What really ails the U.S. heatlh care system

Right now, the United States is undergoing a national debate about how best to deliver health care to her people. The lives of our most vulnerable-aging citizens, those with chronic illness, tiny babes-are at stake. Our future financial strength and ability to make personal decisions about our own lives, likewise, lie at the center of this critical debate.



Be informed and request your copy of (What really ails the U.S. health care system) now, email us at info@amsinsure.com and put the title in the subject line and your address in the body of of the email. We will be happy to send you a copy free of charge. We want everyone to be knowledgeable and be able to add in to this great debate with competent knowledge.

Othere topics in the book: facts, not fiction;

• The Common Myths, Misconceptions, & Deceptions



• Cost of Health Care Administration



• Quality Measurements of U.S. Health Care: Infant Mortality and Life Expectancy



• The Uninsured "Crisis"



• The Cost of Health Care and Health Insurance



• Defining Terms



• What are the Facts about Government-run Mandatory Universal Health Care



• Why the U.S. has Avoided Mandatory Universal Health Coverage



• Where & How Did We go Wrong



• The Key Issue



• Patients as Consumers



• Curing What Ails U.S. Health Care

Its informative, filled with factual information and most important easy to read and uncomplicated.

Once again; info@amsinsure.com






310-534-8071

Controversial Medical Billing Practices by the medical profession

Controversial billing practice may account for $1 billion in medical fees paid by patients.
BusinessWeek (8/29, Terhune) reports, "As healthcare costs continue to soar, millions of confused consumers are paying medical bills they don't actually owe" due to a common, yet often illegal practice known as balance billing. When this happens, "an insurance plan covers less than what a doctor, hospital, or lab service wants to be paid," and the provider "demands the balance from the patient." BusinessWeek notes that "state and federal laws generally bar the medical providers from pressuring patients to pay the difference." Yet, as this practice continues, "economists and patient advocates estimate that consumers pay $1 billion or more a year for which they're not responsible." In fact, in California alone, an estimated "1.76 million policyholders...received such bills in the past two years, totaling $528 million," and 56 percent paid.

Typically, patients fall victim to balance billing when "medical providers participating in a managed-care network believe the plan's insurer is imposing too deep a discount on medical bills or is taking too long to pay." Currently, 47 states "ban in-network providers from billing insured patients beyond co-payments or co-insurance required by the plan," and "federal law prohibits providers from billing Medicare patients for unpaid balances." Yet, "regulators in most states have been slow to take action in billing disputes."

Industry experts say small business owners can make use of summer downtime.

The last few weeks of summer can be a useful time for small business owners whose companies are going through a slow period -- they have a chance to tackle some of those tasks they've been putting off. While some owners use summer downtime for big projects like writing an employee handbook, other owners cross off more mundane items from their to-do lists, such as entering that pile of receipts into their accounting software. Summer is a good time to get all this stuff done, in preparation for the fall. ... A mistake so many business people make is they wait until Sept. 1 to really gear up. They're really short-shrifting themselves. In planning downtime projects, owners may want to consider what changes...to make to their products or services, or how to adjust their marketing programs. Other experts recommend making changes to websites, examining costs and seeing what...can be cut, and thinking about employee issues.

Aging U.S. population visiting hospitals more, study shows.

There are reports that the "aging of the U.S. population is translating into many more visits to doctors' offices and hospitals, a reality that is taxing weak spots in the healthcare system, according to a government report released Wednesday." Investigators found that overall, "[p]eople made an average of four visits a year to doctors' offices, emergency rooms, and hospital outpatient departments in 2006, a total of 1.1 billion visits." The data also showed that the "number of medical visits increased 26 percent between 1996 and 2006, significantly higher than the 11 percent population growth during that period."

The national Centers for Disease Control and Prevention (CDC) in Atlanta released the statistics, and they came "from various components of [the] CDC's National Center for Health Statistics National Health Care Survey".

According to the CDC, "the observed increase in medical visits 'can be linked to both the aging of the population, as older persons have higher visit rates than younger persons in general, and an increase in utilization by older persons.'" In terms of racial disparities, the "overall visit rate was not significantly different for white and black persons." But, "African-Americans had higher visit rates than whites to hospital outpatient departments and emergency departments, and lower visit rates to office-based surgical and medical specialists." Additionally, "[r]egardless of setting -- physician office, outpatient clinic, or emergency department -- seven out of 10 patients left the medical visit with at least one prescription, and analgesics were the most common drug prescribed."

Medicare Supplements - Click for rates if you are 65+

At Home Employees doing Company work

Here's a question you may not have thought about: If one of your employee's is working at home and is injured, are you responsible? The answer depends on individual circumstances. For example, electrocution from a faulty cord on a computer you provided is different from a slip and fall on the way to the bathroom. As technology allows more and more work to be performed at home, it's a good idea to adopt safety expectations for your employees' home offices.
Here are some ideas to keep in mind if you have staff working from home:

* Temperature, noise, ventilation and lighting levels should be adequate.
* Electrical equipment should be free from hazards (e.g., frayed or exposed wires). Wiring and electrical cords should be secured and out of the way.
* The work area should be large enough to safely accommodate all equipment, wiring and so on without posing a risk of hazard to the employee.
* Hallways and doorways should be free from obstructions.
* The working environment should be free from clutter or materials that could create fire hazards.
* Floor surfaces should be clean and dry. Carpeting should be properly secured.
* There should be ample lighting for the work that the employee will be doing.
* The working area should be equipped with sufficient electrical outlets to accommodate all necessary equipment safely.
* Desks and chairs should be the appropriate size, height, etc., to provide comfort.
* Some organizations ask employees to sign a statement indicating that they will comply with the company's stated safety requirements; others even ask employees to bring in photos of their work areas indicating that they are in compliance with safety regulations.

