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RETIREMENT BENEFITS
Post-Retirement Money Management
401(k) plan sponsors are going beyond just helping employees save enough for retirement. They’re also helping employees who are about to retire figure out how to manage their income when their working days are over.
Read more about helping retired employees manage their money.
Also:
With 401(k) Fees, Employers Better Get Ahead ... or Fall Behind
Employees Take Investment Advice With a Grain of Salt
Firms Try to Wean Employees From Brand-Name Drugs
On-Site Advisors Would Boost 401(k) Participation
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HEALTH CARE BENEFITS
A ‘Limited’ Alternative to Health Plans With Gold-Plated Price Tags
Limited-benefit medical plans, which cover some basic health care needs but not catastrophic events, can help retail and service industry employers whose hourly workers often live paycheck to paycheck.
Read more about limited health coverage. |
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HEALTH CARE BENEFITS
COBRA Without End, Amen
Baby boomers may choose Medicare, but their younger spouses will opt for employer health coverage through COBRA. And that’s where an employer’s trouble starts.
Read more about perpetual COBRA. |
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NEWS AND EVENTS
Quick Takes
Push for Reform: Ninety-seven of the top 200 corporations have signed onto Health and Human Services Secretary Michael Leavitt’s effort to create a more efficient health care marketplace.
Click
here to read more.
Emotional Retirement: Emotion plays a dominant role in individuals’ retirement investing decisions, even if they don’t know it, according to a recent study by Prudential Financial.
Click
here to read more.
Communicating Is Key: It seems that employers could be doing a better job communicating their benefits and rewards programs to employees, according to a recent study by Aon Consulting.
Click
here to read more.
Three Cheers for Wellness: Employers with the best wellness programs were recognized last month by the National Business Group on Health in the Washington-based organization’s third annual Best Employers for Healthy Lifestyle awards.
Click
here to read more. |
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DISCUSSION
Increasing Medical Employee Premiums to Discourage Dependents
Posted in the
Benefits & Compensation Forum:
“Our company has a very generous employer co-pay for our medical and dental insurance (pays 90 percent of whatever level of insurance you elect). Naturally, our employees put their working spouses on our plan, even if they are eligible for coverage through their employers, because our 10 percent is cheaper than the 20-25 percent the spouse would pay through his/her employer. Has anyone had any experience with plan design to discourage coverage for those who are eligible for it elsewhere? Thanks for any help.”
Join the discussion. |
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METRICS
UNIVERSAL HEALTH CARE
Percentage of U.S. voters
supporting universal health care coverage under specific
conditions, 2006
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Support |
Not support |
Don’t know |
| If it limited
choice of doctors |
50% |
49% |
1% |
| If it had
waiting lists for non-emergencies |
59 |
40 |
1 |
| If it required
higher taxes or premiums |
62 |
36 |
3 |
| If it required
higher taxes or premiums |
31 |
64 |
5 |
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Source:
Kaiser Family Foundation |
GOVERNMENT HEALTH SPENDING
Government and private per capita spending on health care, $U.S., 2006
| |
Government |
Private |
| U.S. |
$2,548 |
$3,168 |
| France |
2,273 |
708 |
| Germany |
2,506 |
699 |
| Japan |
2,158 |
504 |
| S. Korea |
348 |
357 |
| China |
22 |
39 |
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Source:
World Health Organization |
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