Employee benefits

The changing dynamics of carrier competition, the effect of insurance M&A on the market and influence on prescription drug availability are all ways employer-based healthcare may be impacted.

By tying its clinical database to physicians’ EHR systems, the drug chain hopes to avoid patient sticker shock and prescription abandonment at the point of sale.

A number of large employers are responding to the troubling trend by offering financial wellness and education programs to employees.

The MEP will initially cover 9,500 employees, but more universities are expected to join.

Three hundred large hospital systems are teaming up to control rising drug costs. But even their firepower might not be enough.

A rumored acquisition could give the nation’s largest employer control of healthcare for its 1.5 million U.S. employees, drive down costs and increase the number of employers looking to disrupt the industry.

For small to midsize employers, these vehicles provide numerous advantages previously only available to larger enterprises.

By taking these into account, employers can do a better job helping employees prepare for their golden years.

There can be substantial penalties for those who are late to sign up, but when exactly is that deadline?

Three of the country’s most important companies have allied to take control of their healthcare costs.

Advisers take note: Industry expert Lindsay Resnick says runaway costs are driving employers of all stripes to reject the benefit market’s status quo.

The agency uses Letters 226J and 227 to assess ACA penalties, and firms that receive them could have millions at stake.

Medical trend, workforce health and operational efficiency and employee productivity are three key metrics to consider when evaluating ROI.

Despite arguments to the contrary, the combination is unlikely to lower prescription costs for employers or employees.

Because marijuana is still treated as an illegal substance at the federal level, providers don’t get the same write-offs as other federally regulated business.

A reluctance to auto-enroll employees is one reason, but there are others for companies to consider.

Addiction recovery costs are skyrocketing for companies, but employee education on drug usage can help stem the tide.

By taking these into account, employers can do a better job helping employees prepare for their golden years.

GAO requests that the IRS clarify how taxpayers report their participation to gain understanding of plans that could lead to exemption.

Contributing $300 a month to a 401(k) over 40 years with an average 7% return will result in more than $700,000. So the benefits are there, but do your employees know the details?