Healthcare benefits

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.

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.”

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.

Brokers can use advanced data analytics to drive partnerships with self-insured employers, says Advanced Plan for Health’s Neil Godbey.

Adviser Paula Beersdorf offers employers different routes to becoming self-insured.

But a recent study finds that despite rising engagement levels making smart healthcare purchase decisions is still a struggle.

Spurred on by full-time employees, the Silicon Valley firm is now offering rich perks to non-staffers.

Workers are becoming better medical consumers, but could still use help from employers when it comes to understanding some of the finer details, NBGH says.

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

EBRI analysis of five surveys show enrollment trending down over the past decade, but bullish signs persist.

The 32-year-old vice president of the technology practice at Parker, Smith and Feek motivates employees to seek high quality providers for affordable procedures.

Some advisers are using this approach to help self-insured employers control costs. But it’s is not without controversy.

By helping employees make better choices, employers can get more out of their benefits investment.

This rural-Missouri adviser won deep discounts from local-area providers for the benefit of her self-funded and group captive clients.

By helping employees make better choices, advisers can help clients get more out of their benefits investment.

Employers should consider these programs to help control medical expenses while maintaining employee coverage levels.

Tim Doherty, head of Pinnacle HR Solutions, seeks out employers with a strategic view of health benefits.

Employers should consider a number of major factors, including stop-loss coverage and reimbursement models, before making the move.

Both savings vehicles are important. Here are some useful guidelines for advisers seeking to help employees prioritize their savings objectives.