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We offer information and strategies for benefit experts and employers. Learn more about health insurance solutions and how they affect your business and your employees.

Wellness (White Paper)

Are you looking for health care cost-containment strategies that won’t stress the health of your organization?

The level of concern regarding health care costs among top decision-makers in organizations of all sizes is the highest experienced in the past seven years. With the expectation that costs will continue to rise, employers are looking for alternative ways to reduce costs rather than increasing cost-sharing, trimming employee benefits, or eliminating health insurance for employees.

Because cost-sharing and cutting benefits can put a great deal of stress on both the organization and its employees, employers are gradually shifting to constructive alternatives to help control the cost of health insurance. Yet many are slow to adopt one of the most apparent cost-containment strategies: wellness programs.

Learn more about what benefits experts and employers are experiencing:

  • Low-to-no-cost programs
  • Strategies to fit any size organization and budget
  • Employee participation levels as high as 65% – 95%
  • Potential ROI of 1:2.5 – 1:6.5

Self-Funding (White Paper)

Is your organization facing health plan premium increases and looking for options to lower rates without discounting benefits?

The Patient Protection and Affordable Care Act (PPACA) — laden with several new requirements, an employer mandate, and unknown future costs — is prompting many employers to take a hard look at what they’re doing — and what they’re paying — for employee benefits. While cost-sharing and cost-shifting are common strategies, some small and midsize employers are taking an even bigger plunge into an alternative method of funding that once was feasible only for big companies: self-funded health care plans.

Discover what employers and benefits experts need to know:

  • Advantages for small and midsized employers
  • Reducing effects from health care reform
  • Improving cost control with wellness programs
  • Minimizing risk and avoiding pitfalls

PPACA Grandfathering (White Paper)

Are you wondering about how you can make the best decision on grandfathering your health plan?

The interim regulations on grandfathered plans under the Patient Protection and Affordable Care Act (PPACA) are designed to allow employers to keep their current plans and, at the same time, ensure that employees are protected from a significant loss of benefits or increased costs. Federal guidance, effective Sept. 23, 2010, attempts to lay down the rules for employers who want to retain grandfathered status.

These restrictions pose a severe challenge to employers who wish to keep their plans under the grandfathering clause. With the calendar-year plan renewal season in full swing, many employers are anxious to make decisions. However, various factors — especially a company’s location — make a one-size-fits-all solution for employers unrealistic and impracticable.

Discover what employers and benefits experts need to know:

  • Advantages of grandfathering
  • Disparity between states
  • Making good health insurance choices
  • Communicating grandfathering status to employees

Employee Engagement (White Paper)

Are your employees genuinely interested and committed to the success of your company and the work they perform?

For many employers, this scenario is all too familiar: A company starts a wellness program or purchases a stellar benefit in the hopes that it will boost morale, retain top talent and even shrink health insurance costs. Yet the company still ends up with an unhappy and unhealthy workforce that is unproductive and difficult to motivate.

A common reason: Regardless of what rich perk or plan an employer offers, it likely will fizzle if employees either don’t know about it or don’t care. That’s why employee engagement and communication is just as vital as the benefit itself.

Discover what employers and benefits experts need to know:

  • Increasing productivity and employee retention
  • Building employee appreciation of benefits offerings
  • Improving employee engagement with consistent communication
  • Boosting profits through more engaged workers

Consumer Driven Health Plan Dilemma Under PPACA (White Paper)

Are consumer-driven health plans the magic bullet employers seeking to control benefits costs?

Consumer-driven health plans (CDHPs) have drawn significant attention across the corporate landscape over the past five years – and with good reason. The CDHP model is designed to encourage employees to make informed decisions about their treatment when they become sick or injured, as well as shoulder greater financial responsibility for their care. This interest has caused CDHPs to become the second most popular plan design with employees.

But CDHPs may not be a magic bullet. Concerns exist as to whether they generate savings for employers even though they contain savings accounts and high deductibles – elements that are widely viewed as vital to the success of the health care consumerism movement.

Learn more about what benefits experts and employers are experiencing:

  • Regional differences and disparities among employers
  • Employer annual funding-level comparisons
  • Up to 30 percent reduction in health care expenses
  • Effects of the consumerism movement and wellness
Employee Benefits Resources

It’s important that you take care of the employees that run your business.

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Charlotte, NC 28209