Dependent Eligibility Verification Audits are an increasingly integral part of health care cost containment, ERISA compliance, and PPACA "Pay or Play" analysis. On average, 4-8% of Dependents enrolled in company benefits are NOT eligible. This costs employers 10's of thousands, 100's of thousands - even millions of dollars annually. Time and Money are the most common objections to conducting an audit, along with fear of adverse employee reaction. This webinar explores Best Practices, mistakes to avoid, and the substantial ROI achieved from a comprehensive dependent audit.
Participants will learn what fraud in a benefits plan looks like, how prevalent fraud really is, and what type of savings they can generate for their company with an audit.
Nobody- not Congress, the US Supreme Court, the President or any Wellness Initiative- can immediately impact the cost of health care better than a Dependent Eligibility Audit. Dependents are responsible for over 70% of most company’s health care costs, but on average, 4-8% of those dependents are ineligible for coverage and cost individual employers a FORTUNE annually. Whether your company has 50 employees or 5,000, this session will de-bunk universal myths surrounding Dependent Audits like “We don’t have fraud” (yeah, right!) and share best practices and worst mistakes. Attendees also receive an ROI calculator tool to determine expected savings in their own company.
Is your executive compensation program competitive and effective? Is your company paying its top executives (your CEO and heads of HR, Operations, Finance, Sales, Marketing and R&D)competive bases salaries, benefits, perks, bonuses and equity incentives? Find out what other private companies are paying these executives and how some of the most successful companies are using their executive compensation programs as competitive tools.This session will provide highlights from Chief Executive Group's definitive CEO and Senior Executive Compensation in Private Companies Report www.ChiefExecutive.net/comp Find out what other private companies are paying their senior executives and how they are structuring these compensation programs to be able to recruit, retain and motivate the right people and the right behaviors.
Organizations are continuing to tighten their belts and HR professionals are being pressured to find ways to lower costs on the same medical expense benefits they need to attract and retain the best talent. Meanwhile, increased insurance premiums, extensive paperwork, coverage restrictions and unexpected out-of-pocket expenses are making employees feel disenchanted with their current benefits. Is there a way to lower costs while increasing coverage?
Health Spending Accounts (HSAs) are the answer. Either as a stand-alone offering, or integrated with other group benefits, HSAs give employers’ greater control over their medical expense benefits while making their employees happier with their coverage.
This presentation covers the basics of this 25 year old non-insurance product. It explains just what HSAs are, how they work, who benefits from them, what services they cover, and their limitations. The latter part of the presentation addresses how HSAs, when combined with Internet technology, are easier to manage and provide easy access, improved coverage and increased control over your medical expense benefits.
With the Form 5500 season upon us, this presentation will address basic reporting requirements, provide practice tips, highlight areas the DOL and IRS are focusing on, and walk through how to avoid the top five Red Flags your filings may have.
This presentation will guide HR professionals through the Form 5500 filing to help them gain a better understanding of the information required to be reported and Find out what is new for 2012, how to simplify indirect (Schedule C) service provider compensation reporting, what is and how to report ‘nonmonetary compensation’ and how to perform an effective manager review of each filing before submission.
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.
There are three developments that have made communicating benefits harder than ever:
The increasing complexity of benefits, especially health benefits
The general difficulty in getting anyone's attention
The need to master multiple communications channels
Fortunately, there are new ideas and methods for communicating during the open enrollment period that will help you battle past these challenges.
This webinar will look at the thinking that lies behind successful open enrollment communication programs and shares some specific tips and techniques. Among the techniques we will explore are the use of video, social media, and “federated” creation of content. We can do better communication than ever, but we have to embrace the right tools and right mindset.
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.
Now, more than ever, it's important to know how health care reform will affect you, your employees and your business. Don't miss this interactive webinar discussing the sweeping transformations involving health care changes and employee benefits. In this webinar, our expert on compliance, Penny Boyd, will guide you through topics such as: W2 reporting, uniform summary of coverage, open enrollment checklists, dependent issues, and focusing on how grandfathered, non-grandfathered and self-insured plans must comply with new regulations.
Our speaker, Penny Boyd, is CBP's compliance specialist. As Compliance Coordinator, she brings over 25 years of experience in Employee Benefits, Compensation and Human Resources to the team. She is a Certified Employee Benefits Specialist and a longtime member of the International Foundation of Employee Benefits. Penny's most recent work experience was at The Dannon Company, Inc., as Manager of Employee Benefits. She graduated from the University of Arizona with a BA in Anthropology and studied Law after graduating.
Business Protection Needs - Whether the business is just starting out or has been operating for decades, the owner will always have protection needs. As a new establishment, one of the main goals may be protecting the key employees who significantly contribute to it's operations. Down the road, the owner may want to focus on protecting the transfer of the business by ensuring that it is passed on according to his/her wishes. We support multiple business protection strategies that can be designed according to your business client at hand.
Business Retirement Needs can be broken into two different solutions: Qualified strategies and Non-Qualified strategies. While both solutions offer both employee benefits and owner retirement solutions, each are structured to work differently. We support multiple business retirement strategies, both qualified and non qualified - each with the ability to be designed to meet the needs of your business owner client.