We knew it was coming. There is going to be a lot of commotion over this but it's an insurance practice that has been around since the beginnings of insurance time. What is that, you ask? Surgcharging people for unhealthly lifestyles. Yep - it's now going to cost you more out of your paycheck to be overweight, have high cholesteral, smoke, decide you are too tired to exercise, etc. Employers across the country are beginning to explore and implement the practice of charging higher contributions for people that purposely generate higher claims. Life insurance underwriting has done this for years. You smoke - the premiums are higher; you're overweight - you are put in a higher cost underwriting class, etc. Now, we see it coming to health insurance.
Employees will kick and scream - things like this always bring out the civil rights leaders and the moral compass people of the world to cry how unfair things are. However, as you stuff another ding dong in your mouth as you are reading this, take note: 20% of a given population drives 80% of the claims and of that 20% - 10% are normally related to preventable illnesses like the heart attack from high cholosteral or the amputation from the type 1 diabetes that was never diagnosed because the 400 pound person didn't want to go to the doctor to be told they were overweight! Ooooh that ding dong is good. I'll have another. See where I am going.
There are always exceptions - the steriod treatment for the asthma that is causing significant weight gain with a doctors explanation, etc., those don't count. I am talking about people being accountable for contributing to the escalating costs of healthcare. It's not all about the doctors and medical groups charging more money and being greedy - people - wake up. We as a country are a bunch of sick, overweight, overstressed folks. I see this a just the beginning of a trend where if someone purposely goes out of thier way not to care about being healthy, they may someday be out coverage. The businesses of this country cannot continue to have employees not care about this issue. Passing more of the costs along will certainly cause them to sit up and take notice. Whether anything will change or not, I guess that depends on how much the surcharge becomes.
Monday, July 30, 2007
Monday, July 23, 2007
Blue Cross...Blue Cross...Blue Cross...
Leave the poor insureds alone! Hasn't there been enough bad press lately with the ex-head honcho at Wellpoint not being good at extra marital affairs? Now, it was announced today that next week, new payment schedules for services will be released to the medical community that puts things more in line with Medicare. Hey, wait a minute - I am not 65 years old (no offense to those that are) and I am not a Medicare recipient. I am a younger person with a family that contributes a significant amount of money each month towards the cost of my coverage. As I look at it, I have contributed more in the form of contributions that I have ever received in the form of benefits - but who is really keeping track?
Now we have physicians once again threatening to leave networks and/or make patients come up with the difference. What is all this based on? Group health rates continue to clip along at 12-15% each year. Pharmacy trend has come down due to the availability of generic substitutes and the fact that most plans do not cover anything experimental or disease reversing (that might be cost effective in the long run for crying out loud!) Why the need to continue to squeeze the doctor? They can't really practice medicine any longer - the carriers have seen to that. With the Wellpoint stock prices continuing to be healthy and all of those business trips that at least the cheating CEO got to go on with his various girlfriends, then I think Blue Cross could find some additional budget dollars somewhere - besides the doctors.
All this does is leave the insured in the middle, doctors complaining that they can't practice medicine, and employers having to take the brunt from disgruntled employees. Those three things are not good. Is Blue Cross' action justified? Well, we all hope there are better indicators than Medicare payments to support their actions.
Now we have physicians once again threatening to leave networks and/or make patients come up with the difference. What is all this based on? Group health rates continue to clip along at 12-15% each year. Pharmacy trend has come down due to the availability of generic substitutes and the fact that most plans do not cover anything experimental or disease reversing (that might be cost effective in the long run for crying out loud!) Why the need to continue to squeeze the doctor? They can't really practice medicine any longer - the carriers have seen to that. With the Wellpoint stock prices continuing to be healthy and all of those business trips that at least the cheating CEO got to go on with his various girlfriends, then I think Blue Cross could find some additional budget dollars somewhere - besides the doctors.
