Healthcare Reform Designed to Fail - Forecasts & Trends - InvestorsInsight.com | Financial Intelligence, Advice & Research / Investment Strategies & Planning for Individual Investors.
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Tuesday, December 22, 2009
Thursday, December 10, 2009
Free drug card - download prescription drug card
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non-profit organization to help all Americans lower their prescription drug costs. Simply download your FREE Prescription Drug Card and receive savings of up to 75% at more than 54,000 national and regional pharmacies. Please enter your name and e-mail address in the box below and we will generate a printable membership card for you. This program has “LOWEST PRICE” logic to guarantee that you get the best deal on your prescriptions (You pay the lower of a discount off Average Wholesale Price-AWP, discount off MAC Pricing, or Pharmacy Promotional/Retail price). This card is pre-activated and can be used immediately!"
BenefitsLink Retirement Plans Newsletter for December 9, 2009
"Mutual Funds Offering Target-Date Fund Not Subject to ERISA, According to DOL
Excerpt: 'The Labor Department rejected a request for an advisory opinion by money manager Avatar Associates that for the first time could have subjected mutual fund companies offering target-date funds to ERISA.' (Pensions & Investments; free registration required)"
Excerpt: 'The Labor Department rejected a request for an advisory opinion by money manager Avatar Associates that for the first time could have subjected mutual fund companies offering target-date funds to ERISA.' (Pensions & Investments; free registration required)"
Pension Plans from AMS Benefits
"Pension Plans…Our plans are designed to meet the needs of the business owner over the life of the plan. This means affordable and easy administration combined with plan flexibility to meet changing business conditions. Comparability plans that favor the business owner and key executives allowing for higher limits on contributions by classes of employees than a standard plan. Flexibility in multiple investment options coupled with ease of online computer administration for the employer and employee."
BenefitsLink Retirement Plans Newsletter for December 9, 2009
"New Tax Rules in 2010 Will Give More People Access to a Roth Individual Retirement Account
Excerpt: '[S]tarting Jan. 1, Uncle Sam will permanently eliminate both the income and filing-status restrictions on transferring money from a traditional IRA to a Roth -- a procedure known as converting. So, anyone willing to pay the income taxes due upon making such a move will be able to funnel retirement savings into a Roth, where it can grow tax-free.' (The Wall Street Journal)"
Excerpt: '[S]tarting Jan. 1, Uncle Sam will permanently eliminate both the income and filing-status restrictions on transferring money from a traditional IRA to a Roth -- a procedure known as converting. So, anyone willing to pay the income taxes due upon making such a move will be able to funnel retirement savings into a Roth, where it can grow tax-free.' (The Wall Street Journal)"
Wednesday, December 09, 2009
Don't Forget You Can Use Your Flexible Spending Account to Give You or Your Loved Ones "The Gift of Sight" This Holiday Season
"Don't Forget You Can Use Your Flexible Spending Account to Give You or Your Loved Ones 'The Gift of Sight' This Holiday Season
- According to the Employee Benefits Research Institute, 30 million Americans use a Flexible Spending Account (FSA) to pay for qualified medical expenses, such as laser eye surgery." There are many medical expenses which you can use which would qualify and not be covered by an insurnace plan. Have some money left over, give it some thought.
- According to the Employee Benefits Research Institute, 30 million Americans use a Flexible Spending Account (FSA) to pay for qualified medical expenses, such as laser eye surgery." There are many medical expenses which you can use which would qualify and not be covered by an insurnace plan. Have some money left over, give it some thought.
Tuesday, December 08, 2009
Thailand is 'in Network'? Employers and Insurers Embrace Medical Tourism
"Like some 47 million other Americans, Nancy Sowa (pictured) doesn't have health insurance. So when her doctors last year told her she needed a total hip replacement, the office manager for a non-profit did what a growing number of U.S. citizens are doing: She headed abroad. At Wockhardt Hospital in Bangalore, India, the 56-year-old was put up in a hospital 'suite' far swankier than what she would typically find in the U.S., with a computer, fridge, cable TV, sitting area and an extra bed for her travel companion."
To learn more contact info@amsinsure.com
To learn more contact info@amsinsure.com
Health Without Borders: Medical Tourism
"Like a lot of folks from Southern Oregon, Jim Krois has scheduled a trip to Mexico during our rainy season.
Most travelers head south this time of year to get a break from winter weather. Krois has a different motive. He needs hip-replacement surgery, and he can have it done at a hospital in Puerto Vallarta for a quarter of what it would cost him in the Rogue Valley."
To learn more contact info@amsinsure.com
Most travelers head south this time of year to get a break from winter weather. Krois has a different motive. He needs hip-replacement surgery, and he can have it done at a hospital in Puerto Vallarta for a quarter of what it would cost him in the Rogue Valley."
To learn more contact info@amsinsure.com
BenefitsLink Health & Welfare Plans Newsletter for December 8, 2009
"COBRA Subsidy May Be Extended Before Year End
Excerpt: 'While there is an interest to extend the COBRA subsidy program among lawmakers, it is not clear exactly how the program will be extended. There is some discussion about extending the period of eligibility beyond December 31, 2009, as well as expanding the nine-month period of the subsidy. While the uncertainty regarding a COBRA subsidy extension remains, employers are faced with certain choices that must be made before year end.'"
Excerpt: 'While there is an interest to extend the COBRA subsidy program among lawmakers, it is not clear exactly how the program will be extended. There is some discussion about extending the period of eligibility beyond December 31, 2009, as well as expanding the nine-month period of the subsidy. While the uncertainty regarding a COBRA subsidy extension remains, employers are faced with certain choices that must be made before year end.'"
Thursday, December 03, 2009
Parity Legislation Compliance Webinar--Are you ready for Mental Health Parity?
The Mental Health Parity and Addiction Equity Act (MHPAEA) was signed into law in 2008 and becomes effective for the majority of health plans beginning January 1, 2010. Despite the fact that regulations are not expected to be released until after that date, payers must still be in compliance by the deadline in order to avoid the potential of costly penalties associated with non-compliance. As plans and employers are working now to make often significant changes to coverage, business processes and systems, there remain a number of unanswered questions, business challenges and open issues, such as the following:
* What does parity actually entail?
* When is a provider network adequate to meet the needs of people suffering from Serious Mental Illness and children with Serious Emotional Disturbances, for example?
* How can plans and employers avoid common medical cost offset traps in their plan designs?
* What steps can plans take to ensure compliance with the law while avoiding significant cost increases?
* Is a “carve-out” still the easiest “go-forward” strategy? When is the time right for a “carve-in”?
* What does parity actually entail?
* When is a provider network adequate to meet the needs of people suffering from Serious Mental Illness and children with Serious Emotional Disturbances, for example?
* How can plans and employers avoid common medical cost offset traps in their plan designs?
* What steps can plans take to ensure compliance with the law while avoiding significant cost increases?
* Is a “carve-out” still the easiest “go-forward” strategy? When is the time right for a “carve-in”?
EyeMed Discount Plan Offer Expanded
EyeMed Discount Plan Offer ExpandedAll new groups with 2 to 4 employees enrolling will automatically receive an EyeMed Discount plan when they purchase a BEST Life dental plan. The EyeMed Discount plan includes discounts on eye exams, glasses, contacts, LASIK, and add-ons (i.e. polycarbonates, scratch resistance), with no limits on frequency.
BenefitsLink Health & Welfare Plans Newsletter for December 3, 2009
"Study Shows Group Health Insurance Is Better Deal For Most People Than Individual Policies
Excerpt: 'For most people, premiums and out-of-pocket costs were more affordable in tax-advantaged employer plans than in individual-market plans. Proposed health reforms would fundamentally alter the plan offerings available to Americans, particularly those offered in the individual market.' (Health Affairs)"
Excerpt: 'For most people, premiums and out-of-pocket costs were more affordable in tax-advantaged employer plans than in individual-market plans. Proposed health reforms would fundamentally alter the plan offerings available to Americans, particularly those offered in the individual market.' (Health Affairs)"
BenefitsLink Health & Welfare Plans Newsletter for December 3, 2009
"What Do We Know About Enrollment in Consumer-Driven Health Plans?
