Healthcare issues

The strategy involves anticipating the needs of those employees who use the most resources in between doctor visits and automating processes to manage their treatment plans.

Few programs can provide hard data or credible testimonials showing that they solidly improve health outcomes for employees or cost for benefit plan sponsors.

The chief drivers of cost in any healthcare plan are the sickest patients in the pool, prompting clients to consider options that specifically address chronic care management.

The Northeast Business Group on Health says digital tools can make a difference in controlling chronic conditions among employees.

The key issue for benefit plan sponsors in Zubik v. Burwell is whether the Affordable Care Act’s contraceptive-coverage mandate requirements and its accommodation violate the Religious Freedom Restoration Act.

How the concept of paying employees to encourage certain behaviors is making its way into other areas of benefits that advisers need to know about.

Steve Miller, the pharmacy benefit manager’s chief medical officer, addresses the key cost drivers and what the PBM is doing to guard against increases.

Steve Miller, the pharmacy benefit manager’s chief medical officer, addresses the key cost drivers and what the PBM is doing to guard against increases.

Michael Thompson discusses how the National Business Coalition on Health plans to address consolidation in the benefits industry and a proposal for a well-being institute.

Employers are familiar with wellness incentives, but the concept of paying employees to encourage certain behaviors is making its way into other areas of benefits.

Michael Thompson discusses how the National Business Coalition on Health plans to address consolidation in the benefits industry and a proposal for a well-being institute.

Presidential candidates are unlikely to advocate for any of these changes so it’s up to employers and their advisers to take a run at them.

But don’t expect any of the presidential candidates to advocate these changes. More knowledgeable stakeholders like advisers are going to have to take a run at this.

Has the benefits industry made compliance more complicated than necessary?

Offering a plan that meets the minimum value standard and the federal poverty line safe harbor to everyone working 30 hours or more would eliminate the headaches associated with the employer mandate. So why aren’t more employers doing it?

As the number of consumer-driven health plans continues to increase, employers are looking to voluntary benefits to help offset potential gaps in coverage.