Health and wellness

At a World Health Care Congress session, advisers learned new ways to get the attention of their clients’ top executives.

As more employers move to self-insure, carriers are in search of new value propositions.

For employees with HDHPs, these two savings vehicles offer numerous advantages.

CVS Health Corp. said it’s making progress in the regulatory review of its $68 billion deal to buy health insurer Aetna

The percentage of employers offering benefits including telemedicine, stress reduction programs and 24-hour nurse lines jump to accommodate an always-on workforce.

More are embracing the insurance model, as firms realize cost savings, plan flexibility and employee satisfaction that can manifest itself as soon as the first year after implementation.

For employees with HDHPs, these two savings vehicles offer numerous advantages.

But many advisers remain optimistic that the three-way partnership will succeed at restructuring healthcare costs.

H-E-B’s facilities boost workers’ investment in health and put a primary care mindset first.

Advisers need to guide their clients around these three obstacles.

Companies should build a culture of tolerance, educate employees so they can challenge misconceptions and offer benefits that make seeking care convenient and private.

Employers must take action to address the mental health among their employees.

A recent report from Democrats on the Joint Economic Committee says that Social Security is being threatened, and the federal government should consider modernizing and enhancing the program.

National Rural Electric Cooperative Association partnered with Teladoc to reach as many rural members as possible and increase healthcare engagement.

The percentage of employers offering benefits including telemedicine, stress reduction programs and 24-hour nurse lines jump to accommodate an always-on workforce.

A majority of employers and industry insiders surveyed by Venrock are worried the effort is going to “face substantial challenges and take lots of time.”

Many workers aren’t using their pre-tax dollars as wisely as they could. But employers can help them avoid inappropriate care with tools that support informed medical decision-making.

Overwhelmed and anxious, employees who care for disabled and challenged loved ones have their own unique requirements.

Concerns over privacy and reimbursement programs have cast a shadow on these popular and beneficial programs.

Many pharmacy benefit managers promote discounts and drug rebates that may look good on paper, but often provide no transparency of true costs. This can result in employers paying much more than they should.