All this does is leave the insured in the middle, doctors complaining that they can't practice medicine, and employers having to take the brunt from disgruntled employees. Those three things are not good. Is Blue Cross' action justified? Well, we all hope there are better indicators than Medicare payments to support their actions.
Monday, July 9, 2007
Well, today I could not add a title - oh well. So much for technology.
What I wanted to write about today was a recent article I saw about a Watson Wyatt Survey that indicates that many workers struggle with basic benefit terms. It becomes challeging to constantly be faced with improving communication in this area when really what everyone needs is a "101" on basic terms. In this survey of over 2100 covered workers, nearly half were NOT comfortable explaining basic terms like copay or deductible to friends or coworkers. Most do not know what things like centers of excellence are.(I'm not surprised about that one!)
The real interesting finding was that 7 out of 10 prefer their benefits material in print - instead of the internet. As we all race to push more of this information out electronically for a lot of good reasons, the most important reason is so that employees "get it". If this format is not well received, then Houston - we have a problem.
I think what this comes down to is the KISS principal I try to use in everything in life. Also, KISS things in different mediums - use not just internet, or meetings, or memos - but it all!!
What I wanted to write about today was a recent article I saw about a Watson Wyatt Survey that indicates that many workers struggle with basic benefit terms. It becomes challeging to constantly be faced with improving communication in this area when really what everyone needs is a "101" on basic terms. In this survey of over 2100 covered workers, nearly half were NOT comfortable explaining basic terms like copay or deductible to friends or coworkers. Most do not know what things like centers of excellence are.(I'm not surprised about that one!)
The real interesting finding was that 7 out of 10 prefer their benefits material in print - instead of the internet. As we all race to push more of this information out electronically for a lot of good reasons, the most important reason is so that employees "get it". If this format is not well received, then Houston - we have a problem.
I think what this comes down to is the KISS principal I try to use in everything in life. Also, KISS things in different mediums - use not just internet, or meetings, or memos - but it all!!
Wednesday, June 27, 2007
Do You Know ERIC?
I didn't know ERIC and I have been doing this a long time! ERIC stands for the ERISA Industry Committee. I didn't know ERISA had a committee - I thought it was a federal law. Anyhow, ERIC has nnow introduced a new platform to Congress - The New Benefit Platform for Life Security. Life Security - how safe I feel - give me a warm fuzzy blanket and hot cocoa.
The idea is that benefits for all should extend into retirement. They are pushing a platform of independent benefit administrators across the country that would compete with each other on cost, quality, and other items. They would be required to office plans for a core set of lifetime security benefits includind health and retirement and short term savings.
Crazy, isn't it. One thing I have learned is that nothing lasts forever. This is not the platform for healthcare coverage for all. I think ERIC needs to go home, get some sleep and come back with a new idea.
The idea is that benefits for all should extend into retirement. They are pushing a platform of independent benefit administrators across the country that would compete with each other on cost, quality, and other items. They would be required to office plans for a core set of lifetime security benefits includind health and retirement and short term savings.
Crazy, isn't it. One thing I have learned is that nothing lasts forever. This is not the platform for healthcare coverage for all. I think ERIC needs to go home, get some sleep and come back with a new idea.
Wednesday, June 20, 2007
Trends for '08 Looking Favorable
What's really favorable about any rate increase? Right? However, recent survey work by some large actuarial firms are telling us that at least things will stay in the manageable range - unless you are with a carrier that doesn't want your business any longer and they let you know that by your 27% rate increase!
Healthcare trends for HMO plans are looking to be approximately 11% with PPO plans tracking about 11.2%. Why so close you ask? Shouldn't there be a larger spread? Historically there was. However, with capitation rates increasing, HMO plans across the country are becoming less prevalent. PPO plans are replacing them and discounted fee for service is becoming more the norm. PPO plans are now just as effective as HMO plans may have been in managing costs - that's another blog subject. That is why the spread is not larger any more. Southern California is the last bastion for HMO's in the country and there is still some advantage financially for HMO programs in that market. However, that too will change.