Excerpt: 'This article summarizes the literature on CDHP offer rates and enrollment. The percentage of employers offering CDHPs has gone from virtually none in 2000 to 12 percent in 2009. Based on the various sources of data on enrollment in health reimbursement arrangements (HRAs) and HSA-eligible plans, it appears that 15-19 million people were enrolled in these plans in 2009, representing 9-11 percent of the privately insured market.' (Employee Benefit Research Institute (EBRI))"
Excerpt: 'This article summarizes the literature on CDHP offer rates and enrollment. The percentage of employers offering CDHPs has gone from virtually none in 2000 to 12 percent in 2009. Based on the various sources of data on enrollment in health reimbursement arrangements (HRAs) and HSA-eligible plans, it appears that 15-19 million people were enrolled in these plans in 2009, representing 9-11 percent of the privately insured market.' (Employee Benefit Research Institute (EBRI))"
Labor Department Issues New COBRA Subsidy Guidance
Excerpt: "While a federal law authorizes COBRA health insurance premium subsidies to employees involuntarily terminated through Dec. 31, some employees laid off before then may not be eligible for the subsidy, the Labor Department says. . . . [E]mployees who are laid off this month [might] not being eligible for the COBRA subsidy. That could happen if employers, as it very common, allow laid-off employees to remain covered in the regular group health plan through the end of the month." (Business Insurance)
BenefitsLink Retirement Plans Newsletter for December 3, 2009
"Vanguard is reporting that 60 percent of 401(k) participants have had their account balances return to levels they enjoyed before the stock market began tumbling in September 2007. (AP via New York Times; free registration required)"
Tuesday, December 01, 2009
A Little Strategic HR for Bigger Business Success
2009 is quickly coming to a close, and many small business owners and executives like you are reflecting on the performance of the current year and already planning for 2010 and beyond. With the recent economic challenges and the myriad of employment law changes, businesses have been taking a much closer look towards its existing workforce. As you assess new best practices to help advance the goals and success of your company, consider how strategic HR plays a key role.
What is strategic HR? Strategic HR is simply about focusing on the performance of each employee and the organization with direct measures to determine the success of your company's business strategy.
Where does your business stand in terms of strategic HR?You can get a better idea by answering the following types of questions:- Do you need different knowledge, skills, and / or abilities from your workforce in order for the business to grow?
- Do you clearly convey the expectations and the business value of each person's role in the company's direction?
- Does Management address employee training and performance development well?
- Do you have established programs to recognize and reward performance?
- Do you consistently provide competitive market pay and benefits for the right sets of skills and competencies?
- Does your company further minimize risk by remaining compliant to employment laws?
The more no's or don't know's you answer, the greater efforts your company needs to improve.
How can you apply strategic HR to your small business environment? Strategic HR is not just for big corporations. Small businesses can also put this concept into motion. Some action items include:
Create a succession plan in case the business leadership and / or ownership changes.
Find out how your top competitors get and keep their talent.
Develop a clear and accountable feedback process to support employees in their professional development (i.e. skills training, workshop seminars, coaching, etc.).
With strategic HR in mind, your goal is to ensure that the talent of all your employees line up with the company's business objectives. Accomplish this, and you're well on track to much greater success.
Saturday, November 28, 2009
Your One-Stop HR Solutions Provider…
Your One-Stop HR Solutions Provider…
a value added service provided to our clients.
a value added service provided to our clients.
Employee Handbooks: a Necessity? | researchtube
Employee Handbooks: a Necessity? | researchtube
Ever find yourself wondering why human resource professionals push the importance of employee handbooks? After all, who even reads them? And what are the downfalls of purchasing a handbook online or, better yet, plagiarizing a handbook from a former employer?
read more: on the above link.
learn more at our value added service HR Answerlink
Ever find yourself wondering why human resource professionals push the importance of employee handbooks? After all, who even reads them? And what are the downfalls of purchasing a handbook online or, better yet, plagiarizing a handbook from a former employer?
read more: on the above link.
learn more at our value added service HR Answerlink
Thursday, November 26, 2009
Monday, November 23, 2009
Health Savings Account Plans Explained
As brokers we provide the widest selection in HSA high deductible major medical plans coupled with chooses in types of HSA Savings accounts (interest, mutual funds and stocks) which will most benefit you. An additional added feature is an administration vehicle to help select, choose and pay for services at the right costs, that you may elect to use. To learn more refer to our FAQ on HSA.
New Page 1
New Page 1: "Your One-Stop HR Solutions Provider… The Internets most advanced HR resource and solutions platform for small to mid-sized businesses experts in the HR field. The Basic package of HR services delivered to your desktop. A Value Added (no cost service) arranged by AMSINSURE.COM for there clients. This free package includes an easy to use employee handbook, all employment forms, and a reference library of updated Federal and State HR legislation."
Friday, November 06, 2009
It Pays to keep employees healthy! Small Employers Too
SACRAMENTO -- Recognizing the value of a fit and healthy workplace to organizations and workers alike, the California Task Force on Youth and Workplace Wellness today honored 71 employers with the 2009 Fit Business Awards at a red carpet dinner ceremony held at the Elks Tower Ballroom.
Each award winner was presented with a Gold, Silver, Bronze, or Honorable Mention award by State Senator Alex Padilla, Chair of the California Task Force on Youth and Workplace Wellness; and Master of Ceremonies Dean Karnazes, internationally renowned health and fitness advocate and Board Member of the California Task Force on Youth and Workplace Wellness. The Fit Business Awards seek to increase awareness among employers by promoting the positive connection between employee health and the return on investment.
This year, seven organizations were honored with the Gold Medal for their clear commitment to employee wellness:
· BD Biosciences – San Diego
· County of Ventura
· DES Architects + Engineers
· McDonough Holland & Allen PC
· Safeway Inc
· Vons
Contact: info@amsinsure.com for more ideas on how your business can particpate in benefting the employees and the business health costs.
Keep Employees Healthy and Fit
SAN DIEGO, Nov. 6, 2009 (GLOBE NEWSWIRE) -- American Specialty Health (ASH), a national health and wellness organization, recently received a Silver California Fit Business Award for the third time from the California Task Force on Youth and Workplace Wellness. ASH received the same award in both 2007 and 2008.
Contact: info@amsinsure.com for information on how you can keep your employees fit and happy.
Contact: info@amsinsure.com for information on how you can keep your employees fit and happy.
Sunday, October 25, 2009
Wednesday, October 21, 2009
Importants of HR in a down economy
In this down economy, HR faces some serious risks as employees are worried about money and the possible loss of their jobs. Nonetheless, HR managers can be proactive to protect their companies from harm.
Here are just a few things to consider:
1. The Pilfering Privilege. The risk of employees accessing company documents and trade secrets is high, because employees have access to much of the company's data through computer usage.
2. Txtul hrsmnt--no lol (Translated: Textual Harassment--not laughing out loud). Inappropriate texting leading to harrasement claims.
3. $how Me the MONEY! Wage and Hour claims.
4. We Shall Overcome. Possible unionization of workplace.
5. Will You Still Love Me When I'm 64? Age discrimation claims on the rise.
This is only a partial list where employers may want to cosider the need of an HR program to help answer questions, defense againest problems, and help ease the consequence of a problem.
OUR value added resources are available to clients of AMS.
Here are just a few things to consider:
1. The Pilfering Privilege. The risk of employees accessing company documents and trade secrets is high, because employees have access to much of the company's data through computer usage.
2. Txtul hrsmnt--no lol (Translated: Textual Harassment--not laughing out loud). Inappropriate texting leading to harrasement claims.
3. $how Me the MONEY! Wage and Hour claims.
4. We Shall Overcome. Possible unionization of workplace.
5. Will You Still Love Me When I'm 64? Age discrimation claims on the rise.
This is only a partial list where employers may want to cosider the need of an HR program to help answer questions, defense againest problems, and help ease the consequence of a problem.
OUR value added resources are available to clients of AMS.
Medicare Changes will still be good business for carrier's even with changes
Oct. 20 (Bloomberg) -- Insurers led by United Health Care Group and Humana Inc. rose in New York trading after UnitedHealth Chief Executive Officer Stephen Hemsley said Medicare will stay a profitable business even with cuts in government payments.
Higher premiums and other benefit changes will keep up Medicare profit margins even with U.S. plans to cut insurer payments by 5 percent, Hemsley said on a conference call. That optimism, along with UnitedHealth’s success at holding down medical costs, bodes well for other insurers, said Jason Nogueira, an analyst at T. Rowe Price Group Inc. of Baltimore.
Higher premiums and other benefit changes will keep up Medicare profit margins even with U.S. plans to cut insurer payments by 5 percent, Hemsley said on a conference call. That optimism, along with UnitedHealth’s success at holding down medical costs, bodes well for other insurers, said Jason Nogueira, an analyst at T. Rowe Price Group Inc. of Baltimore.
Monday, October 12, 2009
Small Business and Health Care Reform
Small businesses around the country have rallied around legislative measures that would force insurers to accept all applicants and offer government subsidies to low-income workers, they've winced at mandates to provide coverage for every employee or pay a penalty equal to as much as 8 percent of payroll.