Employee safety needs to be your concern even when their working from home.
If you or someone you know has staff that telecommutes or works from home contact your Business Insurance agent or we can offer references to you. For more HR updates ask us about our HR platform offered free to AMS clients. 800-334-7875

AMS Clients receive HR as a client benefit

Information which will help you to manage your business keeps you updated and ready. Sharpening Your Screening Interviews is a current article from our HR Affiliate.

Many employers adopt some sort of interview process. Unfortunately, many employers also abbreviate the process by hastily moving from the resume review stage right into the hiring interview stage. In between those two stages, however, the prudent employer will conduct screening interviews to separate the truly qualified job candidates from the unqualified candidates.There are four basic tips to help managers make the screening interview stage an integral part of a successful employee selection process:

Know Your Business Needs. Before placing that ad or starting the search, you hopefully already developed a job description that defines what your business needs are. The job description should be specific about the job duties, the necessary skills set, the type of required experience / education, and any other information to help you identity the ideal job candidate.

Review the Resume. Get familiar with the candidate’s resume before the phone or in-person screening interview. Make a checklist of standard questions to ask each candidate and any notes specific to the resume in question. Have all this information with you to briefly look over just before the interview to help confirm your mental map for the discussion.

Figure Out the Fit. During the screening interview, exercise sound judgment in assessing the candidate’s personality traits. Pay attention to the candidate’s overall attitude, behavior, and knowledge toward the company and any employees the candidate may have met already. For example, how well does the candidate respond during the interview?

Watch the Warnings. With the resume at hand, be sure to verify statements made on the resume, and isolate any apparently exaggerated or seemingly falsified information. For example, how the candidate phrased his or her familiarity of certain computer office programs on the resume may be questionable. In turn, ask the candidate to provide a concrete example.

By verifying the integrity of each candidate’s resume through the screening interview process, you will gain a clearer perspective of the how to better define your pool of truly qualified candidates towards selecting your next great employee.

Not Understanding At-Will Employment Puts Your Business at Risk

"At-will" employment refers to a common-law rule that the employment relationship may be terminated by the employer or the employee at any time, for any reason, with or without cause or notice. For employers, the ability to terminate an employee whenever they want and for whatever reason is invaluable. This perception, however, is not quite accurate. Over time, the establishment of various federal and state regulations and the application of certain employment law concepts have created conditions and layers much more in favor of today's employee. To minimize the risks of wrongful termination claims, every employer needs to understand at least the three big exceptions to the employment at-will concept:

Public Policy: A wrongful discharge when the reason for employment termination is contrary to an established state public policy (i.e. terminating a pregnant employee protected under the federal Family Medical Leave Act).

Implied Contract: A contract between the employer and the employee although no written documentation exists regarding the employment relationship (i.e. “Probationary Period” language in the Employee Handbook).

Covenant of Good Faith: An implied agreement the employer is to treat employees honestly and fairly (i.e. A “just cause” standard placing a burden of proof on the employer to justify the basis for discipline or discharge of an employee.)

Tool of the Month: HR Checklists

Whether faced with a hiring, performance management, or employment termination issue, the manager needs to make sure certain steps are covered. To help keep track, you may review and download various HR Checklists developed by HR professionals.To learn more about the HR Checklists, become a client of AMS and receive free HR support.

Are Regular Old 401(K)s Better Than Roth 401(K)s?

Conventional wisdom touts Roth 401(k) plans as the better choice for most taxpayers over regular 401(k) plans. But a paper in the July 2008 issue of the Journal of Financial Planning, published monthly by the Financial Planning Assn. (FPA), argues that not only are regular 401(k) accounts superior to Roth 401(k)s for all but the wealthiest of taxpayers, but they’ll also remain superior even if future tax rates rise.

The conventional wisdom is that, if a retiree’s tax rate is the same as the tax rate when they were contributing to a 401(k), it shouldn’t make any difference whether that person puts money into a regular 401(k), whose contributions are tax-deferred or a Roth 401(k), whose contributions are made with after-tax dollars. The retiree will end up with the same amount of after-tax money way.However, side fund analyses argue that it isn’t an apples-to-apples comparison. For example, an affluent taxpayer putting the maximum $41,000 into a 401(k) would actually need $56,944 in order to fund the Roth. That’s because the taxpayer would need to pay $15,944 in taxes on the $56,944 (at a 28% tax rate) in order to have $41,000 left to fund the Roth. A taxpayer using a traditional 401(k) would need only $41,000, as it’s not taxed upfront.

