Employers, governmental entities and even employees, brokers and consultants are all still after 4 years trying to understand the impact of HealthCare Reform on employee benefits. Defined Contribution Health benefit plans are again, and have been many times since 1978, being explored as a viable option. Why there is demand, who should be covered, and how it works with PPACA will be explored. Private and Public Exchanges and Cooperatives will be explained and recommendations as to what employers and their brokers can do for the rest of 2014 and 2015 will be made.
This presentation is designed to address the latest Benefit which is called a Defined Contribution Health which can be funded with Employer contributions to a FSA, HRA, or even to a HSA. We will look at whether there are limits as to funding levels and its impact on discrimination testing. We will also look at Private and Public Exchanges versus the growth of Cooperatives in each State and new voluntary benefits like Telemedicine and how it could work with Partial or Full Self-Funding will be addressed.
Questions and Answers will be addressed at the end of the presentation.
Rising medical and health insurance costs, Healthcare Reform’s intense focus on consumerism, and the diverse needs of a multi-generational workforce are creating a turbulent employee benefits environment. Voluntary products provide a safe haven, offering choice of expanded coverage options and meeting the unique needs of each employee at little or no cost to your organization. In this webinar, Corporate Synergies’ Voluntary Benefits Subject Matter Expert, Ciro J. Giué, will guide you through options that will help:
• control health and welfare benefit costs to your organization
• meet the unique insurance needs of your existing workforce
• help attract and retain quality job candidates
This session will assist HR professionals navigate the world of mergers and acquisitions as they relate specifically to benefit plans and qualified retirement plans. This session will discuss timing issues, potential issues that can cause delays in closing, how to deal with those potential issues, and how to handle employee relations issues as they arise. For benefit plans, these issues may come from cafeteria plans and how FSA accounts should be/can be handled, COBRA responsibilities, and MEWA issues. For qualified retirement plans, there are notice and timing rules that must be followed as well as qualification issues that may be discovered during the due diligence process. This session is for every HR professional who handles the administration of their company benefit plans and qualified plans.
Stress is known to have a negative effect on an individual’s physical and mental health, and when those individuals are part of your work force, it also affects your company. When employees are stressed from legal or identity theft issues, their health suffers and medical claims may go up. Stress not only increases absenteeism, it has also been shown to have a negative effect on productivity.
Learn more about how legal and identity theft protection plans reduce stress and help to improve employee wellness by giving them uncomplicated and affordable access to the legal assistance they need to protect themselves and their families.
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.
Healthcare reform is here and it is contributing to an explosion of part-time workers, even as the government tweaks ACA deadlines. While the employer mandate is delayed, effective January 1, 2014, individuals are required to have health insurance or face fines. Many employers have begun managing their employees to fewer than 30 hours per week. These employees look to their employer for solutions and even if the benefits are voluntary, employees appreciate the knowledge of an HR department, the ease and pre-tax benefits of payroll deduction, and the knowledge share among co-workers. How can you attract and retain the best part-timer workers?
This seminar will present an overview of the need (or lack thereof) for legal and identity-theft mitigation offerings in the voluntary benefits marketplace, including a comparison of the approaches, the prices, and the “players” in the industry. We will discuss the definition of “legal need” and “identity theft,” and compare the targeted offerings to the assistance provided by an EAP. We will touch on different factors in determining offerings and enrollment conditions, as well as industry- and sized-based concerns. Of particular interest will be the information showing how identity theft impacts both the employee and the employer, and how both share the risk.
This presentation will explain why employers must lead the way in preparing the nation for the caregiving tsunami that is poised to devastate productivity. Phyllis Shelton will relate the latest happenings in long-term care insurance and link it to the overall picture of health care reform. She will explain why LTC insurance hasn’t been a senior product in years and why almost half of the policies are being purchased at the workplace. She will explain the participation and underwriting requirements for offering worksite LTC insurance in today’s environment. She will explain the best practices for employee education in a successful LTC insurance offering.
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.
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.