“They really want reform, but then there are the ones thinking, ‘How much will this cost me, and will it hurt my business?’ ” said Amanda Austin, the lead Washington, D.C., lobbyist for the National Federation of Independent Business. “It's a little bit of a mixed bag.”
About 70 percent of the small-business owners in California who provide health coverage to workers are straining to continue the benefit, while 86 percent of those who don't blame high premiums, according to a poll published in August by the nonprofit Small Business Majority, a national group based in Sausalito.
In a separate study, the organization concluded that he
Health reform legislation as currently envisioned in Washington could cut small businesses' medical costs by as much as $855 billion nationwide over the next decade.
“The basic framework in D.C. is certainly much more helpful to small businesses than doing nothing,” said John Arensmeyer, founder and CEO of Small Business Majority.
Overall, the small-business community's mixed reactions help to explain why its voice largely hasn't been heard in recent months amid intense debates on Capitol Hill and in town hall meetings nationwide.
“The basic framework in D.C. is certainly much more helpful to small businesses than doing nothing,” said John Arensmeyer, founder and CEO of Small Business Majority.
Overall, the small-business community's mixed reactions help to explain why its voice largely hasn't been heard in recent months amid intense debates on Capitol Hill and in town hall meetings nationwide.
Unlike big corporations and generously funded special interest groups, most small-business owners are too busy running their shops, bakeries, salons, restaurants and professional firms to study proposals that fill thousands of pages.
“It's an incredibly complex issue,” said Marshal Scarr, a partner in the downtown San Diego real estate law firm Peterson & Price. “It's hard to know what is the best thing to do, and it's hard to know what is realistic and effective.”
Small businesses, the self-employed and those with fewer than 500 workers number 26.9 million. They employ roughly half of the nation's work force — or more than 60 million people, according to the National Small Business Association.
California had 637,730 companies that each employed fewer than 20 workers in 2006, the most recent year for statistics from the U.S. Small Business Administration. The figure accounted for 88 percent of all companies in the state that year.
Health care analysts generally agree that small businesses have fewer options than large corporations for dealing with ever-rising medical costs, including the ability to use large numbers of potential enrollees as leverage during negotiations with insurers.
Forty-nine percent of U.S. companies with three to nine employees and 78 percent of businesses with 10 to 24 workers offered health coverage last year, according to a July report from President Barack Obama's Council of Economic Advisers.
In contrast, the council reported, 99 percent of companies with more than 200 workers provided health insurance.
Monday, October 05, 2009
Health Insurance Carriers not imune to the economy.
Like many companies Wellpoint, Inc. (the countries largest health insurer) has just anounced some lays and changes to there employees health plans. This change means higher dedcutibles and costs with more premium comming out of there pay checks. As enrollments have shrunk from higher unemployement and costs reducing the number of people covered by health inurance like other businesses a change comes about in income and benefits.
Does your business need to trim costs, check with us and we can help you in the small business market with 2 to 50 employees.
Does your business need to trim costs, check with us and we can help you in the small business market with 2 to 50 employees.
Friday, September 25, 2009
Nearly Half of Employers Now Auto-Enroll Employees in 401(k) Plans, Watson Wyatt Survey Finds
WASHINGTON, Sept. 23 /PRNewswire-FirstCall/ -- In a trend that is likely to continue, nearly half of U.S. companies are automatically enrolling workers into 401(k) plans to encourage them to save for retirement, according to a survey by Watson Wyatt, a leading global consulting firm. The survey also found that the number of companies that use target-date or lifecycle funds as their default investment option has increased sharply in the last few years.
"Employees need to participate more effectively in their company defined contribution plan as this is increasingly the primary vehicle they use to save for retirement," said Chris DeMeo, senior investment consultant at Watson Wyatt. "Taking an interest and actively participating in their plans will allow employees to make more informed decisions and develop investment strategies that take into account their goals and risk profiles."
The survey found that nearly half of surveyed companies (47 percent) now auto-enroll their employees into their defined contribution (DC) plan. Additionally, one-third of those that do not currently auto-enroll are considering it. Watson Wyatt's survey was conducted in March and April 2009, and includes responses from 149 mainly large companies, representing a total of more than 2 million employees across a broad range of industry sectors.
Nearly all companies (96 percent) have a default investment option. The number of companies using lifecycle or target-date funds as their default investment option has increased significantly, from 38 percent in 2006* to 62 percent today. More than 10 percent still offer stable value and money market funds as their default, despite Department of Labor (DOL) regulations issued in 2007 that stated that these options would not be given fiduciary protection.
Plan sponsors that auto-enroll their employees use a median initial contribution rate of 3 percent, with a range from 1 percent to 7 percent. Slightly more than half (51 percent) of the plan sponsors that auto-enroll also automatically increase the contribution rate by a certain amount each year for their participants. The final contribution rate is between 3 percent and 20 percent, with a median rate of 6 percent.
"While plan sponsors have made progress towards encouraging greater participation, saving and educated decision making, there is still room for improvement," said Robyn Credico, senior retirement consultant at Watson Wyatt. "Designing the optimum plan is tricky and requires plan sponsors to juggle many factors including overall plan design, investment, communication and governance. However, the potential upside is great and could cause DC plans to emerge stronger from the current economic crisis."
"Employees need to participate more effectively in their company defined contribution plan as this is increasingly the primary vehicle they use to save for retirement," said Chris DeMeo, senior investment consultant at Watson Wyatt. "Taking an interest and actively participating in their plans will allow employees to make more informed decisions and develop investment strategies that take into account their goals and risk profiles."
The survey found that nearly half of surveyed companies (47 percent) now auto-enroll their employees into their defined contribution (DC) plan. Additionally, one-third of those that do not currently auto-enroll are considering it. Watson Wyatt's survey was conducted in March and April 2009, and includes responses from 149 mainly large companies, representing a total of more than 2 million employees across a broad range of industry sectors.
Nearly all companies (96 percent) have a default investment option. The number of companies using lifecycle or target-date funds as their default investment option has increased significantly, from 38 percent in 2006* to 62 percent today. More than 10 percent still offer stable value and money market funds as their default, despite Department of Labor (DOL) regulations issued in 2007 that stated that these options would not be given fiduciary protection.
Plan sponsors that auto-enroll their employees use a median initial contribution rate of 3 percent, with a range from 1 percent to 7 percent. Slightly more than half (51 percent) of the plan sponsors that auto-enroll also automatically increase the contribution rate by a certain amount each year for their participants. The final contribution rate is between 3 percent and 20 percent, with a median rate of 6 percent.
"While plan sponsors have made progress towards encouraging greater participation, saving and educated decision making, there is still room for improvement," said Robyn Credico, senior retirement consultant at Watson Wyatt. "Designing the optimum plan is tricky and requires plan sponsors to juggle many factors including overall plan design, investment, communication and governance. However, the potential upside is great and could cause DC plans to emerge stronger from the current economic crisis."
Thursday, September 24, 2009
Employees and Employers Reveal High Satisfaction and Improved Cost Control with HSAs, Surveys Report
Most employers and account holders utilizing Health Savings Accounts (HSAs) and HSA-qualified health plans are satisfied with their coverage, spend less, and are more engaged in managing health benefits, separate surveys released today indicate.
The tax-favored health care savings accounts are designed to help individuals pay for current qualified health care expenses and save for future medical and retiree health care expenses.
"With the vigorous debate over health care reform, and more specifically health insurance reform, the survey results indicate that employers and account holders more effectively control costs and are satisfied with their coverage by utilizing HSAs," said Tom Hricik, national director, AMS Groups or AMS Personal Plans.
"The survey results also indicate that HSAs are being used by account holders as an important vehicle to save for future medical expenses."
Health Savings Accounts provide a convenient way to pay for today's health care expenses and to save and invest for the future.
The tax-favored health care savings accounts are designed to help individuals pay for current qualified health care expenses and save for future medical and retiree health care expenses.
"With the vigorous debate over health care reform, and more specifically health insurance reform, the survey results indicate that employers and account holders more effectively control costs and are satisfied with their coverage by utilizing HSAs," said Tom Hricik, national director, AMS Groups or AMS Personal Plans.
"The survey results also indicate that HSAs are being used by account holders as an important vehicle to save for future medical expenses."
Health Savings Accounts provide a convenient way to pay for today's health care expenses and to save and invest for the future.
Monday, September 21, 2009
Voluntary Dental Plans good for small business owners!
In today's economy, many small businesses find themselves struggling to add or retain employee benefits. Before an employer considers dropping dental benefits, it should consider a AMS Dental voluntary plan.