Anyhow, from a financial perspective, make sure you budget 11% into your numbers for the upcoming year for rate increases.
Healthcare trends for HMO plans are looking to be approximately 11% with PPO plans tracking about 11.2%. Why so close you ask? Shouldn't there be a larger spread? Historically there was. However, with capitation rates increasing, HMO plans across the country are becoming less prevalent. PPO plans are replacing them and discounted fee for service is becoming more the norm. PPO plans are now just as effective as HMO plans may have been in managing costs - that's another blog subject. That is why the spread is not larger any more. Southern California is the last bastion for HMO's in the country and there is still some advantage financially for HMO programs in that market. However, that too will change.
Anyhow, from a financial perspective, make sure you budget 11% into your numbers for the upcoming year for rate increases.
Monday, June 4, 2007
High Deductible Health Plans - Don't Be Scared - Just Be Smart
Let's face it. Health insurance is getting more and more expensive. It is becoming increasingly difficult to afford coverage and buy peanut butter. Well, maybe not that bad but after reading a recent article over the weekend in the Los Angeles Times, you would think so. In the business section, an article by Daniel Yi portrays a person who purchased a $2500 dedutible plan on an individual basis and is now well over $10,000 in debt due to the back issues, skin cancer, and other health related expenses.
High deductible plans are designed to be partnered with a Health Savings Account. The author of the article insists that people can barely afford the insurance, yet alone putting money aside into a savings account and because they don't have the deductible, will avoid getting treatment for minor issues. I don't disagree with him entirely but we are talking about a change in the behavior of how consumers will start to purchase healthcare. This will not happen overnight.
The couple in the article did point out that if they did not have the insurance, they would have had to file bankruptcy. So, being in debt was better than not having insurance at all. The other issue is that most people that have been covered under HMO's here in California for so long have no idea what anything costs. People have become numb to the copay amount for the prescription they are taking that costs $10 at the pharmacy window but somewhere down the pipeline, a charge for $200 is being eaten by someone.
It's about trying to find a better way to get our arms around all of this. Education is important and will continue to be a critical component of larger enrollment in programs such as these.
High deductible plans are designed to be partnered with a Health Savings Account. The author of the article insists that people can barely afford the insurance, yet alone putting money aside into a savings account and because they don't have the deductible, will avoid getting treatment for minor issues. I don't disagree with him entirely but we are talking about a change in the behavior of how consumers will start to purchase healthcare. This will not happen overnight.
The couple in the article did point out that if they did not have the insurance, they would have had to file bankruptcy. So, being in debt was better than not having insurance at all. The other issue is that most people that have been covered under HMO's here in California for so long have no idea what anything costs. People have become numb to the copay amount for the prescription they are taking that costs $10 at the pharmacy window but somewhere down the pipeline, a charge for $200 is being eaten by someone.
It's about trying to find a better way to get our arms around all of this. Education is important and will continue to be a critical component of larger enrollment in programs such as these.
Thursday, May 24, 2007
Funding Alternatives - Right For You?
Are there real alternatives to a traditional fully insured contract for smaller companies? Maybe.. There do exist financing alternatives to the traditional insured contract for health insurance benefits. Self insured alternatives, minimum premium options and premium drags do exist and can be negotiated with health insurance carriers. However, you really need to take a close look internally to understand what the potential exposure could be.
Smaller firms (under 250 covered lives) really need to do some homework to understand potential risk exposures inside of thier covered pool. There are ways today (even with HIPAA) to get a better feel for the health of a companies population. Some large claim data is available from carriers but beyond that, most carriers do not share claims experience.