To make the comparison fair, side fund analyses create a taxable side account for the regular 401(k) contributor and fund it with an amount equal to the extra amount needed to fund the Roth 401(k)—in McQuarrie’s example, $15,944. They then compare the after-tax results, and the Roth version wins. McQuarrie illustrates that the supposed superiority of these analyses is flawed because so much depends on analysis assumptions such as the taxpayer’s age and asset allocation.But the more important argument McQuarrie makes for the superiority of the regular 401(k) is the difference between marginal and effective tax rates. Let’s say a taxpayer is in the 28% marginal tax bracket. That is, all or most of that taxpayer’s deferred contributions to a regular 401(k) account would probably have been taxed at that 28% rate if not contributed to the 401(k). That saves the taxpayer money upfront, but of course they have to pay taxes on the contributions and their earnings, when withdrawing funds during retirement. But that person doesn’t pay the 28% tax rate on every withdrawal dollar.

Under our progressive tax system, the first dollars of taxable income are assessed at the lowest tax rate (10%), then the next chunk of income is taxed at the next higher rate, and so on until the last chunk of dollars is taxed at the taxpayer’s highest rate. The result is an effective or average rate for the taxable income that’s lower than the top marginal rate. In McQuarrie’s example, the effective rate is 19.4%, not 28%. Workers using regular 401(k)s are deferring taxes at their marginal rate, but paying taxes at their lower effective rate when they withdraw the money during their retirement years, making them a superior choice for most taxpayers. McQuarrie also demonstrates that, the effective tax rates are likely to remain lower than the marginal rates for most taxpayers even if Congress increases future tax rates, leaving the regular 401(k) still the better choice.

For more information, visit: http://www.quotit.net/ams/pension.htm


Check the difference of: Taxable vs. tax-advantaged saving comparison

401(k)s Are More Important Than Ever

Employees who contribute to their 401(k) plan and who are willing to make small improvements to their saving and investing habits can increase their future income potential, according to a study by Hewitt Associates. When factoring in inflation and increases in medical costs, Hewitt predicts that employees will need to replace, on average, 126% of their final pay at retirement. That is significantly more than the traditional targets of 70% to 90% pay replacement.The Hewitt’s study examined the projected retirement levels of nearly 2 million employees at 72 large U.S. companies using actual employee balances and behaviors. Only 19% will be able to meet 100% of their estimated needs in retirement. On average, employees are projected to replace just 85% of their income in retirement, compared to the 126% they need. In other words, assuming inflation of 3% and a retirement age of 65, an average 40 year old with 10 years of service and earning $83,000 at retirement in today’s dollars would have saved enough to provide just $70,500 per year in retirement in today’s dollars -- a $34,000 annual shortfall. In fact, 67% of employees are expected to have less than 80% of their projected needs at retirement.The scenario is even more serious for employees who do not contribute to their 401(k) plans. Employees who contribute an average of 8% of pay to their 401(k) plan can replace 96% of their preretirement income at age 65, providing about 80% of what is needed to provide the same standard of living during retirement. That number drops to just 54% for employees who do not contribute, which equates to less than 40% of projected needs. Even employees who have a pension plan can expect to replace just 62% of their income at retirement if they do not contribute to their 401(k) plan, compared to 106% for those who do contribute. Recent Hewitt research shows that 26% of employees do not participate in their 401(k) plan, and of those that do, 61% contribute less than 7% a year. Hewitt’s study found that employer-subsidized retiree medical coverage has a dramatic affect on an employee’s ability to achieve adequate retirement savings. The good news is that people can take small actions in several areas and make a big difference. Gradual increases in savings rates, smarter investing, lower fees and delaying retirement can have a significant affect and enable most people to achieve a much more comfortable standard of living once they retire.

For more information, visit http://www.quotit.net/ams/pension.htm

Limited Benefit Plans lower employer costs!

Many small businesses today are struggling to stay ahead in an economy which is causing higher costs of doing business and offering less opportunities to grow business or just maintain business levels. While it makes sense to offer benefits, these small businesses must cut costs and one way to do it is to offer limited benefit plans.

Many companies today have these choices available so it pays to take a look and see how these plans can be used by the employer to continue to offer benefits and make it affordable with a need to trim business costs. In addition to these limited benefit plans most companies will offer a menu of plans which would allow the employee who wants a richer benefit to buy up and have a payroll deduction for the additioanl cost and where there is a section 125 plan inforce receive the benefit of lower costs with pre tax payroll deduction prior to the taxes being taken out.

The employer can also receive a payroll savings helping to lower there costs by 7.6% with this savings. By making these choices the employer will miantain employee loyality with providing benefits and be competitive in the job market.

You can also find these types of plans at http://www.amsinsure.com; http://www.bchealthplans.ws and http://www.kaiserhealthplans.ws.

For more information on how to save benefit dollars contact us at 800-334-7875.

California governor calls for state healthcare reforms.

California Gov. Arnold Schwarzenegger (R) called for reforms to address the woes of the uninsured and healthcare inflation at the Catholic Health Association's yearly meeting. The governor's "$14.4 billion plan to overhaul healthcare in California cleared the state's Assembly in December, but died in the Senate Health Committee the following month." He said that "without action, the [healthcare] situation...will only worsen."

Claims that technology can help fix health care system and low costs.

Healthcare stakeholders should welcome disruption as an opportunity to advance the industry, and "technology is the disruptive innovation that can help fix the broken healthcare system," said Clayton Christensen, author and Harvard Business School Professor, Friday at the America's Health Insurance Plans conference. He claimed that technology could "make healthcare affordable for those who cannot pay for healthcare services." Christensen pointed to "three specific technologies" to implement his ideas: "molecular diagnostics to understand genetic structure, imaging technologies to look inside the body, and high-bandwidth telecommunications to bring expertise to offices with limited healthcare resources." If his "views are borne out, integrated caregivers, such as Kaiser Permanente,...will have a significant advantage over other stakeholders, he said."