How it works
Voluntary plans offer convenience and cost savings for both employers and employees.
• The plan is sponsored by an employer and allows employees to choose whether or not to sign up.
• Employees who elect the coverage pay part of or the entire premium, while enjoying a group rate for the plan.
• The employer collects monthly premiums through payroll deductions and submits eligibility information to Delta Dental.
Benefits of a voluntary plan
The voluntary plan is a great option for groups looking to reduce their costs while still offering their employees comprehensive group dental coverage.
• Plans encourage regular use of diagnostic and preventive services (such as cleanings), reducing long-term costs for both employee and employer.
• Improved oral health can lead to better overall health and fewer days away from the job for oral or other health problems.
Unique benefits of AMS Dental voluntary plans
In addition to the usual elements of a voluntary plan, Delta Dental offers some unique features that may appeal to both employers and employees.
• An extra cleaning each year for pregnant women
• Coverage for implants
• Coverage for dental accidents
• Shelf-rates (that is, the same rate for all groups, regardless of level of employee participation)
• Low average annual rate increase (an average increase of only 2.9 percent over the past nine years)
Voluntary PPO plans are available for employers with five to 99 eligible employees. If you'd like more information about Delta Dental's voluntary plan offerings, please contact info@amsinsure.com
Friday, September 11, 2009
A Guide to State Guaranteed Coverage in California
The purpose of this post is to provide a concise guide to purchasing guaranteed issue individual health insurance in California. If you have questions, please leave a comment.
Friday, September 04, 2009
Healthcare Reform – Recent Developments
Recent Developments;
August began with the House Energy
and Commerce Committee striking a
deal with the fiscal conservatives
Democrats and approved e a 1,000-
page bill that:
• Eases employer mandates
• Reduces plan costs below $1 trillion
• Trims down public option; ability to
negotiate payments with providers
• The August recess began with townhalls
where a cross-section of
constituents expressed concern,
anger, and, at times, protest over health
proposals being discussed
• The White House responded with its
series of town-hall meetings to correct
misconceptions over reform
• Initial messaging by the White House
seemed to be downplaying the public
option in a possible bid to renew bipartisan
efforts for reform
• However, the possibility of reform
without a public option drew strong
opposition from liberal constituents
as well as Progressive Democrats
Concerns:
• Town-halls during the recess are having
a significant impact on the debate,
centralizing it over few key points
• Price Tag: $1 trillion price tag has
emerged as a major concern for a
significant cross-section of town-hall
attendees
• Public Option: Billed by critics as
govt.-takeover of healthcare, it remains
a core concern; insurance co-ops are
being touted as an alternative
• Death Panels: House reform bill drew
ire over so-called “death panels”, a
tangential reference to “living wills” and
other “end-of-life” care aspects
• Medicare Savings/Donut hole:
Seniors raised concerns over proposal
to draw savings from Medicare for
setting-up a new public option
• Supporters of reform, on the other hand,
do not see any proposal without a
public option as meaningful reform
• Several supportive legislators have
publicly stated their complete
opposition to any such bill, leaving
little room for any compromise
What Next?
The debate in town hall meetings
during the first weeks has given
opponents confidence in their stand
• On the other hand, supporters of
reform are increasingly apprehensive
of any bi-partisanship, thus favoring a
“go-it-alone” strategy
• President Obama is under pressure
from the Democratic legislators to
clarify his expectations from the
reform bills, something he has not
done assertively, so as to not hamper
any scope of bi-partisanship
• Until the Congress reconvenes,
Obama is likely to push to generate
public opinion in favor of reform
• However, White House may also
cement the divide within Democrats
between the conservative Blue Dogs,
moderate Democrats, and the
Progressive groups and prepare for a
“go-it-alone” legislation
• Overall, the jury is still out over the
fate of achieving comprehensive
health reform legislation in the next
session of Congress, even by the end
of 2009
August began with the House Energy
and Commerce Committee striking a
deal with the fiscal conservatives
Democrats and approved e a 1,000-
page bill that:
• Eases employer mandates
• Reduces plan costs below $1 trillion
• Trims down public option; ability to
negotiate payments with providers
• The August recess began with townhalls
where a cross-section of
constituents expressed concern,
anger, and, at times, protest over health
proposals being discussed
• The White House responded with its
series of town-hall meetings to correct
misconceptions over reform
• Initial messaging by the White House
seemed to be downplaying the public
option in a possible bid to renew bipartisan
efforts for reform
• However, the possibility of reform
without a public option drew strong
opposition from liberal constituents
as well as Progressive Democrats
Concerns:
• Town-halls during the recess are having
a significant impact on the debate,
centralizing it over few key points
• Price Tag: $1 trillion price tag has
emerged as a major concern for a
significant cross-section of town-hall
attendees
• Public Option: Billed by critics as
govt.-takeover of healthcare, it remains
a core concern; insurance co-ops are
being touted as an alternative
• Death Panels: House reform bill drew
ire over so-called “death panels”, a
tangential reference to “living wills” and
other “end-of-life” care aspects
• Medicare Savings/Donut hole:
Seniors raised concerns over proposal
to draw savings from Medicare for
setting-up a new public option
• Supporters of reform, on the other hand,
do not see any proposal without a
public option as meaningful reform
• Several supportive legislators have
publicly stated their complete
opposition to any such bill, leaving
little room for any compromise
What Next?
The debate in town hall meetings
during the first weeks has given
opponents confidence in their stand
• On the other hand, supporters of
reform are increasingly apprehensive
of any bi-partisanship, thus favoring a
“go-it-alone” strategy
• President Obama is under pressure
from the Democratic legislators to
clarify his expectations from the
reform bills, something he has not
done assertively, so as to not hamper
any scope of bi-partisanship
• Until the Congress reconvenes,
Obama is likely to push to generate
public opinion in favor of reform
• However, White House may also
cement the divide within Democrats
between the conservative Blue Dogs,
moderate Democrats, and the
Progressive groups and prepare for a
“go-it-alone” legislation
• Overall, the jury is still out over the
fate of achieving comprehensive
health reform legislation in the next
session of Congress, even by the end
of 2009
Wednesday, September 02, 2009
I-9 Handbook
The I-9 Handbook for Employers is a useful reference, especially in light of the newly-revised Form I-9. Every business needs to know the required process for verifying an employee's employment eligibility. The handbook explains:
• Why employers must verify employment eligibility of new employees,
• The process of completing the employment eligibility verification form,
• Unlawful discrimination and penalties for prohibited practices,
• ...as well as important supplemental information.
In the HR Support Center website under the Essentials tab section, simply search for this helpful reference document in the Guides area (as well as the new Form I-9 in the HR Forms area).
• Why employers must verify employment eligibility of new employees,
• The process of completing the employment eligibility verification form,
• Unlawful discrimination and penalties for prohibited practices,
• ...as well as important supplemental information.
In the HR Support Center website under the Essentials tab section, simply search for this helpful reference document in the Guides area (as well as the new Form I-9 in the HR Forms area).
New Form I-9 Available.
The U.S. Citizenship and Immigration Services (USCIS) has updated the Form I-9 (revision date of 8/7/09). While the previous form dated 2/2/09 remains acceptable, the recommendation is for all employers to start using the newly updated Form I-9.
Monday, August 31, 2009
Companies Step Up Benefits Communication to Combat Unions
As discussions around the Employee Free Choice Act heat up in Congress, employers are stepping up their communications to employees about the benefits they offer as a way of combating unionization efforts.
Many employees do not understand their benefits and employers sometimes do not communicate benefits from health,pension and mandated state and federal programs. Comunicating these beneftis to employees so they truly know what the employer is paying for can greatly help employees appreciate whiat employers are providing for on behalf of the employee.\
We can assist employers in doing just that.
Many employees do not understand their benefits and employers sometimes do not communicate benefits from health,pension and mandated state and federal programs. Comunicating these beneftis to employees so they truly know what the employer is paying for can greatly help employees appreciate whiat employers are providing for on behalf of the employee.\
We can assist employers in doing just that.
Tuesday, August 25, 2009
Truth in Health Care Reform Act, What you should know?
FACTS ABOUT: H.B. 3200 - America’s Health Choices Act
ACTUAL TEXT OF LAW:
Section 102: Grandfathered Health Insurance Coverage Defined
Subject to the succeeding provisions of this section, for purposes of establishing acceptable coverage under this division, the term grandfathered health insurance coverage’’ means individual health insurance coverage that is offered and in force and effect before the first day of Y1 if the following conditions are met.
Except as provided in this paragraph, the individual health insurance issuer offering such coverage does not enroll any individual in such coverage if the first effective date of coverage is on or after the first day of Y1.
