additional products and offerings.

Last October, President Obama signed into law the Plain Writing Act, which calls for communications from the federal government that are clear, concise and well-organized. An associate professor of English recently talked to EBN about how employers can incorporate plain language principles into their benefits communications.

Health insurance exchanges under the Patient Protection and Affordable Care Act may pose a threat to COBRA.