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The article discusses the importance of financial wellness programs in the workplace. It highlights the negative impact of financial stress on employees' productivity and overall well-being. The article emphasizes that providing financial wellness resources is not just a benefit, but a strategic necessity for organizations looking to retain talent and boost productivity. It provides steps for establishing a comprehensive financial wellness program, including defining objectives, understanding demographics, choosing a provider, developing a communication strategy, and monitoring and evaluating the program. The article also suggests key elements to look for in a financial wellness program, such as fiduciary advice, personalized attention, one-on-one experience, and comprehensive resources. Overall, the article emphasizes the importance of investing in employees' financial wellness for the success of the organization. [Extracted from the article]

Wrk, a human capital management company in the cannabis industry, has partnered with The Baldwin Group (formerly AHT Insurance) to introduce a unique insurance collaboration. This collaboration aims to reshape how legal cannabis companies evaluate health benefits by offering Employee Benefit Captives, Predictive Risk Scoring, and forward-looking claim projections. These tools will help cannabis companies understand their health insurance premiums and identify potential cost-saving alternatives. The Employee Benefit Captive program allows employers to control insurance costs while maintaining top-tier benefits for their employees. This collaboration between Wrk and The Baldwin Group provides cannabis operators with industry-specific workplace solutions and emphasizes Wrk's commitment to the cannabis industry. [Extracted from the article]

Jeri Hawthorne, CHRO at Aflac, breaks down the gap between employer-provided benefits and employees' needs. [ABSTRACT FROM AUTHOR]

The article presents brief profiles of the top 10 companies in the 100 Best Companies to Work For list. It mentions Hilton Hotels for its improvement in employee benefits, Ultimate Software for health care coverage and paid time off, and Wegmans Food Markets.

Discusses health care coverage offered by small businesses in the United States. Increase in health insurance premium; Health care as small-business owners' top priority for legislative reform; Decision by some companies to reduce coverage or make employees pay more.

The article offers information on the San Diego's Best Places to Work event which was held on September 19, 2019 in San Diego, California. Further discusses about the small employer category lists in which Cultura, furniture store in San Diego, California got first place for developing a unique sense of place in its own workspace and also mentions La Jolla Logic, HoyleCohen and SiO Digital.

Like a fever that will not break, health care premiums continue to climb relentlessly, yet remedies have been hard to come by. Employers, for the most part, have accepted ever-rising expenditures as the price of good employee relations. And federal regulations designed to control medical costs have proven weak. The road to recovery begins, this author tells us, when a health maintenance organization, or HMO, enters a community, because its prepayment approach upsets the medical profession's conventional fee-for-service rules. Thus it quickly evokes competitive responses from other health care providers, who must become equally cost-conscious or lose their market share. HMOs need advocates, however, to spread as rapidly as their potential warrants. Drawing on recent events in Richmond, Virginia, the author shows how a city's business leadership can become the catalyst for changing the health care system. [ABSTRACT FROM AUTHOR]

The article presents an account of a practice known in the insurance industry as purging. This involves raising health insurance premiums to an exorbitant level in order to force a small business to drop its insurance policy. This is usually done when an employee becomes seriously ill or injured, thereby reducing the insurance company's corporate profits. The question is raised whether health care coverage should be available to small business employees only if they do not really need it.

Heath insurance brokers and industry suppliers have been courting the C-suite in hopes of deepening their footprint with self-insured employer clients. Lemer notes that the auto dealership is very intentional with every employee interaction, which correlates to customer interaction. [Extracted from the article]

The article suggests how companies in the U.S. should respond to employees who are looking to sidestep their company's COVID-19 vaccine mandate by requesting a religious exemption. Topics covered include a brief background on the guidance issued by the Equal Employment Opportunity Commission (EEOC) with regards to religious accommodation, the factors that companies should consider in accommodating a request, and what to require from unvaccinated employees in order to maintain safety.

Several charts and graphs are presented that show trends in health plans for employees in the U.S. in 2008, including medical premium increases, average annual premiums for single and family coverage and average annual firm and employee contributions to health coverage.

The article reports that the double-digit growth in the cost of employer- sponsored health insurance, Iowa businesses, health care consultants and researchers are projecting another single- digit increase going into 2020. It mentions that the ways of managing premium increases included raising deductibles and copays, hiking out-of-pocket maximums. It mentions that the raising deductibles and copays, hiking out-of-pocket maximums, and offering consumer-driven health plans.

Looks at the ways explored by employers in dealing with the rising health plan costs. Spousal surcharges; Prescription drug cost-sharing; Tiered health plan premiums.