Subparagraph (A) shall not affect the subsequent enrollment of a dependent of an individual who is covered as of such first day.
Subject to paragraph (3) and except as required by law, the issuer does not change any of its terms or conditions, including benefits and cost-sharing, from those in effect as of the day before the first day of Y1.
WHAT THIS MEANS:
Once the government-run program has started…
1. the employer sponsored program can not accept any new enrollees unless they are a dependent of someone already enrolled.
2. the employer sponsored insurance program can not make any changes to their program. Making changes to the employer program would eliminate the grandfather exemption!
Eventually all private, employer-sponsored programs would be eliminated.
These are the facts.
ACTUAL TEXT OF LAW:
Section 102: Grandfathered Health Insurance Coverage Defined
Subject to the succeeding provisions of this section, for purposes of establishing acceptable coverage under this division, the term grandfathered health insurance coverage’’ means individual health insurance coverage that is offered and in force and effect before the first day of Y1 if the following conditions are met.
Except as provided in this paragraph, the individual health insurance issuer offering such coverage does not enroll any individual in such coverage if the first effective date of coverage is on or after the first day of Y1.
Subparagraph (A) shall not affect the subsequent enrollment of a dependent of an individual who is covered as of such first day.
Subject to paragraph (3) and except as required by law, the issuer does not change any of its terms or conditions, including benefits and cost-sharing, from those in effect as of the day before the first day of Y1.
WHAT THIS MEANS:
Once the government-run program has started…
1. the employer sponsored program can not accept any new enrollees unless they are a dependent of someone already enrolled.
2. the employer sponsored insurance program can not make any changes to their program. Making changes to the employer program would eliminate the grandfather exemption!
Eventually all private, employer-sponsored programs would be eliminated.
These are the facts.
Wednesday, August 12, 2009
True Cost of Health Care and the Health Care Debate
The true cost of health care is often not well known by most people and its often difficult to see. 9 out of 10 people under 65 are covered by and employer plan. The cost is often split between the employer's share and the employee's share of the cost. While this is different for each company and has been changing in the last several years it can be 75/25% ER/EE split and cover just the employee cost or the family costs.
As an employee you tend to equate cost as your share of the premium where the employer will look at the total costs. This is often how many look at health care costs. The true cost of health care is made up mainly of claim costs plus the companies administrative cost. Insurance do such a good job of administration that it is less expensive for government plans to use the private sector such as medicare and medicaid. Even congresses very rich plan is in the private sector with a choice of plans and companies to choose from
Since claims can make up from 82 to 92% of the plan costs this is the area which needs to be looked at since even a small change can mean big dividends in lowering costs. An interesting fact is medicare which we have been told will be unable to continue sometime in the next several years because of rising cost. Now medicare was the first plan to set limits on its payements using DRG's and yet continues to expierence rising costs since the number of retiree's keeps growing and the age of retirees continue to rise, meaning more claims cost since aging means more medical issues as a natural process of aging.
PPO's and HMO's which also negotiate for contracts at better rates than the normal charges by providers continue show increased claim costs and therefore increased costs for benefits.
So whats the answer to these perplexing questions of costs and congresses lack of ability to address the real problems?
I believe real change means taking a long hard look at the issues, bringing together all parties to look at how they can contribute to a solution, and most of all some hard decissions that will not please everyone.
I would hope anything congress decides to do they include themselves in the solution which will mean they will protect us by protecting themselves.
As an employee you tend to equate cost as your share of the premium where the employer will look at the total costs. This is often how many look at health care costs. The true cost of health care is made up mainly of claim costs plus the companies administrative cost. Insurance do such a good job of administration that it is less expensive for government plans to use the private sector such as medicare and medicaid. Even congresses very rich plan is in the private sector with a choice of plans and companies to choose from
Since claims can make up from 82 to 92% of the plan costs this is the area which needs to be looked at since even a small change can mean big dividends in lowering costs. An interesting fact is medicare which we have been told will be unable to continue sometime in the next several years because of rising cost. Now medicare was the first plan to set limits on its payements using DRG's and yet continues to expierence rising costs since the number of retiree's keeps growing and the age of retirees continue to rise, meaning more claims cost since aging means more medical issues as a natural process of aging.
PPO's and HMO's which also negotiate for contracts at better rates than the normal charges by providers continue show increased claim costs and therefore increased costs for benefits.
So whats the answer to these perplexing questions of costs and congresses lack of ability to address the real problems?
I believe real change means taking a long hard look at the issues, bringing together all parties to look at how they can contribute to a solution, and most of all some hard decissions that will not please everyone.
I would hope anything congress decides to do they include themselves in the solution which will mean they will protect us by protecting themselves.
Is there a Health Care Backlash Brewing?
PROVIDENCE, R.I. — Waiting in line at the pharmacy to pick up prescriptions, Lawrence Cafero Jr. can't help but feel a bit guilty.
Cafero is a state representative in Connecticut and taxpayers subsidize his generous health insurance plan, which requires only a $10 copay for any brand-name prescription drug.
"I'm standing behind either an elderly person or a working-family person and they're taking out wads, like dropping 20, 40, 60 bucks. And I've got $10 — $5 for a generic," said Cafero, R-Norwalk. "I'm embarrassed."
Pressure is mounting in states hit worst by the recession to take back some of lawmakers' generous health benefits that are funded by taxpayers.
A review by The Associated Press showed lawmakers in 12 states get health insurance for free, while those in 28 states share the costs with taxpayers, often getting a better deal than private sector workers.
In California, where finances are so bad the state has issued IOUs, the citizen commission that sets benefits for elective officials voted in June to reduce funds for lawmaker health insurance. The change takes effect in December.
"There are employees on furlough and people being laid off," commission member Ruth Lopez Novodor said. "It just didn't seem right to keep the compensation at the same levels."
In Michigan, supporters are renewing efforts to end lucrative retiree health benefits for lawmakers or at least force lawmakers to work longer before they qualify for them. Similar proposals failed in 2007.
"What's good for us should be good for them," said Ray Holman, a child abuse investigator for the Michigan Department of Human Services, who has seen his health insurance costs rise steadily. He will lose six days of pay this year as state leaders try to close a deficit.
"When you see the lawmakers who have the generous benefits and appear to be working part-time, it's just not good leadership," Holman said.
Meanwhile, many Rhode Island lawmakers accustomed to free health insurance at taxpayer expense have bowed to public pressure and started voluntarily contributing toward its cost.
Last year Rhode Island cut state-funded health care for immigrant children and 1,000 adults, forced the poor to take cheaper generic drugs and raised health insurance costs for state workers.
Yet Sen. Charles Levesque, D-Portsmouth, believes his free health care reasonable considering lawmakers make $14,018 in salary. Although they meet only about six months a year, Levesque, an attorney, considers his elected post a full-time job.
"I am the senator from Portsmouth when I walk out in my bathrobe to get my newspaper in the morning, when I go to the local pharmacy to buy whatever prescription medication I need to keep me going," he said.
Federal lawmakers, who are debating an overhaul to the nation's health care system, also get subsidized insurance. Members of Congress are covered by the federal employees health plan and get VIP medical access at Walter Reed Army Medical Center in Washington and the National Naval Medical Center in Bethesda, Md. For about $500 a year, federal lawmakers can also have unlimited visits with a physician assigned to the Capitol for routine care.
At Tuesday's town hall meeting in New Hampshire, President Barack Obama was asked why he hadn't talked more about the differences between the benefits offered to federal lawmakers and the system for everyone else. Obama responded that his proposal would give the public options similar to those given to federal employees.
Some state lawmakers also receive generous benefits:
_ Michigan lawmakers get retiree health care after six years of service and can tap into their benefits at age 55. That perk is the envy of workers in a state with 15.2 percent unemployment rate.
_ Members of the Massachusetts Legislature pay about $200 to $230 per month for family health coverage, about 18 percent less than what the average U.S. consumer pays, according to a national survey by the Kaiser Family Foundation and the Health Research and Educational Trust.
_ Connecticut lawmakers get retiree health insurance after working a decade for the state. Some lawmakers get retiree health care for free, while others pay 3 percent of their salaries. Brand-name drugs require a $10 co-payment.
In comparison, about 63 percent of employers offered health coverage last year, according to Kaiser's annual survey of roughly 1,900 firms. Health insurance for the average single employee ran around $4,700 annually, and workers paid 16 percent of the tab. Premiums for family plans averaged around $12,680, and workers were responsible for 27 percent of the cost.
The disparities could influence how lawmakers think, said Peter Sepp, a vice president for policy and communications at the National Taxpayers Union.
