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U.S. Healthcare costs are estimated to grow from 2.5 trillion in 2009 to 4.6 trillion in 2020. In addition, average health insurance premiums that employers pay have escalated from $13,770 in 2010 to $15,073 in 2011, a one-year increase of 9%. With the state of the U.S. economy and healthcare costs on the rise, employers are faced with finding creative ways to contain their ever rising costs for employee healthcare. As a means to lower healthcare costs, some employers have moved to consumer-driven health plans (CDHP), which is less expensive for employers and claims are often paid using employee controlled health savings accounts (HSA), versus the more traditional fixed health insurance benefit plan. Estimates suggest that approximately 73 percent of employers are planning to offer at least one CDHP plan in 2012.
Many companies believe that for CDH plans to make the biggest impact on U.S. healthcare, it is essential to integrate corporate wellness programs into the overall program. This empowers employees to take responsibility and take charge of their health. Workers who are overweight or obese and have other chronic health conditions miss an estimated 450 million additional days of work each year compared with healthy workers -- resulting in an estimated cost of more than $153 billion in lost productivity annually. (Gallup Wellbeing, October 2011).The goal of a wellness program is that employers are able to keep the rising cost of healthcare down while improving overall employee health, lowering absenteeism and improving employee morale and productivity. The results speak volumes-according to a 2011 survey by Harris Interactive, 52% of workers said they have more energy to be productive at work by participating in a wellness program. With these higher deductible CDH plans, healthcare responsibility is shifted to employees, which means? taking responsibility for their personal health care and improving their overall health and well-being. At the same time, this offers significant savings for employees because any money that is not spent from their HSA each year can be saved tax free.
In this presentation, attendees will hear about:
• why companies are combining CDH plans with integrated employee wellness programs
• how activity tracking/monitoring technologies enable CDH plans
• key elements for employee engagement and success
Who Should Participate
Benefits, compensation, and general human resources executives and practitioners
Extra Learning Material
All Registered HR.com members are also eligible for:
Center for Medicare & Medicaid Services Office of the Actuary National Center for Health Statistics "Working Well: A Global Survey of Health Promotion and Workplace Wellness Strategies,” Buck Consultants The Principal Financial Well-Being Index, a 2011 Survey by Harris Interactive
What You Will Learn
In this presentation, attendees will learn why companies are combining CDHC plans with integrated employee wellness programs, how activity tracking/monitoring technologies are enabling CDHC plans, and key elements for corporate wellness employee engagement and success.
Who is Eligible
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