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.

You've spent countless hours choosing the right medical plan for your company and your employees – now what other attractive options can you bring to your employees to reduce absenteeism, retain top performing employees and attract the best of the best? Non-insurance products and telehealth services provide consumers with choices designed to spend less of their hard-earned benefit dollars. Help your employees fully maximize their healthcare spending by providing these low cost consumerism programs.

Implementing products such as telehealth, medical bill saver and medical health advisor can help your employees and your organization save time and money as well as teach your employees how to be better healthcare consumers.

Greg Schlatter, EVP Business Development at New Benefits, will speak about how non-insurance products and telehealth services can fill that gap for your organization.

Corporate Wellness is becoming vastly accepted as one benefit you can't afford to do without. How do you know if you have a comprehensive program and what is on the horizon within this aggressively changing industry?
Our class is designed to educate you on how to incorporate Customized Care Plans and Building a Wellness and Health Promotion Network to create an evidence- based wellness program. Bringing in individualized and customized tools ; designed with the human touch in mind can ensure that your wellness program is also Productivity Insurance. We also take a look at other ROI factors beyond controlling healthcare costs to motivate additional tracking and planning within a wellness committee. We will discuss an example of a Diabetic Employee and their potential costs on a company (well beyond healthcare costs) in comparison to a healthy employee.
Understand what diseases and disease symptoms are quickly becoming the latest expenses in the healthcare world and how you can insure you are screening for these potential claims.
Learn how providers can customize, create, and track an employee care plan, as well as build a CAM network to assist your higher risk employees.

Half of Americans do have access to a retirement savings plan at their workplace. For those that do, about one-third fail to join. And for those that do join tend to save too little and often make unwise investment decisions. The 401(k) arena is in crisis, and workers need sound guidance and help. This webinar will focus on the behavioral challenges that have led to the crisis- inertia, limited self-control, loss aversion, and myopia. From there we can then begin to understand how the typical worker makes decisions inside their 401(k) account. Then we can begin to transform their behavior by creating solutions, or tools, that are based upon cutting edge behavioral finance research. Then we can then dramatically improve outcomes by, helping employees help themselves by learning how they make decisions inside their retirement plans.

Exploring all channels of potential ROI is fast becoming an important element for companies adopting a comprehensive Corporate Wellness Program. With healthcare reform changing the impact of corporate wellness, it is even more important for executives to understand how the health of their employees affects disability claims, workers compensation, sick days and productivity.

Additionally, companies must have a strong handle on what needs to be screened in order to get the biggest bang for their buck. Gone are the days of simply analyzing claims to create programs that work. Executives are now looking to impact future claims. Real, hands on screening may be the most effective way to get real data.

We now know that employees will only share so much on Health Risk Assessments and surveys. Stay on top of your trends by using the most up to date screening tools.

Do you ever wonder how your disability benefits plan compares with other companies? Your executives and other high earners are the backbone of your organization. With employee benefits being one of the most important factors when considering a new job, it’s important to know if your plan design is on par with other companies.

This session will reveal insights from the Employer Perspectives on Disability Benefits study*, commissioned by Massachusetts Mutual Life Insurance Company (MassMutual) and The American College and conducted by the Boston Research Group, to better understand the marketplace and help human resources professionals like you.

Many executives and highly compensated employees have a disability income gap that you can help solve. Helping employees understand the importance of insuring their ability to earn an income and helping protect key employees can help your company attract and retain quality employees.

Corporate Wellness is becoming vastly accepted as one benefit you can't afford to do without. How do you know if you have a comprehensive program and what is on the horizon within this aggressively changing industry? Our class is designed to educate you on how to incorporate Customized Care Plans and Building a Wellness and Health Promotion Network to create an evidence- based wellness program. Bringing in individualized and customized tools ; designed with the human touch in mind can ensure that your wellness program is also Productivity Insurance. We also take a look at other ROI factors beyond controlling healthcare costs to motivate additional tracking and planning within a wellness committee. We will discuss an example of a Diabetic Employee and their potential costs on a company (well beyond healthcare costs) in comparison to a healthy employee. Understand what diseases and disease symptoms are quickly becoming the latest expenses in the healthcare world and how you can insure you are screening for these potential claims. Learn how providers can customize, create, and track an employee care plan, as well as build a CAM network to assist your higher risk employees.

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 reasons why employers are taking a close look at offering identity theft protection and legal plans to their employees as a voluntary group benefit can be measured in “dollars and sense.” Now, more than ever before, employees are dealing with legal issues and identity theft is America’s fastest growing white collar crime according to the FBI. Learn more about how identity theft and your employees’ legal issues affect your company and what you can do as an HR professional to mitigate that impact. When you bring in a voluntary employee benefit with no direct cost that has a positive influence on the company’s “bottom line” … you’ll deserve the title of HR Rock Star!

While most concerns about data security are addressed by IT and finance departments, the effects of ID theft on employees (regardless of the source of the compromised data) fall mostly in the areas of productivity and absenteeism. This session will cover FTC decisions and expectations regarding data security vis a vis employee training and education that all industries can use to increase awareness, compliance, and best practices in data security. Secondarily, we will discuss the effects of ID theft on victims, and how those effects impact work performance and absenteeism, up to and including job loss, divorce, and suicide. You will learn: 1. Why data security is an HR issues 2. Why ID theft is an HR issue 3. What some companies have done to address these issues 4. Why HR needs to be involved in executive-level conversations inside their organizations on these topics 5. Why the EAP is significantly deficient in addressing these issues