Link

Life Expectancy continues to rise in the U.S..

It has been reported in several publications that the life expectancy continues to rise with the disperity amongest various groups becoming less than in previouse reports. While the age has risen to 78.1 and this is only 29th among all nations in the world where the average is 83 years. You can refer to national publications for additional information and check your personal life expectancy with our The Living to 100 Life Expectancy Calculator© is brought to you by Dr. Thomas Perls in partnership with the Alliance for Aging Research, a not-for-profit organization based in Washington, D.C. The Living to 100 Quiz was designed to translate longevity research of centenarians into a practical and empowering tool for individuals to estimate their longevity potential.

The Five Steps of Effective Employee Coaching

In the AMSINSURE monthly newsletter HR Advisor June 2008 addition from HRANSWERLINK.

New employee orientation and job-specific training serve important purposes. Coaching, however, is a critical key that is set aside unfortunately once too often. A business owner may think that spending the time to coach is too difficult, but it is his or her leadership that helps create a great team of inspired, productive, and loyal employees.
Employee coaching involves the managers and employees meeting regularly to discuss and explore each employee's career goals and development. There are five basic steps in facilitating employees to become high-performers in your team. Discuss the employee’s expectations of the job. Whenever a new employee is hired or an employee’s job functions change over time, always address any questions or confusion the individual may have about the job. To help confirm or clarify the employee’s perspective of the job expectations, review together a copy of the job description, department’s goals, and company’s goals.

Understand the employee’s expectations of the manager. While different employees have different communication styles, learn about what each employee expects from you as a manager and come to a reasonable working agreement.

Learn about the employee’s expectations for professional growth. Some employees work for just the paycheck, and some have specific professional development interests and ambitions. Recognizing and gathering relevant resources to help support and build a plan for each individual’s interests help strengthen employee loyalty.

Give feedback about the employee’s performance. Consistent and constructive feedback becomes effective when focused on raising awareness and on improving performance results.
Get feedback about your performance. You are a manager as well as a member of a team. How well you respond to feedback from your teammates will make a significant influence on your team’s synergy and success.

Each employee should come out of every formal and informal coaching meeting with a strong picture of both the specific performance goals to achieve and how his or her contributions impact the department and the company as a whole

Universal Life showing strong growth

A recent report by LIMRA, an industry association with over 850 financial services companies in more than 70 countries around the world turn to LIMRA first to help them build their businesses and improve their performance. In the study it was found that more people are turning to the purchase of Universal Life as sales where up 8% in a recent industry survey.

Other products a decrease in growth including term life which dropped 3%. It seems that the lower premiums of a permanent product like Universal Life can be delivered for less cost and maintain increasing value with long term stability. The average variable universal life policy bought during the first quarter of 2008 was 7% larger than those purchased in the same period of 2007.

Considering life insurance for your business or family then this might offer a solution.

John Beyer
jbeyer@amsinsure.com

Considering a Corporate Wellness Programs

Corporate wellness programs can enhance employee health and productivity. They can also help curb the rising cost of health care benefits. Corporate wellness initiatives are gaining momentum, but they can potentially backfire on employers if they are not designed and implemented properly. To avoid negative consequences, employers must understand the legal aspects of their wellness programs to ensure they comply with a myriad of federal and state regulations. When considering these programs it would be appropriate to review the various HR considerations to be compliant.

"The legal implications of wellness initiatives are far reaching, and designing programs that are compliant with current law can be challenging." "There is a lack of legal precedence in this area, which means there isn’t much to guide employers as they navigate this uncharted territory. But compliance is critical, so employers must be sure they understand and consider compliance issues as part of their program development process."

Its important for employers to be mindful as they plan their wellness offerings to ensure every worker has a chance to benefit from each program available. For example, if a walking program is developed, the employer needs to think about accommodations necessary to include those who use a wheelchair or require some other form of assistance. The key is to provide flexibility and elasticity in all programs so that everyone can participate."

For small employers considering these programs they can use those offered by there health carrier or other commercial programs in the community.

As an owner, should I consider a group LTD (Long Term Disability Policy) or an LTC (Long Term Care Policy).

With the lowest rates currently avaialable on these policies with high limits, no medical exams, and even guaranteed issue it may be time to consider as these plans are one of the lowest cost benefits offered to employer groups. The costs can even be shared with the employee, however with these low cost it makes good sense as a benefit.

Group plans me be offered along with voluntary plans that can add value since the group becomes a base and then the voluntary individual plans will cost less as the employee only needs to supplement a smaller portion of there risk.

What are some of the other benefits of these plans. Employees become more secure knowing they have income if the are sick or hurt and thereby are less likely to leave an employer saving turnover costs and return to work faster with a secure income that assist them with recover by relieving tension form that would have been there from financial stress. LTC policies have the same value with a low cost employer base plan allowing the employee to supplement an invidual policy at less expense to them. Another advantage is they can add not only a spouse, but parents, enlaws and others to a supplemental group plan even though they are not on the base group plan.

