Benefit plan design

Flush with victory from election night, Republican strategists are delving into possible measures to repeal or significantly hamper existing health care reform legislation.

Of course, everyone is fighting tooth and nail to retain grandfathered status for their health plans under the Patient Protection and Affordable Care Act, and rightly so.

Like Santa, I imagine you’ll be making a list and checking it twice (20 times?) to make sure you have all your talking points in order so you can communicate effectively to employees how the Patient Protection and Affordable Care Act will affect their benefits enrollment options.

Of all the things employers have to worry about since the passage of the Patient Protection and Affordable Care Act—and there are quite a few — it’s understandably the Cadillac tax on high-cost health benefit plans that has them the most concerned, according to new survey results from Mercer.

We have another podcast post today, this time with Heather Gatley, executive vice president of HR Services and general counsel for AlphaStaff.

So, we’ve had some time to start to digest the biggest components of the Patient Protection and Affordable Care Act, when they go into effect and the implications for your health plans.

Forgive me, pros. I’m a little bleary-eyed today, since I stayed up until after midnight to get the official vote tally (219-210, by the way) and real-time analysis of Sunday’s House vote on health care reform.

Americans work longer hours than people in most other developed countries, including renowned workaholics in Japan. As a result, work-family conflict is much higher in the United States than in other nations.

I’ve long maintained that President Obama’s statement on health care reform that “If you like your coverage and your doctor, you can keep it,” was naïve at best and an outright lie at worst.