Human resources manager, Delta Dental of Kansas, WichitaRead More
A 3.5 percentage-point increase over last year represents 1 million additional young adults with insurance, the Department of Health and Human Services said in releasing results from a survey by the National Center for Health Statistics, an HHS unit.
How has the recession affected the types of benefits organizations use to keep their top performers?
What kinds of benefits are organizations finding to be most effective at boosting retention and employee engagement, especially during the recession?Read More
That fee—to be used to fund research on medical outcomes as part of the federal health care reform law—will be $1 per plan participant for the first plan year ending after Sept. 30, 2012, and $2 per participant in succeeding years.Read More
Just over two years from now, the major provisions of health care reform kick in. Will your company be ready for the changes that are coming your way?Read More
With companies leaning on lean staffs to carry more weight in this melancholy marketplace, perhaps the best thing your company could do is offer a little early holiday spirit. You know, surprise them with a thoughtful gift. Go ahead: Make their day.Read More
Except for Social Security, workers' compensation and a few state requirements, employers are free to choose whether to provide other benefits.Read More
The summary of benefits and coverage would have to include the portion of expenses a health care plan would cover in each of three situations: having a baby, treating breast cancer and managing diabetes.Read More
Two elements of federal health care reform legislation passed last year that could affect HSAs’ growth. Over-the-counter medications had been HSA-eligible, but now only those prescribed by a physician will be allowed. The second change is an increase to 20 percent from 10 percent in the tax penalties on nonqualified HSA expense withdrawals.Read More
In a proposal that was welcomed by employers, the Internal Revenue Service said it will develop a safe harbor in which coverage would be considered affordable so long as the premium contribution for single coverage did not exceed 9.5 percent of employees’ W-2 wages.Read More