For more information: email, jbeyer@amsinsure.com or call 800-334-7875

click on the links below for more information:

Disability Income Plans…Often overlooked building a strong financial plan; this type of policy provides the base of all future plans. Consider the odds of every other risk in life and this one is ahead of them all. Take a moment to consider the possible problems for short term or long-term loss of income from an accident or illness. In a few minuets you can decide on whether you should get a proposal, it only takes a moment. Whether you work for a company, are self-employed or a business owner, there is a plan for you.

Long Term Care…(LTC) is a phrase, which is used to describe a variety of services in the area of health, personal care and social needs of a person who requires assistance with the basics of living. Services can be provided in home care, assisted living, or a convalescent care facility. Recent studies based on nursing home admissions indicate that 40% of all persons age 65 and over will enter a nursing home in the future.

Californians Get on the Web

More Californians are using the Internet than in 2004, especially to locate information about their insurance plan. In 2007, 56% of survey respondents went online to find information about medical conditions or prescription drugs. But only13% of them made provider appointments online and only 12% filled prescriptions online, according to a survey by the California HealthCare Foundation. Only 26% of the Internet users sought rating information on healthcare professionals. Twenty-three percent of respondents viewed online hospital ratings information in 2007. But only 1% actually made a change in their healthcare decisions based on the ratings. For more information, 800-334-7875 infor@amsinsure.com or go onlin at http://www.amsinsure.com/

How is Small Business doing in 2008

As a benefits agency working with small business we are keenly interested and aware of some of the problems facing business owners. If it is an established business or a new business the problems may be the same.

With personal foreclosures on real property and bankruptcy fillings growing it is not news that small business bankruptcies are also on the rise. There has been a 49% increase over last year with an average of 235 daily fillings in recent months according to the latest reports.

As a small business owner you may not be surprised to hear this with tight credit and rising cost squeezing the bottom line.

What can be done to work through these though times and get to the good times we all want to see arrive as soon as possible.

1) If you rely on credit in your business, banks are not going to make it easier even with all the fed interest rate cuts and may want some incentive to provide loan capitol.

2) Evaluating all the costs and revenue sources may help to keep things in line, including holding off on some expansion plans, and not adding new staff. In fact you may have to consider cutting back on staff. One consideration would be to increase the productivity of staff by offering incentives and benefits, which while adding some level of cost may in fact produce more revenue

3) Looking for value added services from your vendors which can enhance your operations without adding costs. Cutting benefit costs with lower cost plans and maintain contributions levels that are affordable.

4) It would be helpful to see both the federal and state governments provide some tax incentives and tax relief which while aiding the small business, which would lead to a strong economic picture and ultimately a broader tax base in the future.

As benefit consultants we can help you to reduce costs and add value through services like are HR and Payroll platforms.

Business Edge Newsletter current issue here
Recruiting: Staying One Step Ahead of the Competition

www.amsinsure.com
info@amsinsure.com
800-334-7875

State Poised to Crack Down on Discount Health Plans

Cindy Ehnes, director of the state Department of Managed Healthcare, wrote an article in Capitol Weekly describing how the state will be cracking down on fraudulent discount health plans. The state will be proposing new regulations to license companies, imposing strict consumer protections for those wishing to operate in California. The department issued an alert, warning Californians of deceptive discount health plans and suggesting questions to ask. In 2007, the DMHC received more than 200 consumer complaints about discount health plans, almost one third of which were because the consumer believed the discount plan to be insurance. “In the past month, we have seen a substantial increase in the number of complaints regarding discount plans, so it would appear that some fraudulent companies may once again be marketing heavily in California,” she said.

The alert is available in English and Spanish at (click on the title above).

HR Services as a value added client benefit!

Today the demand for real-time HR problem identification and resolution is a paramount concern for all successful enterprises, regardless of size. Owners
and managers of small and mid-sized businesses need this information as critically as their big business counterparts. Unfortunately, until now, these executives could not get the needed information without hours of research or without paying an attorney.

AMSINSURE.COM through its affiliated partner offers to meet the needs of such organizations for low-cost access to HR information, resources and personalized assistance.

AMSINSURE.COM through its affiliated partner places HR information, tools and experience at the fingertips of the owners and managers of small businesses. Because we leverage the power of the Internet to deliver HR solution and services directly to the desktop, clients enjoy maximum flexibility and convenience as a valued added service of AMSINSURE.COM and may add additional upgrade service over the basic service provided.

OUR MISSION
Bring required HR information, resources and professional assistance to the millions of small business owners and managers who need it. Present this information in a format that will be easy to access and to understand. Be there for our clients whether on the web or on the phone, not just as a reference but as a personal consultant who can help solve problems. Treat EVERY client with respect and make each one feel like he or she is our only client. Do all this at a subscription price any small business can afford.

OUR COMMITMENT
Our commitment is to provide high-quality HR resources, products and services to help you do your job. All you need to do is access these resources.
Ask how we can provide these services to your company.