"It can skew their perspective on how much it might cost a family or small business to provide such insurance," he said. "It can also in some instances lead them to believe that the affordability of their coverage is something that the entire nation can be made to afford."
Not all lawmakers have it so easy. Legislators in New Mexico, South Dakota and Wyoming cannot get state health insurance, while their counterparts in Nebraska, Nevada, New Hampshire, West Virginia, Alabama and Vermont must pay the full price themselves if they want state coverage.
Vermont Rep. Carolyn Partridge, D-Windham, went without health insurance after being elected to office. As a farmer, she cannot afford to pay for the state health plan. Partridge and her husband now qualify for Medicaid.
They paid out-of-pocket for an annual physical and have avoided treatment for anything except emergencies. Partridge said hospitals are willing to work out payment plans for the uninsured.
"The bottom line is, you get taken care of," she said. "The worst bottom line is they take your house, if you own one."
In Rhode Island, House lawmakers passed a bill last year requiring lawmakers to pay 10 percent of their premiums, but it died in the Senate. A similar bill sponsored by Rep. Amy Rice, D-Portsmouth, never made it to the floor this year.
Cafero is a state representative in Connecticut and taxpayers subsidize his generous health insurance plan, which requires only a $10 copay for any brand-name prescription drug.
"I'm standing behind either an elderly person or a working-family person and they're taking out wads, like dropping 20, 40, 60 bucks. And I've got $10 — $5 for a generic," said Cafero, R-Norwalk. "I'm embarrassed."
Pressure is mounting in states hit worst by the recession to take back some of lawmakers' generous health benefits that are funded by taxpayers.
A review by The Associated Press showed lawmakers in 12 states get health insurance for free, while those in 28 states share the costs with taxpayers, often getting a better deal than private sector workers.
In California, where finances are so bad the state has issued IOUs, the citizen commission that sets benefits for elective officials voted in June to reduce funds for lawmaker health insurance. The change takes effect in December.
"There are employees on furlough and people being laid off," commission member Ruth Lopez Novodor said. "It just didn't seem right to keep the compensation at the same levels."
In Michigan, supporters are renewing efforts to end lucrative retiree health benefits for lawmakers or at least force lawmakers to work longer before they qualify for them. Similar proposals failed in 2007.
"What's good for us should be good for them," said Ray Holman, a child abuse investigator for the Michigan Department of Human Services, who has seen his health insurance costs rise steadily. He will lose six days of pay this year as state leaders try to close a deficit.
"When you see the lawmakers who have the generous benefits and appear to be working part-time, it's just not good leadership," Holman said.
Meanwhile, many Rhode Island lawmakers accustomed to free health insurance at taxpayer expense have bowed to public pressure and started voluntarily contributing toward its cost.
Last year Rhode Island cut state-funded health care for immigrant children and 1,000 adults, forced the poor to take cheaper generic drugs and raised health insurance costs for state workers.
Yet Sen. Charles Levesque, D-Portsmouth, believes his free health care reasonable considering lawmakers make $14,018 in salary. Although they meet only about six months a year, Levesque, an attorney, considers his elected post a full-time job.
"I am the senator from Portsmouth when I walk out in my bathrobe to get my newspaper in the morning, when I go to the local pharmacy to buy whatever prescription medication I need to keep me going," he said.
Federal lawmakers, who are debating an overhaul to the nation's health care system, also get subsidized insurance. Members of Congress are covered by the federal employees health plan and get VIP medical access at Walter Reed Army Medical Center in Washington and the National Naval Medical Center in Bethesda, Md. For about $500 a year, federal lawmakers can also have unlimited visits with a physician assigned to the Capitol for routine care.
At Tuesday's town hall meeting in New Hampshire, President Barack Obama was asked why he hadn't talked more about the differences between the benefits offered to federal lawmakers and the system for everyone else. Obama responded that his proposal would give the public options similar to those given to federal employees.
Some state lawmakers also receive generous benefits:
_ Michigan lawmakers get retiree health care after six years of service and can tap into their benefits at age 55. That perk is the envy of workers in a state with 15.2 percent unemployment rate.
_ Members of the Massachusetts Legislature pay about $200 to $230 per month for family health coverage, about 18 percent less than what the average U.S. consumer pays, according to a national survey by the Kaiser Family Foundation and the Health Research and Educational Trust.
_ Connecticut lawmakers get retiree health insurance after working a decade for the state. Some lawmakers get retiree health care for free, while others pay 3 percent of their salaries. Brand-name drugs require a $10 co-payment.
In comparison, about 63 percent of employers offered health coverage last year, according to Kaiser's annual survey of roughly 1,900 firms. Health insurance for the average single employee ran around $4,700 annually, and workers paid 16 percent of the tab. Premiums for family plans averaged around $12,680, and workers were responsible for 27 percent of the cost.
The disparities could influence how lawmakers think, said Peter Sepp, a vice president for policy and communications at the National Taxpayers Union.
"It can skew their perspective on how much it might cost a family or small business to provide such insurance," he said. "It can also in some instances lead them to believe that the affordability of their coverage is something that the entire nation can be made to afford."
Not all lawmakers have it so easy. Legislators in New Mexico, South Dakota and Wyoming cannot get state health insurance, while their counterparts in Nebraska, Nevada, New Hampshire, West Virginia, Alabama and Vermont must pay the full price themselves if they want state coverage.
Vermont Rep. Carolyn Partridge, D-Windham, went without health insurance after being elected to office. As a farmer, she cannot afford to pay for the state health plan. Partridge and her husband now qualify for Medicaid.
They paid out-of-pocket for an annual physical and have avoided treatment for anything except emergencies. Partridge said hospitals are willing to work out payment plans for the uninsured.
"The bottom line is, you get taken care of," she said. "The worst bottom line is they take your house, if you own one."
In Rhode Island, House lawmakers passed a bill last year requiring lawmakers to pay 10 percent of their premiums, but it died in the Senate. A similar bill sponsored by Rep. Amy Rice, D-Portsmouth, never made it to the floor this year.
Sunday, August 09, 2009
Congress and Health Care
Congress and senators went home and hold town hall meetings on Health Care it quickly became apparent that there was a strong movement aginest a public program and maybe even a legislative solution.
While we look like we are a long way from seeing a formal bill there are many things being run through the legislature. One of the most salient points I believe is that there is no participation by the legislature in any plan they propose and even some that specifically excludes them. If Mr. Obama, the legislature and government employees won't participate, then a question arises as to why. Simply put they want to force us to have less while maintaining there rich benefits. I feel a solution which could work puts everyone in the same boat.
While we look like we are a long way from seeing a formal bill there are many things being run through the legislature. One of the most salient points I believe is that there is no participation by the legislature in any plan they propose and even some that specifically excludes them. If Mr. Obama, the legislature and government employees won't participate, then a question arises as to why. Simply put they want to force us to have less while maintaining there rich benefits. I feel a solution which could work puts everyone in the same boat.
Wednesday, July 22, 2009
What Does Consistent Participation in 401(k) Plans Generate?
This Issue Brief presents recently available longitudinal data from the EBRI/ICI 401(k) database on consistent participation in a 401(k) plan, through year-end 2007.
Looking at consistent participants in the EBRI/ICI 401(k) database over the eight-year period from 1999 to 2007, the average 401(k) account balance increased at an annual growth rate of 9.5 percent over the period, to $137,430 at year-end 2007.
The median 401(k) account balance (half above, half below) increased at an annual growth rate of 15.2 percent over the period, to $76,946 at year-end 2007. Data for 2008 are currently being analyzed and are expected to be published later this year.
Looking at consistent participants in the EBRI/ICI 401(k) database over the eight-year period from 1999 to 2007, the average 401(k) account balance increased at an annual growth rate of 9.5 percent over the period, to $137,430 at year-end 2007.
The median 401(k) account balance (half above, half below) increased at an annual growth rate of 15.2 percent over the period, to $76,946 at year-end 2007. Data for 2008 are currently being analyzed and are expected to be published later this year.
Thursday, July 16, 2009
Thursday, July 02, 2009
Wednesday, July 01, 2009
Tool of the Month: Lilly Ledbetter Fair Pay Act Guide
Many employment laws have been enacted during and for the first half of 2009 with many more anticipated for the rest of the year and beyond. For a refresher, you now can review a variety of helpful information in the HR Support Center, including the key aspects of the Lilly Ledbetter Fair Pay Act of 2009. With a simple one-page document, you can easily reference:
• The Ledbetter Case,
• The Ledbetter Act, and
• The Recommended Actions.
In the HR Support Center website under the Essentials tab section, simply search for the “Lilly Ledbetter Fair Pay Act Guide.”
