Archived Webcasts and Podcasts

As health insurance costs continue to spiral upward at an alarming rate, it has become painfully clear, that the “traditional” strategies of changing insurance carriers, changing plan designs, and changing employee contributions will not and cannot provide any form of sustainability or predictability over the long term. All these strategies do is shift risk from one insurance carrier to another, or shift costs and liability from the insurance carrier or employer onto the employee.
Employers must change their thinking from that or RISK TRANSFERENCE to RISK MANAGEMENT when it comes to their employee benefits program. This presentation will outline the three areas of risk in an employer sponsored health insurance plan, and how to effectively manage that risk.

Wellness Analytics have evolved dramatically in the past few years with the growth of Big Data in health care and the capability of new wellness tools to create and execute on strategy. While analytics have traditionally been very expensive and used mainly for Benefit Plan Design, they are now more cost-effective and being applied to Wellness Plan Design, the next frontier of human resources productivity gains and cost savings. Modern analytics can help you generate return-on-investment through a better understanding of the health status of your entire population, alignment with wellness tools, and effective implementation and evaluation of wellness programs.

This webinar will explain the value of wellness analytics, how the field is evolving, and how they can be applied to help you achieve your population health improvement goals.

Learn how the choices you make could affect your organization.
Now that the Affordable Care Act is here to stay, many employers are asking, "What do I have to do to avoid penalties and minimize costs?"

Register for this complimentary webinar featuring expert advice from Monique Warren, partner at Jackson Lewis LLP, to learn how you can avoid being blind-sided by unanticipated costs in 2014.

In this webinar you will learn how the penalties can be triggered in 2014, their potential financial impact, and how alternatives to avoid these penalties may affect your organization. Employers that have not already done so must put a strategy in place and develop tools and processes to comply before the 2014 deadline.

Attendees at this informative seminar will learn: How to determine whether their company is a “large” employer that is subject to the Pay or Play Rule. How the Pay or Play Rule will affect employer plan design and employees. How an employer can ensure that it does not become subject to a Pay or Play Rule penalty. The definition of key terms, such as “full-time” employee, initial measurement period, standard measurement period, “minimum value” health plan, and “affordable” health plan coverage. When seasonal and temporary employees must be offered health plan coverage. Strategies in selecting measurement periods. Special transition rules for 2014.

Succeeding in your business will require you to stay ahead of the curve and this is no different with your employee benefit plan. To offer a competitive, well-managed and financially sustainable plan will require you to look ahead and examine the trends that will impact you.

Since prescription drugs make up the majority of cost in an extended health care plan, this webinar will focus on drug trend and costs. It will provide you with a foundational understanding of the drug management landscape including a closer look at generic drugs, brand name patents and biologic drugs. Further, we will examine the government, brand manufacturers and insurance companies’ reaction to these trends. The goal of this presentation is to equip you with a better understanding of the drug management landscape so to help you strategize and manage your benefit plan.

Tips and Pointers for Conducting a System Implementation Presented by Tom Sonde of SilverRoad Solutions Implementing new technology does not guarantee efficiency. There’s a lot more to a successful system implementation then simply letting your IT department hire a system implementation firm to install your new software. Surveys have reported that up to 90% of organizations are dissatisfied with their HR system. While some of the blame should rightfully be directed at the software provider a significant portion of the issues can be traced directly back to an inadequate implementation. Whether you are implementing a traditional HR system, one of the new cloud based systems or an add-on such as an online recruiting solution there are a host of things you, as the HR practitioner, should address. This session will identify and discuss the keys to a successful implementation. It is non-technical and is designed to provide the HR practitioner with practical tips for conducting a systems implementation. What You Will Learn: 1. Why system implementations fail, who is to blame and how to avoid them. 2. What are the key areas to focus on and how to address them. 3. How to marry process with technology and apply best practices. 4. How to take advantage of delivered system functionality

Be Well To Do Well: An Integrated Health Model for Individuals and Organizations In most organizations, over 50% of the total healthcare costs are due to presenteeism, which is the loss of productivity due to a health related issue. Your employees may be showing up for work, but are they functioning at an optimal level committing their best energy to their work or are they functioning at a diminished capacity because of high stress, physical inactivity, poor nutrition, or inadequate sleep? In this session, we’ll explore the compelling case for employee health and well-being as a strategic business imperative for employee engagement and sustainable competitive advantage. We’ll examine: 1) The spiraling costs of poor health to individuals and organizations and the demographic trends driving the cost increase 2) The critical importance of nurturing the whole person for optimal performance and personal fulfillment 3) An Integrated Health Model which identifies the 10 key areas necessary for well-being in mind, body, and spirit 4) How to get started on an employee health initiative in your company In this era of global competition, organizations need each person functioning at his or her best. When team members are healthy and well, the result is reduced benefits cost, increased innovation, creative problem solving, retention of top talent, and a winning culture where people are well, so they do well.

This session will support Human Resource professionals with understanding the value of a full replacement CDHP with HSA benefit design and how to overcome the implementation pitfalls associated with most of today’s CDHP plan designs. Attendees will be provided with the key aspects of the most efficient and effective implementation for a full replacement CDHP strategy and how to use these strategies to create a culture of health and promote personal accountability and responsibility for health among employees. Sustainable health behavior change cannot be achieved unless the appropriate benefit and wellness programs are strategically aligned. A full replacement CDHP approach supports intrinsic motivation that yields sustainable individual health behaviors and results in healthcare affordability. The equation is clear: Accountability + Responsibility + CDHP = Healthcare Affordability. The webinar will discuss: · SaaS technology · Point of Service Payment Systems · Simplified Single Plan Design Approach · Key Drivers of CDHP Success · How to Force HSA savings · Debit Card Risks and Elimination · Elimination of Employee Anxiety · Transparency and Behavior Change tools · Intrinsic motivation and rewards · Wellness · Healthcare Affordability/Self-Funded Arrangements

It’s not that we don’t have the data; it’s that we haven’t found an efficient way or technology that connects it with our Health Care Providers and Wellness Activities to make it useful. Sound familiar? Well, you’re not alone. In this 45 minute fast-paced Webinar, we’ll show you how leading companies are utilizing the latest technologies to integrate health screening and Wellness data to optimize the success of their Wellness Programs. BioIQ’s 2012 Wellness and Screening Survey of over 270 national employers, brokers, and wellness companies discovered that data integration was the leading factor when considering a screening or wellness vendor. The US Department of Health and Human Services’ has been on a decade-long quest to create portability and greater usage of electronic health data, and human resource professionals are increasingly in need of this data to actually quantify the results produced by their wellness efforts. These facts substantiate the need for better application of technology and strategies in order to make sure that you are getting the most bang for your buck in your wellness efforts. In this 30 minute fast-paced Webinar, we’ll show you how leading companies are utilizing the latest technologies to integrate health screening and Wellness data to optimize the success of their Wellness Programs. BioIQ’s 2012 Wellness and Screening Survey of over 270 national employers, brokers, and wellness companies discovered that data integration was the leading factor when considering a screening or wellness vendor.

Benchmarking Total Rewards, including Executive Benefit Programs, allows plan sponsors to determine how they are positioned within their peer group of companies. In addition to information about cash and equity plans, this benchmarking also provides peer comparisons of retirement benefits derived from corporate contributions to qualified and nonqualified plans.

Companies that know their retirement data can:

• Quantify career retirement income replacement ratios for top executives
• Compare plan designs
• Identify company contributions by source and strategy
• Determine how your retirement plan strategies compare with peers
• Provide analytical data to support:
  • Integrating executive retirement plans with the Total Rewards Strategy
  • Best Practices plan recommendations