info@amsinsure.com
800-334-7875

California Lawmakers Take a Stab at Legislating Healthy Habits

AMS Favorite Links…Value added services

Last week, an Assembly committee in California approved a bill that would require companies bidding on California state contracts to provide wellness benefits for employees. It's not a big part of anybody's health reform package, and the odds aren't good that AB 2360 will become law, but the attempt represents a significant shift in thinking about health care and how it can be legislated.Many states and employer groups, both public and private are starting to recognize that to truly achieve better results in health care including expenses is to do something to help encourage a healthier life style.
Many state legislatures now have or are working on legislation to help bring about more awareness and promotion of healthier life styles as a part of providing for health care programs that don’t just pay the bills for problems or cures."So much of Western medicine is geared to reacting when something goes wrong that we don't pay a lot of attention to staying away from trouble.
A generation ago, attempts to legislate wellness and healthy habits were unheard of. They're still rare now, but less so. Today there has been a noticeable increase in the number of bills promoting wellness programs in state legislatures.Bills have taken different approaches to encourage wellness programs, including insurance premium discounts or rebates for participation in wellness programs, discounts in group premium rates and tax credits.When one looks at the results of healthier life styles and the effect it has on individuals and groups, the results clearly show that future costs of health care can be dramatically affected if the percentage of people improving there life style through healthier habits grows.
Look to see more legislation, employer involvement in healthier lifestyle programs including incentives to help encourage people to participate and manage there life style programs.
Does your health plan or company benefit carrier have programs, check it out as most do and have for the last several years. As an employer or employee consider the many opportunities available.
Commercially you can sponsor programs from some of the top fitness, weight management, and health care testing companies in your own community.
Need some assistance with this, contact us and will consult with you on how to develop and encourage the use of these plans with your companies employees.

800-334-7875

info@amsinsure.com

Reducing Employer and Employee Health Plan Expenses

Johnson and Johnson recently introduced a health care plan to most of its employees replacing a POS plan with an HRA (Health Reimbursement Plan). It is a special plan design and administrated by three insurance carriers. As a leader in the health care field this is again showing how a major company can introduce a plan which educates employees and gives them choice which are based on developing consumer awarness of medical cost and an opportunity to help reduce those costs.

'This is a major change "It's a whole new way for [employees] to think about the delivery of health services." In January, J&J replaced the point-of-service plan it had offered for the past 10 years to its 43,000 white-collar workers in the U.S., mainly located in New Jersey, Pennsylvania, Florida and California. Under the old plan, employees were responsible for a flat $15 copayment for physician office visits.

All of the other health benefit programs were eliminated by J&J, although employees in some parts of the country have the option of enrolling in an HMO. Sexton says that about 70% of the company's entire work force is enrolled in the new account-based plan. To ease the transition toward the new plan, J&J relied on a technique used to market its products to the public — brand extension. Since the company's health and wellness program is known as Healthy People, the new health plan is called Healthy People HRA — folding it into an already recognized entity.

Small employers can also avail themselves of these plans and offer them as an option to standard plans. One way of doing this is through employer contributions and incentives. Employees who become more aware of health maintance programs and develope an awarance of provider cost to help reduce eventual claims expense can achieve savings for both themselves and their employer.

As more and more larger companies develope HRA and HSA programs so smaller employer groups will follow suit as they see the opportunity to better provide benefits and control costs.

Preventing Health Issues and Advocating Healthy Life Styles

The first step in understanding how prevention affects health care costs is to define exactly what is meant by "prevention." Its broadest definition includes anything that prevents disease, including healthy lifestyle habits and programs that usually fall under the "wellness" umbrella. Its narrowest definition is preventive care such as screenings for various types of cancer and other health risks.

Ideally, a health benefits program should include both clinical screenings and healthy lifestyle programs. Over the past several decades, the focus has shifted toward providing more preventive care benefits, but a stronger focus on preventing disease is still needed.

Preventive care in the United States
Prevention takes many forms: vaccines that prevent disease completely; medications that reduce the risk of developing disease; screening tests that detect disease at an early stage when treatment is more effective; and lifestyle changes - smoking cessation, exercise, diet - that keep people healthy longer.

Through a combination of public education and the growth of managed care, the use and coverage of many preventive care strategies has become more common. But preventive health care statistics in the United States still fall short of expectations. For example:
An estimated 30 percent of the more than 20 million Americans with diabetes remain undiagnosed.

The lifetime risk of developing hypertension is approximately 90 percent for adults between the ages of 55 and 65, but one-third of those affected don't know they have it. Americans receive appropriate preventive, short-term and long-term health care as recommended by professional guidelines only about 55 percent of the time. Approximately 45 percent of the U.S. population has a chronic medical condition, and about half (60 million people) have multiple chronic conditions.

Preventable causes of death, such as tobacco smoking, poor diet and physical inactivity, and misuse of alcohol have been estimated to be responsible for 900,000 deaths annually - nearly 40 percent of total yearly mortality in the United States. One reason why the use of preventive care is not as high as it should be is the large number of uninsured.People without health insurance are much less likely to receive recommended preventive services and medications or have access to regular care by a doctor than those who are insured. But simply having health insurance isn't the solution - it's important to have a plan that encourages the use of preventive care. In one study, screening rates dropped 5.5 percent in insurance plans that introduced cost sharing during the study period, yet increased by 3.4 percent in plans that maintained full coverage.5 By reducing or eliminating cost-sharing in health plans, plan sponsors can increase the use of key preventive services such as adult immunizations and tobacco cessation programs.

Another is lack of education. People often don't consider themselves to be at risk, don't know what preventive services they should receive based on their age, gender and risk factors, or are unsure about their effectiveness.7 It took a concerted effort by doctors, parents, government agencies, health insurers, employers and advocacy groups to achieve higher vaccination rates for children.