Prior to looking at a self funded medical option, I work closely with my clients to do a risk assessment of the current group. Usually, this is in the form of a wellness plan that will measure basic risks using a tool of some sort - usually a questionnaire. From that, global data can be reviewed that is a good indicator of future claims experience. If there is an abnormally high propensity towards cardiac conditions or diabetes, those types of factors can be taken into consideration prior to entering a risk based contract.
You usually gain cash flow and more control over dollars spent in this area but you give up the protection of pooling your claims experience with a carrier's block of companies of a similar size. Your consultant should be looking at all possible alternatives of premium financing with you. Just make sure that there is a thoughtful approach and a realistic feel for the advantages and disadvantages before entering into a risk based contract.
Smaller firms (under 250 covered lives) really need to do some homework to understand potential risk exposures inside of thier covered pool. There are ways today (even with HIPAA) to get a better feel for the health of a companies population. Some large claim data is available from carriers but beyond that, most carriers do not share claims experience.
Prior to looking at a self funded medical option, I work closely with my clients to do a risk assessment of the current group. Usually, this is in the form of a wellness plan that will measure basic risks using a tool of some sort - usually a questionnaire. From that, global data can be reviewed that is a good indicator of future claims experience. If there is an abnormally high propensity towards cardiac conditions or diabetes, those types of factors can be taken into consideration prior to entering a risk based contract.
You usually gain cash flow and more control over dollars spent in this area but you give up the protection of pooling your claims experience with a carrier's block of companies of a similar size. Your consultant should be looking at all possible alternatives of premium financing with you. Just make sure that there is a thoughtful approach and a realistic feel for the advantages and disadvantages before entering into a risk based contract.
Tuesday, May 15, 2007
Pay Your Employees To Get Healthy - It Might Work!
Everyone realizes the impact of unhealthy lifestyles on the cost of healthcare. It's really a no-brainer - right? If you smoke, you are a bizillion times more likely to have a lung ailment, etc. If you are overweight - and I am not speaking of the extra 2 lbs on the scale the next morning because you licked the margarita glass with all of the salt on it so you are retaining more water - there are many health conditions attributable to that. So, as an employer employing people with unhealthy lifestyles who see costs continuing to escalate, what should you do?
Wellness programs are back in a big way. Fashionable in the late 80's - early 90's, they kind of went away as there were fewer dollars to spend on these programs that could not exactly give companies the ROI on programs of this nature. It just seemed like the right thing to do. Well, today wellness programs can produce fairly good ROI numbers and they are having some impact on the ability to control costs. I have preached this all along. Tweaking the copay will not improve plan costs long term - figuring out how to control the claims drivers will.
So, how do we do this. Many firms are paying their employees to get healthy. Cash works - it always works. Companies like IBM, and Caesar's in Las Vegas have had great results in incentivising people to quit smoking and lose weight with cold hard cash. The winning weight loss team at Caesars each took home $500 a piece for exercising and losing the pounds. That $500 was a better investment than a potential diabetes claim long term. The cash upfront is always more affordable than the claim on the back end. Make it fun - make it meaningful and have the program reward people along the way.
For more information on how a wellness plan might help your company control costs, contact me.
Wellness programs are back in a big way. Fashionable in the late 80's - early 90's, they kind of went away as there were fewer dollars to spend on these programs that could not exactly give companies the ROI on programs of this nature. It just seemed like the right thing to do. Well, today wellness programs can produce fairly good ROI numbers and they are having some impact on the ability to control costs. I have preached this all along. Tweaking the copay will not improve plan costs long term - figuring out how to control the claims drivers will.
So, how do we do this. Many firms are paying their employees to get healthy. Cash works - it always works. Companies like IBM, and Caesar's in Las Vegas have had great results in incentivising people to quit smoking and lose weight with cold hard cash. The winning weight loss team at Caesars each took home $500 a piece for exercising and losing the pounds. That $500 was a better investment than a potential diabetes claim long term. The cash upfront is always more affordable than the claim on the back end. Make it fun - make it meaningful and have the program reward people along the way.
