Archived Webcasts and Podcasts

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.

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.

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

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

This course reviews the Affordable Care Act. The first part of the course discusses the general requirements of the Affordable Care Act, including those requirements that apply to companies today. Specifically, the course discusses the extension of dependent coverage to age 26, limits on pre-existing conditions and essential health benefits, coverage of emergency services, cost-sharing restrictions on certain preventive care coverages, the new appeals process, initial authorization by primary care physician restrictions, limits on reimbursements of certain medications, automatic health plan enrollment, additional preventive services, non-discrimination requirements, and more. The second part of the course discusses requirements that take effect in 2012 and beyond. Specific topics include health FSA salary reduction contribution limits, Medicare Part D subsidy elimination, changes to waiting periods, limitations on pre-existing conditions and essential health benefits, restrictions on cost-sharing, clinical trial requirements, wellness programs, new Summary of Benefits and Coverage regulations, new HIPAA certification requirements, state Exchanges, the individual mandate, and more. Penalties and taxes associated with non-compliance are also reviewed. Among the penalties and taxes that are reviewed are: the Code section 4980D health plan non-compliance excise tax, the excise tax on HSA distributions for non-medical purposes, the annual fee assessed on plan sponsors, medical loss ratio rebates, medical expenses deduction limit, additional FICA and SECA payroll tax, new investment income tax, $2,000 penalty for each full-time employee who seeks coverage through Exchanges, $3,000/$2,000 penalty for each full-time employee who receives a subsidy because employer’s coverage is unaffordable, annual fee on certain entities that provide health insurance, reinsurance fee, 40% excise tax on “cadillac” insurance plans, and more.

The Importance of Benefit Communication will be discussing all aspects of open enrollment from: 1) Employee and Employer needs and trends and ways to save cost to bottom line. 2) Benefit selection including: product lines, differention, and how to ask the right questions to achieve the best overall plans 3) Different styles of benefit communication to fit different learning needs. 4) Questions to ask to choose a communication company that works best for your needs. 5) Different benefits available and how to choose the best ones for your needs. 6) Products and services that can help maximize your enrollment at little or no cost to your bottom line.