Addresses the plans of several companies to reduce mental health coverage for their employees, and its potential impact on the work place. Typical components of employee health benefits; Annual percentage of adults in the U.S. that suffer from mental health disorder; Common mental health disorders that manifest in the workplace; Projected increase in health insurance premiums in the U.S. by 2003; Signs and risks of incomplete mental health care among employees. INSETS: Effective Mental Health Care;Government Requirements For Mental Health Benefits;Should You Carve Out Mental Health Care?.

The article discusses elements of the proposed U.S. health care reform. Under the new health plan it will be mandatory that all individuals enroll to receive health coverage. Individuals receiving health insurance through an employer will not have to change plans, and premiums will not be based on age, but will be determined by gender, credit rating and personal information.

The author discusses how health care (HC) reforms could affect the way financial benefit advisers do business in the U.S. He shares his perspectives about the provision of the Patient Protection and Affordable Care Act which mandates the part of premiums insurance carriers must spend on HC. He also comments on the way brokers in the small - and medium-sized markets are being compensated.

The article offers tips to employers on negotiating a benefits plan premium to help manage increasing healthcare costs. Group benefits costs in Canada accounted for an estimated 7.3% of payroll in 2006. The percentage of the premium that goes to pay claims may vary depending on the number of employees covered, benefits rates, how the plan is underwritten and other factors. Examine the claims experience to see what is driving cost increases.

Reports on a Families USA analysis of Census Bureau data that quantified the dollar impact on private health insurance premiums when doctors and hospitals provide medical care to uninsured people. Amount to be added to the premiums paid by private employers in 2005 due to the cost of care for the uninsured; Percentage of the total cost of health care services paid for by uninsured patients; Concerns regarding the possible decision of employers to stop providing health insurance for their employees.

The article discusses small business management and branding as of November 2012, focusing on an analysis of the Aflac Inc. insurance company. Research by the non-profit Kaiser Family Foundation on U.S. health insurance premiums and medical costs is also provided, along with information on a small business' expansion of employee fringe benefits.

Provides information on the findings of a survey regarding the change in the employee share of health care costs in the U.S. Rate of increase in health insurance premiums in 2003; Average cost of a group benefit plan premium; Economic implication of the change in health care costs for employees.

The article focuses on the impact of increasing costs of the employee benefit package on U.S. credit unions (CU). It mentions that the credit unions compete with banks for staff by offering quality benefit packages but due to rising cost of health insurance premiums CU are unable to compete further. It states that due to the recession and the U.S. Patient Protection and Affordable Care Act, CU are unable to increase or maintain employees' wages or benefits.

Focuses on the effect of higher costs and more mergers on health maintenance organization (HMO) rates. Extent to which some premiums will rise in advance of the fall 1999 benefits-enrollment season; Outlook for 2000 rate increases; Employers' response, and interest in overseeing HMOs.

It's time to choose: status quo or disruption: Advisers must choose either to actively disrupt the status quo or to support it. Only by disrupting the status quo and applying next-generation healthcare and benefits strategies can brokers and advisers begin to reclaim control over employer health plans and reduce the cost of healthcare for employers and employees. With control, these advisers are leveraging other disrupters to begin to cut the cost of healthcare by managing the supply chain of healthcare services that employees purchase. [Extracted from the article]

Provides information on a survey on employer health benefits conducted by the Kaiser Family Foundation and the American Hospital Association's Health Research and Educational Trust. Factors affecting the premium increases; Plans that had the highest rate of premium increases; Level of benefits offered to employees from 1998 to 1999.

Renewal rates in 2017 exceed five-year average, suggest employees shouldering greater cost-shifting burden, according to UBA. [ABSTRACT FROM AUTHOR]

The article offers the author's insights on the importance of health care savings account (HSA) in the future health care expenses of employees. The author discusses the 10th anniversary of HSA since its foundation in 2004 and the average savings by both employees and employers in HSA-qualified health plan premiums. She also mentions the importance of HSA in the health care enrollment process and growth of account holders.

The article reports on the result of the study conducted by Kaiser Family Foundation, which states that employers are asking employees to shoulder a greater share of the burden as health insurance premiums continue to increase in the U.S. It mentions that the 9 percent increase hurts workers and employers who are struggling amidst a weak economic recovery. It state about how several implemented provisions of the Affordable Care Act (ACA) health reform law have employer coverage. INSET: How are you tackling spiraling health insurance costs?.

Statistics related to employee healthcare benefits in the U.S. are given, including the increasing expensive premiums, alternative health plans, and building and designing a unique plan.