Lay Off Using Layoffs to Manage Poor Performing Employees
With many employers seeing the business need to layoff employees during the past several months, it may be tempting for a manager to use it as a way to avoid confronting problem employees. When conducting a formal layoff, however, employers would need to follow certain guidelines and be aware of specific state and federal laws. In general, employers are often better off taking the more appropriately accountable route of employment termination for cause using progressive discipline.
In turn, keep the following three points in mind:
1. Eliminate the Position. A layoff involves eliminating positions and not people. Determine your business-essential positions, and your supporting documentation should demonstrate that a position to be eliminated is due to decreased work demands and / or financial reasons. If you want to get rid of a poor performing employee, then getting rid of that job position would likely be not in your best interest since the work still needs to be done.
2. Select the Worker. For the eliminated position in question, identify all employees with similar job titles and roles. After review the type of the work that still needs to be done, figure out which of the employees are the lesser qualified. After assessing the employees’ overall work experience, knowledge, skills, and abilities, pick the least qualified individual. If that individual happens to be the poor performing employee you initially had in mind, then you now would have a more solid basis to end the employment relationship with a layoff.
3. Don’t Fill the Position. If an employer has a legitimate business reason to eliminate a job position, then there should be no need to bring back that position in the near future. Otherwise, the alleged layoff may be viewed as a veiled termination for cause which can cast questions on the company's true intentions and general integrity if ever challenged. The suggested rule of thumb is to not reopen the position for about a year.
In the bigger picture, if you are in Management, part of your direct responsibility is to effectively manage employee confrontations. Addressing employee performance problems through corrective action holds employees accountable for their behaviors and their outcomes. You can leverage various strategies to motivate employees to positively change their performance levels as well as to establish proof of your company’s good faith efforts to help all employees improve.
In turn, keep the following three points in mind:
1. Eliminate the Position. A layoff involves eliminating positions and not people. Determine your business-essential positions, and your supporting documentation should demonstrate that a position to be eliminated is due to decreased work demands and / or financial reasons. If you want to get rid of a poor performing employee, then getting rid of that job position would likely be not in your best interest since the work still needs to be done.
2. Select the Worker. For the eliminated position in question, identify all employees with similar job titles and roles. After review the type of the work that still needs to be done, figure out which of the employees are the lesser qualified. After assessing the employees’ overall work experience, knowledge, skills, and abilities, pick the least qualified individual. If that individual happens to be the poor performing employee you initially had in mind, then you now would have a more solid basis to end the employment relationship with a layoff.
3. Don’t Fill the Position. If an employer has a legitimate business reason to eliminate a job position, then there should be no need to bring back that position in the near future. Otherwise, the alleged layoff may be viewed as a veiled termination for cause which can cast questions on the company's true intentions and general integrity if ever challenged. The suggested rule of thumb is to not reopen the position for about a year.
In the bigger picture, if you are in Management, part of your direct responsibility is to effectively manage employee confrontations. Addressing employee performance problems through corrective action holds employees accountable for their behaviors and their outcomes. You can leverage various strategies to motivate employees to positively change their performance levels as well as to establish proof of your company’s good faith efforts to help all employees improve.
HR Advisor July 2009 The Monthly Newsletter from your AMS HR Support Center
Federal Minimum Wage Rate Increase.
Effective July 24, 2009, the federal minimum wage rate will increase from $6.55 per hour to $7.25 per hour.
E-Verify Federal Contractor Rule Delay.
For the fourth time, the effective date requiring certain federal contractors and subcontractors to use the federal government's E-Verify program has been delayed to become effective on September 8, 2009.
Age Bias Decision Favoring Employers.
On June 18, 2009, the U.S. Supreme Court placed a greater burden on workers to prove their claims of being targets of workplace discrimination due to age.
Effective July 24, 2009, the federal minimum wage rate will increase from $6.55 per hour to $7.25 per hour.
E-Verify Federal Contractor Rule Delay.
For the fourth time, the effective date requiring certain federal contractors and subcontractors to use the federal government's E-Verify program has been delayed to become effective on September 8, 2009.
Age Bias Decision Favoring Employers.
On June 18, 2009, the U.S. Supreme Court placed a greater burden on workers to prove their claims of being targets of workplace discrimination due to age.
What is being said about health care changes!
I was a little surprised to read a recent poll stating that the majority of Americans are receptive to the idea of increased government influence over health care if it means a reduction in cost and better coverage.
The CNN/Opinion Research Corp. poll found that 63 percent of respondents would favor an increase in federal influence over health care plans if it translated into lower costs and more coverage, while 36 percent opposed the idea.
Also, a little more than 60 percent of Americans said they believe the government should guarantee health care for all Americans, versus 36 percent who opposed the idea.
Another question involved the concept of raising taxes in order to improve health care for every American, with 47 percent favoring the idea and an equal number opposing it, even if it meant not providing health care for all Americans.
It will not come as a shock when I tell you that opinions were starkly split down party lines, with the majority of Democrats supporting increased government influence and just one-quarter of Republicans favoring the idea.
Of course, these are tough and often very personal beliefs and decisions. Many in the industry oppose government control and there is no shortage of arguments on both sides. Just one first-hand experience either way can erase years of arguments and counter-arguments. This promises to remain an enormous topic in our country for years and probably decades to come.
The questions continue and whether you are for or against its important to be informed.
Questions:
1) Can the government financially support a health care system?
2) Will increased taxes bring about a more beneficial health care plan without excess burden on individual tax payers?
3) Considering Medicare as a system which is almost ready to go bankrupt and which as increased costs to seniors, can the government do better with health care in general?
4) Can a national health care system come about because there is a call to change, without the time to bring about meaningful change with a well thought out plan?
5) Can Insurance companies, Health Care Providers, and all the players in the field of providing benefits and care truly come together putting aside their self interest to create meaningful change?
Would appreciate hearing your comments:
The CNN/Opinion Research Corp. poll found that 63 percent of respondents would favor an increase in federal influence over health care plans if it translated into lower costs and more coverage, while 36 percent opposed the idea.
Also, a little more than 60 percent of Americans said they believe the government should guarantee health care for all Americans, versus 36 percent who opposed the idea.
Another question involved the concept of raising taxes in order to improve health care for every American, with 47 percent favoring the idea and an equal number opposing it, even if it meant not providing health care for all Americans.
It will not come as a shock when I tell you that opinions were starkly split down party lines, with the majority of Democrats supporting increased government influence and just one-quarter of Republicans favoring the idea.
Of course, these are tough and often very personal beliefs and decisions. Many in the industry oppose government control and there is no shortage of arguments on both sides. Just one first-hand experience either way can erase years of arguments and counter-arguments. This promises to remain an enormous topic in our country for years and probably decades to come.
The questions continue and whether you are for or against its important to be informed.
Questions:
1) Can the government financially support a health care system?
2) Will increased taxes bring about a more beneficial health care plan without excess burden on individual tax payers?
3) Considering Medicare as a system which is almost ready to go bankrupt and which as increased costs to seniors, can the government do better with health care in general?
4) Can a national health care system come about because there is a call to change, without the time to bring about meaningful change with a well thought out plan?
5) Can Insurance companies, Health Care Providers, and all the players in the field of providing benefits and care truly come together putting aside their self interest to create meaningful change?
Would appreciate hearing your comments:
Aetna wants to help you get lower group health rates with new RAF program!
Click for quotes:
| RAF Program update | ||||||||
As of Wednesday, July 1, Aetna will only accept the original renewal received by a group to determine eligibility for our RAF promotion. Revised renewals will not be accepted. Aetna will continue requiring submission of prior year and current renewals (original only). We've expanded our RAF promo through 12/31/09 and AB1672 eligible groups moving from a large group contract are now eligible for our RAF program. To qualify, groups must provide a large group renewal of less than 20% increase within 90 days of their requested effective date. Click here RATES! | ||||||||
Tuesday, June 30, 2009
Travel Insurance for those on the go or vacationing!
Go Here for Travel BargainsMedical Insurance for people traveling outside their Home Country,Perfect for trips between 15 days and 3 years. Immediate coverage is available once you are satisfied with the quotation. Print your ID Card immediately!
The plan is underwritten by Virginia Surety Company, Inc., a U.S. insurance company rated A+ "Superior" by AM Best.
Protect your tickets, your luggage and your health worldwide,Why round trip? So you'll be prepared. Who knows what could happen during a trip abroad – or before you even depart. Benefits include: Trip Cancellation; Interruption/Delay; Medical Transportation; Lost or Stolen Baggage; Missed Connection; Assistance Services.