Saving lives and money with preventive care.
While immediate costs may be higher in some cases, preventive care can provide significant savings in both short- and long-term health-related costs. Preventable illness and chronic disease are major causes of employee absenteeism and presenteeism (decreased on-the-job effectiveness), causing a financial drain on businesses. A recent study found that increasing the use of just 5 clinical services to 90 percent of the target population would prevent 113,000 premature deaths each year. At least half of the deaths from cancers could be prevented by greater use of established screening tests and existing knowledge. Chronic conditions account for 70 percent of all deaths in the United States and the costs associated with them account for more than 60 percent of national medical care costs.

Studies indicate that prevention, early detection and chronic disease management would reduce the economic impact of disease by 27 percent, or $1.1 trillion annually by 2023 and the number of cases of chronic disease by 40 million. Flu vaccination reduced absenteeism by as much as 45 percent. Based on these numbers, you would expect that most plan sponsors would include coverage for preventive care in their health benefits plans. Unfortunately, that's not the case.

One study found that:
Only 57 percent of employers covered the flu vaccine. Less than 25 percent offered any kind of smoking cessation program. Colorectal cancer screening is offered by just over 70 percent of employers. Cost is the primary reason cited by plan sponsors for not providing more comprehensive health benefits that include preventive care. But some employers are beginning to realize that they can reduce absenteeism and presenteeism by investing in a healthy, productive workforce.2 In your role as a consultant, you can help your clients decide which preventive care services and programs will be most beneficial to their employee population.

Consumerism is also helping to increase the use of preventive care services. As consumers assume greater financial responsibility for their health care and become more informed about their risks, they're more likely to demand additional tests and procedures to protect their health.

Ask about the many Insurance Company special programs and benefits to help maintain health, healthy life styles and screenings for early detection of health issues. Contact, info@amsinsure.com or call 800-334-7875 or you can go online at http://www.amsinsure.com/ .

What can be the most agonizinag decission with Seniors?

Ask anyone with an older parent who is suffering from Alzheimer's, Physical limitations or just needs more care or around the clock assistance. When it comes to a parent or loved one we can agonize over so many thoughts; aside from economics there are many guilt producing barriers to arriving at the best decision. What that decision is can obviously be different for many, however the person most affected and may be better off with proper care in a day care setting, or home setting or perhaps senior care facility. Who is most affected, it is generally agreed by most professionals that the patient is the one whom needs to be considered. For the person making care decision, usually a close relative, they must put there feelings aside to assure that the person needing care receives the most appropriate care.

Where can a person go for assistance in a professional environment. There are community, religious and private organization which provide these services in reviewing a case to help get proper care. Today there are many books on the subject which are available to help get a good picture of issues and solutions, along with references that can be used to help plan and solve a situation which could bring about family crisis.

A good friend whose mother is 91 came to a sudden decision about two months ago. He was a full time care giver to his mother who had undergone open heart surgery. Prior to the surgery she exhibited no real signs of memory loss or disorientation, and after that surgery it became evident that she had. He sought out professional help with senior consultants and is preparing to arrange for his mother to enter a home which can best help her now and in the future by providing a safe enviorment with 24 care.

Another friend also in a similar situation found a community service organization and they are helping him to plan out the proper care and living arrangements for there mother including financial assistance.

Some family issues which a need for senior care can bring about are division among family members, unnecessary financial difficulties and other problems. A friend of mine recently related that his sister removed the mother from the home leaving the father helpless, and created a divorce of the parents, while the father ultimately was able to get into full time care these wounds may never heal.

Preplaning when you or a parent can best make decision's about future care is always something to seriously consider even if uncomfortable. Long Term Care can also be something which you can arrange for prior to need.

Consider the possibilities and if you are looking for resources, contact us at http://www.amsinsure.com/ for assistance. You can also email info@amsinsure.com .

How to legally terminate employee under California at-will employment laws.

Our clients receive HR as a value added benefit!

Give him 3 days to give you his own performance improvement plan and to rebut this warning. For transportation personnel, this also means disclosing recorded drug and alcohol abuse. One of the most trying parts about being a owner or Hr boss is dealing with problem employees. Decide whether you'll do voluntary or involuntary dismissals. Explanation of severance benefits in the lay off meeting. Because it is awkward for everyone, the dismissal of workers is not a common event. A difficult employee can easily be a safety hazard for your other employees as well as for him or herself. Will the company suspend the worker, will it dock pay, or will it fire the worker? Eventually, management will ask most supervisors to sack or layoff someone. If your small business doesn't have a conference room available, then use another manager's office, or use your own in a pinch.

In step two, you should discuss the issue with the at will worker. For example, a discontinuance package will reduce the sting of termination, sacking on Friday will reduce the humiliation, and having a witness in the meeting gives you extra physical protection. Don't sack workforce without evidence and before taking the time to seriously consider the ramifications. Are you a timid owner or Human resource person? 9) How To Fire an employee For Off-Duty Behavior And Lifestyle. The information you collect for the employee during this meeting will help you set the tone for the next actions in which you will take.

AMS Newsletters RECORED MESSAGE

This Just In

The IRS has added three types of expenses to the list of medical expenses approved for deductions and reimbursement under a Health FSA, Health Reimbursement Arrangement or a Health Savings Account. The first expense is an annual physical exam. The second is full-body electronic scans. Although often performed without a doctor’s recommendation, the IRS considers such scans reimbursable because they serve "no non-medical purpose." (It matters not that this procedure is typically expensive and that cheaper and possibly more effective alternatives exist, such as X-rays.) The third is pregnancy tests, including over-the-counter tests. Anxious mothers-to-be can take comfort that the IRS did not limit the quantity of tests that can be reimbursed.