For more information on how a wellness plan might help your company control costs, contact me.
Friday, May 11, 2007
So You Don't Think Compliance Is Important?
Well, tell that to the 384 firms that have been referred to the Department of Justice for HIPAA violations! Now, putting it into perspective for you; since HIPAA was put into law 4 years ago, there have been 26,406 complaints of which 12,535 have been legitimate. Of those, 384 referred to the DOJ or 3.4%. The number is small but I would hate to be a business owner in that 3%. A new website has been launched to update people on areas of HIPAA. It can be found at www.hhs.gov/ocr/privacy/enforcement. This website provides an better overview of the complaint process, enforcement highlights and examples of complaints. It's actually one of the better websites I have seen which really explains this issue.
It will be interesting to see the penalties assesed. Please take the time to make sure that you have the proper HIPAA compliance in place at your business so you don't wind up in a growing percentages of businesses investigated.
It will be interesting to see the penalties assesed. Please take the time to make sure that you have the proper HIPAA compliance in place at your business so you don't wind up in a growing percentages of businesses investigated.
Wednesday, May 9, 2007
It's Time To Raise the Bar
Okay, I just got back from lunch with a potential client. One that I have been "talking" to for almost 2 years. His current consultant on the company's plan has been an advisor to the family owners for 20+ years. He set up thier estate planning. Not an employee benefits specialist mind you but a relationship that has been part of the company fabric for 20 years - I really do understand.
About a year ago, the CFO of the company asked me to do a study for him about comparing plans and services that are competitive today. I did that. In the end, he couldn't change the relationship even though I brought new and creative ideas to the table to help him grow his business and reduce his bottom line.
Fast forward to today...CFO is now CEO (congrats!) still with same consultant who does NOTHING for this firm. Shows up once a year and tells him what his rates will be for the next 12 months. I proceed to illustrate to him how my business has changed. It's not about insurance - it's about everything else. In today's market, a consultant worth thier fee does everything from soup to nut; compliance auditing, marketing, renewal planning, communications, HR strategy, workforce planning, business planning, technology integration for administrative simplicity - shall I go on? As companies are squeezed more and more, they rely on business partners for resources. My CEO agreed that he was not getting much anything of value from his current consultant - the consultant of old school. However, since the family was still somewhat involved in the business, he was not sure if he could change the relationship.
So, for all HR Managers and CFO's, etc., here's my question. Are you willing to risk a moment of potential uncomfortableness for an immeasurable positive impact to your company's bottom line? You deserve to work with a consultant of today - a student of the business and a partner with yours. A person that can deliver value added resources and be there when you need them - not just once a year. Does that cost you any more? In most cases - NO. The bar has been raised. You need to know what you are missing and demand it from your current consultant. If they can't comply, then a moment of uncomfortableness is just a moment. Not changing cosultants and missing out can feel like a "lifetime".
About a year ago, the CFO of the company asked me to do a study for him about comparing plans and services that are competitive today. I did that. In the end, he couldn't change the relationship even though I brought new and creative ideas to the table to help him grow his business and reduce his bottom line.
Fast forward to today...CFO is now CEO (congrats!) still with same consultant who does NOTHING for this firm. Shows up once a year and tells him what his rates will be for the next 12 months. I proceed to illustrate to him how my business has changed. It's not about insurance - it's about everything else. In today's market, a consultant worth thier fee does everything from soup to nut; compliance auditing, marketing, renewal planning, communications, HR strategy, workforce planning, business planning, technology integration for administrative simplicity - shall I go on? As companies are squeezed more and more, they rely on business partners for resources. My CEO agreed that he was not getting much anything of value from his current consultant - the consultant of old school. However, since the family was still somewhat involved in the business, he was not sure if he could change the relationship.