Permanent health insurance coverage for non-U.S. residents, while in the U.S.A.,Providing comprehensive health insurance for persons residing outside of the United States, RESIDE Prime provides benefits to non-U.S. residents.
Control Blood Pressure with Music? Experts Say Yes
Music may be food for the soul, but Italian researchers say it also is good therapy for controlling blood pressure in heart and stroke patients.
Learn More by clicking on the link in the title: Control Blood Pressure with Music?
Learn More by clicking on the link in the title: Control Blood Pressure with Music?
Sunday, June 21, 2009
Friday, June 19, 2009
Do you know what to do when hiring your first employee to letting your first employee go?
Most small employers have little experience with the ins and outs of employees. What do you do first; I suggest a good HR program where there is no HR department to manage the day to day issues in managing employees.
A good HR program has the necessary resources to help you with;
1. Guidelines to conduct an interview
2. Employee Application
3. Employee Evaluation
4. IRS forms required to obtain a Tax ID number
5. State Guidelines and forms for taxes and insurance
6. Employee Handbook
7. State and Local laws
8. Maintain employee files
9. Employee termination and layoff, i.e., guidelines, forms, notification
When you will be hiring it will be necessary to have a payroll system in place to manage the necessary book work, form and checks required to pay an employee;
1. Payroll programs like bank systems and quicken
2. Payroll services
3. PEO (employee leasing)
Consider Benefit programs which will help you hire and retain employees. Part of you operational budget for employee cost like salary, bonus, benefits are important considerations. You can create a modest budget with the right plans and consultant.
1. Health, Dental, Vision and Life benefits
2. Pension Plans
3. Health Management and Education programs
4. Vacation and Sick leave
Resources are easy to obtain so that you can maintain the best employee management programs. Many small business employers do not always consider the many issues regarding employees and due to the constraints of managing a business it can be challenging.
While you can do the research by using the Federal Tax and Labor sites along with local State sites it is much easier to have all the information in one place.
A good online system such as our value added HR ANSERLINK program is free to clients when using one of our benefit programs or ABC Payroll our Payroll Affiliate.
A good HR program has the necessary resources to help you with;
1. Guidelines to conduct an interview
2. Employee Application
3. Employee Evaluation
4. IRS forms required to obtain a Tax ID number
5. State Guidelines and forms for taxes and insurance
6. Employee Handbook
7. State and Local laws
8. Maintain employee files
9. Employee termination and layoff, i.e., guidelines, forms, notification
When you will be hiring it will be necessary to have a payroll system in place to manage the necessary book work, form and checks required to pay an employee;
1. Payroll programs like bank systems and quicken
2. Payroll services
3. PEO (employee leasing)
Consider Benefit programs which will help you hire and retain employees. Part of you operational budget for employee cost like salary, bonus, benefits are important considerations. You can create a modest budget with the right plans and consultant.
1. Health, Dental, Vision and Life benefits
2. Pension Plans
3. Health Management and Education programs
4. Vacation and Sick leave
Resources are easy to obtain so that you can maintain the best employee management programs. Many small business employers do not always consider the many issues regarding employees and due to the constraints of managing a business it can be challenging.
While you can do the research by using the Federal Tax and Labor sites along with local State sites it is much easier to have all the information in one place.
A good online system such as our value added HR ANSERLINK program is free to clients when using one of our benefit programs or ABC Payroll our Payroll Affiliate.
Thursday, June 18, 2009
Health Insurance
Lic.# 0294220
Individual and Family Health Plans Shop Online for an affordable Individual & Family HMO or PPO plan. All Major Companies represented.Short-Term Plans - Up to 12 Months of Temporary Coverage. Between Jobs, Temporary Employment & Students.
Medicare Supplements - Click for rates if you are 65+
Medicare Supplements - Click for rates if you are 65+
Dental InsuranceGet Rates for individual and family dental plans. Rates, Benefits and Applications online...
Term Life Insurance Compare level premium low cost term life insurance plans. Provide security for your family at very affordable rates.
click on the blue links above:
Agency Marketing Services - Insurance License: 0294220
Need Insurance For Your Small Business? Health, Dental, Life, Vision Plans and More. Shopping for group insurance has never been easier or more convenient. We offer a wide selection of the biggest and best names in the business. With over 750+ group insurance plans in our nationwide database, you're certain to find a plan that will offer you the most value for your insurance dollar.
Shop and Compare Group Insurance Plans OnlineInsurance For Today's Progressive Small Business.
Click Here
Need Insurance For Your Small Business? Health, Dental, Life, Vision Plans and More. Shopping for group insurance has never been easier or more convenient. We offer a wide selection of the biggest and best names in the business. With over 750+ group insurance plans in our nationwide database, you're certain to find a plan that will offer you the most value for your insurance dollar.
Shop and Compare Group Insurance Plans OnlineInsurance For Today's Progressive Small Business.
Click HereHealth care reform impacts dental benefits
Delta Dental educates Americans
The importance of considering how health care reform might impact dental benefits is the focus of the national Delta Dental Plans Association and located. They are helping to educate the public, regulators, lawmakers and policymakers about how oral health might be helped or hindered under new health care proposals put forward by Congress. The web site includes information about:
· The effects of poor oral health
· The connection between oral and overall health
· The significant differences between medical and dental benefits
· The importance of preventive dental treatment
· Implications of the potential new taxes on those who currently enjoy employer-sponsored dental benefits.
“Delta Dental is committed to including wider access to affordable dental care in overall health care reform,” says Gary D. Radine, president and CEO of Delta Dental of California, Pennsylvania and affiliated companies. “Given how important we know dental benefits are for promoting overall health, it is critical to preserve the deductibility of dental benefits for employers and individuals who purchase them,” says Radine.
Contact us for additional information;
800-334-7875
Largest nationwide dentist network
Delta Dental provides more access and cost-saving opportunities
Delta Dental maintains the largest network of dentists in the nation, a position we have held for more than five decades. A new report by NetMinder shows that our Delta Dental Premier® network has more than 128,500 dentists – 61,000 more dentists than our closest national competitor.
“Having the largest network of dentists in the nation is tremendously important because it offers more cost-saving opportunities to clients and enrollees through our fee agreements with network dentists. It also fulfills our commitment to promoting good oral health by creating greater access to affordable dental care,” says Gary Radine, president and CEO of Delta Dental of California, Pennsylvania and affiliated companies.
Delta Dental Premier® network
128,500 dentists
198,000 dentist locations
Delta Dental PPOSM network
68,000 dentists
Delta Dental PPOSM network
68,000 dentists
120,000 dentist locations
DeltaCare® USA network
22,000 dentist locations
DeltaCare® USA network
22,000 dentist locations
Statistics from Delta Dental Plans Association Network Analysis Quarterly Reports, March 2009.
Tuesday, June 16, 2009
California Health Insurance - Google Docs
Individual and Family Health Plans Shop Online for an affordable Individual & Family HMO or PPO plan. All Major Companies represented.
Thursday, June 11, 2009
Spot Trends in Business and Adapt!
Your business needs to be able to adapt and evolve with the ever-changing times, which means as a business owner, you need to be tuned in to what’s coming down the pipeline in your industry.
How can you spot the latest trends in your industry?
Listen – It might seem like a no-brainer, but listening is something business owners don’t do enough of. Ask your customers for feedback on your products and services and find out from them directly what they’re looking for next.
Pay attention – Read up on trade publications for your industry and any related industries that might impact/benefit your business, i.e. fashion, music, technology. Even makes a habit of reading about the industries that have nothing to do with his business.
Follow trends online – Trend-hunting Web (google it-Small Business Trends) can help to keep you in the know by serving up the daily trends. Social networks and chat rooms can also be a good source for discussion. When you see some common themes coming up in discussions, this is a clear indication of a new trend on the verge of breaking.
Trust your gut – When you dabble in an industry long enough, you start to develop an intuition for what to expect next. If you suspect something new might be on the rise, you’re probably right.
How can you spot the latest trends in your industry?
Listen – It might seem like a no-brainer, but listening is something business owners don’t do enough of. Ask your customers for feedback on your products and services and find out from them directly what they’re looking for next.
Pay attention – Read up on trade publications for your industry and any related industries that might impact/benefit your business, i.e. fashion, music, technology. Even makes a habit of reading about the industries that have nothing to do with his business.
Follow trends online – Trend-hunting Web (google it-Small Business Trends) can help to keep you in the know by serving up the daily trends. Social networks and chat rooms can also be a good source for discussion. When you see some common themes coming up in discussions, this is a clear indication of a new trend on the verge of breaking.
Trust your gut – When you dabble in an industry long enough, you start to develop an intuition for what to expect next. If you suspect something new might be on the rise, you’re probably right.
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