Wellness

The Obama administration says it will investigate benefit plan designs for discrimination and suspect practices that discourage people with costly medical conditions from enrolling in a plan.

Commentary: Why understanding the impact of health plan costs, employer contribution and employee demographics is vital to sponsoring benefits in 2015.

Commentary: Why understanding the impact of health plan costs, employer contribution and employee demographics is vital to sponsoring benefits in 2015.

Most folks would agree that if something isn’t broken, then there’s no need to fix it, but few believe that argument applies to the Affordable Care Act. A flurry of recent research suggests that Americans think the polarizing law deserves public patience, while other findings note that it’s still unpopular.

In light of recent EEOC actions, what should employers with wellness programs that ask disability-related questions or require medical examinations do to minimize the risk of a violation of the Americans with Disabilities Act?

The Obama administration says it will propose to let employers offer wraparound coverage to certain low-wage employees purchasing individual health insurance on and off the exchanges.

Reducing health care costs is still the No. 1 reason U.S. employers implement wellness programs.

The obituary for traditional wellness programs has been widely published, though perhaps not universally acknowledged. What, indeed, went wrong?

To really dig deep into private exchanges, it would behoove employers to understand some of the characteristics different exchanges offer.

It’s been a year of massive growth for private exchanges, with estimates of more than three million people receiving employer health benefits through them by mid-2014, according to business management consultancy Accenture. Yet, 2015 is expected to see even more growth and acquisitions.