So, for all HR Managers and CFO's, etc., here's my question. Are you willing to risk a moment of potential uncomfortableness for an immeasurable positive impact to your company's bottom line? You deserve to work with a consultant of today - a student of the business and a partner with yours. A person that can deliver value added resources and be there when you need them - not just once a year. Does that cost you any more? In most cases - NO. The bar has been raised. You need to know what you are missing and demand it from your current consultant. If they can't comply, then a moment of uncomfortableness is just a moment. Not changing cosultants and missing out can feel like a "lifetime".
Tuesday, May 8, 2007
Communications - Tell Your Employees How Wonderful You Really Are!
I spend a lot of my waking hours working with businesses large and small on designing, implementing and managing their compensation/employee benefit programs. Employee benefit costs are the third largest line item for most companies today. Along with employer contributions, money is spent internally on managing and running these programs. It is a big ticket item. The problem is that for most employees, what their employer is actually spending is a secret! You heard me - a secret! All of this work and expense goes into these programs and statistically, only 21% of employees nationally know how much this employer contribution adds to their paycheck.
So, here is how you solve this problem and take this little secret and start tooting your own horn. COMMUNICATE THE VALUE TO EMPLOYEES!!! This can be done in several ways. I like to work on a multi-facet approach which incorporates a complete communication strategy, program branding, total compensation statements, meetings, newsletters, web-enabled enrollment and/or assistance and an employee call center to assist with open enrollment. A good communications strategy should be running simultaneously to the other projects that a consultant is working on for you.
Recruiting and retention is becoming even more difficult. Employees might be looking at opportunities with slightly more take home pay but they might be missing the fact that their current employer has an additional $20,000 of compensation built into a benefits package (incl other forms of compensation; vacation, retirement, social security, etc.) Go ahead, toot your own horn - and work with a professional that can bring those services to the table and include them in their compensation!!
So, here is how you solve this problem and take this little secret and start tooting your own horn. COMMUNICATE THE VALUE TO EMPLOYEES!!! This can be done in several ways. I like to work on a multi-facet approach which incorporates a complete communication strategy, program branding, total compensation statements, meetings, newsletters, web-enabled enrollment and/or assistance and an employee call center to assist with open enrollment. A good communications strategy should be running simultaneously to the other projects that a consultant is working on for you.
Recruiting and retention is becoming even more difficult. Employees might be looking at opportunities with slightly more take home pay but they might be missing the fact that their current employer has an additional $20,000 of compensation built into a benefits package (incl other forms of compensation; vacation, retirement, social security, etc.) Go ahead, toot your own horn - and work with a professional that can bring those services to the table and include them in their compensation!!
Monday, May 7, 2007
AARP Is Very Busy Lately
AARP - American Association of Retired Persons - is one of this nation's largest retiree resource for information, insurance and a plethora of other items. It has also one of the largest lobbying forces in the country. As our population is aging at a rate faster than we have ever seen, AARP will be even more busy in trying to provide products and services to the masses.
Last week, information was made available that AARP had partnered with Aetna and UnitedHealthcare to design and make available a medical program for people ages 50-64 - this would be the pre-retiree population. The arguement was that this group is difficult to get health insurance for (usually individual underwriting makes it difficult for anyone that has ever sneezed to get insurance and most plans aren't covering early retirees or retirees at all and they are too young for medicare). Facing all of those issues, AARP wants to help that portion of the popultion find health insurance programs.
Frankly, there are a lot of people that need to be able to find, be eligible for and pay for health insurance. I find it interesting that the nation's two largest Medicare Supplement plans, Aetna and Secure Horizon's, is offering to do this with AARP. They are doing this for one reason - to find people for thier medicare supp plans early. If they can get them in at 50, then they might stay through the rest of thier years. It is a great business play but I don't think that we should be thinking that they are just doing this out of the goodness of thier heart.
