Join one of the nation’s most well-recognized consulting teams to explore the new world of company retirement plans. In this session you will learn about the history and evolution of defined contribution & defined benefit plans; the focus of Department of Labor audits; understanding your responsibility as a Plan Sponsor and/or fiduciary; and how to create the optimal defined contribution plan for your employees. “Thinking Beyond the Box” will empower you to demand more out of your service providers and help better understand all of the moving parts in a 401(k), or other defined contribution plan and most importantly help you understand your fiduciary responsibility.
A fundamental disruption in America's health insurance market is well underway. For years the employee benefit purchasing experience has consisted of the employer choosing benefits, setting deductibles, deciding on co-pays, and shifting costs to employees to help pay for those choices. The end result hasn’t been pretty. Deductibles have increased. Co-pays have increased. Despite ever rising premiums, an employee can easily spend $5,000 or more out-of-pocket even with insurance coverage.
Learn why so many companies are moving to defined contribution health plans and private exchanges to break the cycle of ever increasing cost as employees become knowledgeable consumers and active participants in the benefits purchasing experience.
Employer sponsored health plans have evolved significantly over the past few years, and employers have access to a myriad of tools and resources to assist them in managing risk, performance, and efficient utilization within their health plan.
Basic services such as claims payment, disease management, data analytics, etc. have become so complex and use terms that have become so nebulous in their meaning, that employers need to have a better grasp of the capabilities of each aspect of their plan. Additionally, they require a deeper understanding of the roles and responsibilities of each piece of their plan, and how those pieces come together to form a complete program.
With Health Care Reform as the catalyst, we will deeply explore each aspect of both a fully-insured and self-funded health plan. We will also discuss what high performing companies, vendors, and employers are doing, and what you should be asking of your partners.
Employers with 500 or more employees and self fund their group health benefits now can participate in the “Big Data” revolution and bring new capabilities and immediate cost reduction strategies to their Self-Funded Health Plans.
Employers can reduce their medical spend immediately by leveraging data mining and analytics. Up to 10% of your medical spend is lost due to waste, abuse and fraud. Until recently, it was virtually impossible to identify and fix these problems.
To reduce costs and liability risks, employers must effectively manage the “5 Levers of Self Funded Management Control.” As a result of technology improvements, Plan Sponsors can dramatically reduce their cost, and Fiduciary liabilities.
In this presentation, Jason Rothman, an employee benefits attorney with the international labor and employment law firm of Ogletree, Deakins, Nash, Smoak and Stewart, P.C. will cover two key employee benefit plan issues that all employers must understand: (1) the Affordable Care Act employer mandate, including guidance issued this summer delaying employer mandate assessments until 2015; and (2) the U.S. Supreme Court’s recent decision in the case of United States v. Windsor ruling that Section 3 of the Defense of Marriage Act (DOMA) is unconstitutional. These two developments significantly impact employee benefit plans and require employers to take strategic action in the near future to comply with the requirements thereunder.
Employers and HR departments who are ahead of the game concerning Healthcare Reform are will excel above those who aren't. This presentation will be a good resource from a planning and execution phase this year as we work through this ever-important navigational transition happening now. You'll learn about the entire delivery system from the time you sign the expensive group insurance rates to the time your employee walks in the door at the doctors office and how it all ties in. Stay up to speed on the newest trends, technology, and tolls available to you and your staff as well.
Good business decisions require good data, and that’s one of the areas that HR has historically struggled. Not that HR hasn’t provided reams of reports on performance distributions, compensation change percent and time to hire, but are those really the information needed to make better business decisions? With HR moving from tactical resource to strategic mover and shaker the time of status reporting is past. HR must be able to answer cause and effect questions that are more predictive than reactive. Industry experts will review the areas that must be improved to create HR metrics that can stand side-by-side with the numbers from Finance, Product Development and Sales.
Decision support tools can help your employees understand, appreciate and make better use of their benefits - and at the same time, the analytics derived from these tools can help you improve your programs and increase employee engagement and satisfaction. Without tools and analytics, you and your employees are planning in the dark.
Join us for a one-hour webcast that will provide insight into how ADP's Decision Support Tools and Analytics can help you drive desired results.
During this informative webcast, we will also delve into a real-life case study and look at the results achieved by one of our clients: increased enrollment in desired health plans, increased tax savings for employees and increased FICA savings for the employer.
Under health care reform, voluntary benefits will play an increasingly important role in many employers’ benefits strategies. Many employers will shift toward providing only bare-bones core medical coverage and transferring more responsibility for additional coverage to the employee via voluntary benefits offerings.
In this webinar, you'll learn how employers are reacting in different ways to changes under the Patient Protection and Affordable Care Act and how voluntary benefits could help you react seamlessly to these changes. We'll outline key ingredients for a successful voluntary benefit program, commonly offered voluntary benefits, and ways that voluntary benefits can solve employers' and workers' headaches under health care reform.
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.