Wellness Analytics have evolved dramatically in the past few years with the growth of Big Data in health care and the capability of new wellness tools to create and execute on strategy. While analytics have traditionally been very expensive and used mainly for Benefit Plan Design, they are now more cost-effective and being applied to Wellness Plan Design, the next frontier of human resources productivity gains and cost savings. Modern analytics can help you generate return-on-investment through a better understanding of the health status of your entire population, alignment with wellness tools, and effective implementation and evaluation of wellness programs.
This webinar will explain the value of wellness analytics, how the field is evolving, and how they can be applied to help you achieve your population health improvement goals.
Come learn about Reward Based Wellness Programs and how they can help reduce costs. Find out what others are doing to incent behavioral change in employees and how these changes benefit not only the individual employee but the organization as a whole. Learn tactics and strategies you can employ quickly to launch a program within in your organization.
This program will be of help to the Human Resource Executive currently struggling with how to justify the implementation of a Reward Based Wellness Program to management . It will be of particular help to SMB owners or executives of companies with fewer than 100 employees who are in the thinking stages of implementation and need resources and data to move their thinking along. Lastly, it will be of help to those executives currently administering Reward Based Wellness Programs who need up to date data and against which to compare their own results.
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.
This session will address the outsourcing of various health plan administrative functions to third party administrators (TPAs) and Independent Review Organizations (IROs). It will explain what it means to be a Plan Fiduciary; and will address the obligations and plan administrative functions that are automatically imposed on the person or entity that is designated as the Plan Administrator. This session will also address the reasons for outsourcing, the types of administrative functions that are typically outsourced, the impact of such outsourcing on the Plan Administrator from a liability standpoint, and ways in which the Plan Administrator may limit its liability.
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.
In this presentation Dr. Steven Aldana, CEO of WellSteps will share the evidence that shows that effective employee wellness programs improve the bottom line and should become a core business strategy. Dr. Aldana has published over 70 research articles and has written five books on the connections between healthy living and disease prevention. Harvard School of Public Health says his most recent book, The Culprit and The Cure “is better than the best medicines”. As one of the nation’s leading experts on worksite wellness Dr. Aldana will help you understand and be able to make the business case to start a wellness program.
This professional presentation will provide detailed information regarding currently available comprehensive wellness tools, as well as trends - and information regarding Healthcare Reform that are helping to shape today's wellness industry. Recommended for HR Professionals and anyone managing others, we will share specific implementation steps that can be used by companies of any size to create a wellness program that will deliver ROI.
Wellness participation requirements and levels will be discussed as well If participation levels are not high enough, then wellness programs, however nice; may not deliver a true ROI. HR teams must consider what types of results they are looking to achieve prior to deciding on what steps to implement and what tools to utilize.
Employers that offer company-sponsored employee healthcare benefits are facing an upswing in multifaceted challenges. Among the most daunting is the necessity to control costs, while providing competitive benefits that will help to attract, retain, and motivate the workers needed for their business to survive and succeed.
The need for meaningful and effective benefit tools that can be accessed when and where participants want them has become critical – both for empowering employees to make cost effective choices that also meet their unique needs, and to increase employee engagement and loyalty.
The ADP Research Institute, a specialized group within ADP, recently completed a survey of 501 decision makers from small, mid-size and large employers. These findings illustrate a need for increased benefits communications on behalf of employers, as well as the need for utilizing decision support tools and mobile applications to increase an employee’s knowledge of the suite of benefits to best address their individual needs.
This webinar will discuss trends in the use of benefits decision support tools along with a discussion on benefits communications – and the increasingly important role that the use of mobile applications plays.
The survey findings will address how companies plan on budgeting for increasingly complex communication requirements; the role of both mobile and other forms of direct access in supporting the strategic goals of engaging employees--while also proactively managing costs. We will discuss whether decision support tools are of value to employers and employees-- and what role such tools will play in the new world of Health Care Reform.