This might create some issues for business as well. Will companies want to carve out this portion of thier population to reduce the impact that this group has on rates? Current laws would prevent that but don't think that this wouldn't change if there was enough pressue on the State and Federal gov't to do this. There are a lot of workplace changes that will be going on over the next 10 years and how we integrate an older employee into our corporate culture will be interesting. (that's Thursday's topic)
Helping people find health coverage at an affordable price will continue to be an issue and frankly, a challenge for years to come. Let's just be cautious and understand the pros and cons before getting on the bandwagon.
Last week, information was made available that AARP had partnered with Aetna and UnitedHealthcare to design and make available a medical program for people ages 50-64 - this would be the pre-retiree population. The arguement was that this group is difficult to get health insurance for (usually individual underwriting makes it difficult for anyone that has ever sneezed to get insurance and most plans aren't covering early retirees or retirees at all and they are too young for medicare). Facing all of those issues, AARP wants to help that portion of the popultion find health insurance programs.
Frankly, there are a lot of people that need to be able to find, be eligible for and pay for health insurance. I find it interesting that the nation's two largest Medicare Supplement plans, Aetna and Secure Horizon's, is offering to do this with AARP. They are doing this for one reason - to find people for thier medicare supp plans early. If they can get them in at 50, then they might stay through the rest of thier years. It is a great business play but I don't think that we should be thinking that they are just doing this out of the goodness of thier heart.
This might create some issues for business as well. Will companies want to carve out this portion of thier population to reduce the impact that this group has on rates? Current laws would prevent that but don't think that this wouldn't change if there was enough pressue on the State and Federal gov't to do this. There are a lot of workplace changes that will be going on over the next 10 years and how we integrate an older employee into our corporate culture will be interesting. (that's Thursday's topic)
Helping people find health coverage at an affordable price will continue to be an issue and frankly, a challenge for years to come. Let's just be cautious and understand the pros and cons before getting on the bandwagon.
Friday, May 4, 2007
Employee Benefit Directions - Where Are We Going?
Good question. Many employers today are still faced with rising healthcare costs and concerned about how to pay for benefits. It is difficult to recruit/attract/retain employees and a good benefit package is mandatory to get the best. But how good does it have to be?
As a business owner, you need to know where you stand amongst your competition in this area. A competent benefits consultant will be able to show you with a benchmark report how you stack up. If your consultant has not offered that service, ASK! If they can't provide it, change consultants! That will be a different topic of conversation.
At least knowing where you stand is a starting point. From there, you can decide where to go. It's always a balance between affordability and ability to offer. A benchmark report can be your starting point and a strategy can be developed from there. But at least - get a strategy. How can you get to where you are going without a plan/map?
There are many cost saving alternatives in the market now. More products are being introduced everyday to address this issue. As national healthcare is being debated - YET ONCE AGAIN - the interesting issue is that in recent surveys, employers will still continue to want to offer thier own plan.
Where we are going? Well, what's your plan - specific to your budget and the employees you need to run your business? We are going in a million different directions and will continue to because we are a country founded upon free will and choice - that will not change. So, if you need help in creating a road map, let me know. I can point you in a direction.
As a business owner, you need to know where you stand amongst your competition in this area. A competent benefits consultant will be able to show you with a benchmark report how you stack up. If your consultant has not offered that service, ASK! If they can't provide it, change consultants! That will be a different topic of conversation.
At least knowing where you stand is a starting point. From there, you can decide where to go. It's always a balance between affordability and ability to offer. A benchmark report can be your starting point and a strategy can be developed from there. But at least - get a strategy. How can you get to where you are going without a plan/map?
There are many cost saving alternatives in the market now. More products are being introduced everyday to address this issue. As national healthcare is being debated - YET ONCE AGAIN - the interesting issue is that in recent surveys, employers will still continue to want to offer thier own plan.
Where we are going? Well, what's your plan - specific to your budget and the employees you need to run your business? We are going in a million different directions and will continue to because we are a country founded upon free will and choice - that will not change. So, if you need help in creating a road map, let me know. I can point you in a direction.
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