For details, see
Internal Revenue Bulletin
2007-50, Page 1154:
www.irs.gov/pub/irs-irbs/
irb07-50.

Free Samples Are Expensive click here for more information!

People who get free prescription samples actually spend more on prescriptions in the long run. One reason is that patients continue the medicines even when there are less expensive alternatives. The study was supported by the Robert Wood Johnson Foundation. Additional authors are from Virginia Commonwealth University and the University of Chicago. Younger patients and those not on Medicaid received more samples. Out-of-pocket expenditures were $166 during periods before patients received samples; $244 during periods while patients were receiving samples, and $212 during periods after patients no longer received samples.

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How to choose a Hospital! click here

Reputation is what health professionals rely on most when seeking medical care, so it pays to ask around. Check with your physician, friends and family to learn about there experiences and get referrals. A little known secret, at least today and perhaps not tomorrow is to ask the people who work at a hospital what they think, you'll be surprised at the candid answer you get.

You will want to consider the size of the institution depending on the procedure and whether they have the latest techniques and equipment to get the best results. Public resources that survey and rate institutions can be helpful as well as web sites that discuss hospitals and medical topics.

Look to professional forums regarding the experience and expertize of the professional you choose, as well as there education, background and training. Once again rely on those you know or other professionals for references regarding who will be providing your treatment.

When choosing a Hospital check into there patient to nurse ratio and general staffing as well as the level of the staff as there experience in assisting with procedures which you will be undergoing.

You can check with news publications, periodicals which rate and evaluate hospitals as well as government resource. The more informed you are will help to assure the best outcome for good results and recovery.

A little known fact about Social Security and collecting retirement early.

http://www.mymedicare.gov/

Once you makes a selection to start his social security, you can revoke it. Let's say you start social security at age 62 because you are laid off from work. The next year, you are offered work and decide to work a few more years. Because you are under age 66, you need to forfeit $1 of social security for every $2 you earn over $13,560 until you reache the year in which you reache full retirement age. You realize that it would have been better to wait to start social security.

You can elect to "turn the clock back." You can file for "withdrawal of application," -SS form 521- and pay back all benefits you have received (no interest!) . Then, at full retirement age (or anytime you choose), you can start your social security benefits again at a higher level because you are older.

Week of March 24, 2008

News in Health Care

Soaring costs and the slowing economy have put a damper on comprehensive health care reform efforts across the country, most notably in California earlier this year. More limited health care reforms continue unabated, of course, but the cost of comprehensive reform appears more daunting than ever. New Jersey, however, appears to be bucking the trend with a new that would cost an estimated $28.8 million in its first phase and $1 billion in its second phase. The plan (see below) includes an individual coverage requirement and creation of a new state-sponsored health plan. Supporters of the package vow the plan would be implemented without raising taxes. But an important player in the process, Governor Jon Corzine, provided the proverbial splash of cold water when he said that current budget circumstances will greatly impair the state's ability to achieve universal coverage. The governor, however, may announce support for a portion of the proposal. Whether New Jersey is able to join the small number of states with universal health care plans remains to be seen. But State Sen. Joseph Vitale, one of the architects of the plan, has a lot in common with many state legislators across the country in believing that the state has to try. "We can't wait for national reform," he said.

New Cellular Phone Laws that Go Into Effect July 1, 2008 for California


Wireless Telephone Laws FAQs
Two new laws dealing with the use of wireless telephones while driving go into effect July 1, 2008. Below is a list of Frequently Asked Questions concerning these new laws.
Q: When do the new wireless telephone laws take effect?A: The new laws take effect July 1, 2008
Q: What is the difference between the two laws? A: The first prohibits all drivers from using a handheld wireless telephone while operating a motor vehicle. (Vehicle Code (VC) §23123). Motorists 18 and over may use a hands-free device. Drivers under the age of 18 may NOT use a wireless telephone or hands-free device while operating a motor vehicle (VC §23124).
Q: What if I need to use my telephone during an emergency, and I do not have a hands- free device?A: The law allows a driver to use a wireless telephone to make emergency calls to a law enforcement agency, a medical provider, the fire department, or other emergency services agency.
Q: What are the fines(s) if I’m convicted?A: The base fine for the FIRST offense is $20 and $50 for subsequent convictions. With the addition of penalty assessments, the fines can be more than triple the base fine amount.
Q: Will I receive a point on my driver license if I’m convicted for a violation of the wireless telephone law?A: No. The violation is a reportable offense, however, DMV will not assign a violation point.
Q: Will the conviction appear on my driving record?A: Yes, but the violation point will not be added.
Q: Will there be a grace period when motorists will only get a warning?A: No. The law becomes effective July 1, 2008. Whether a citation is issued is always at the discretion of the officer based upon his or her determination of the most appropriate remedy for the situation.
Q: Are passengers affected by this law?A: No. This law only applies to the person driving a motor vehicle.
Q: Do these laws apply to out-of-state drivers whose home states do not have such laws?A: Yes
Q: Can I be pulled over by a law enforcement officer for using my handheld wireless telephone?A: Yes. A law enforcement officer can pull you over just for this infraction.
Q: What if my phone has a push-to-talk feature, can I use that?A: No. However, the law does provide an exception for those operating a commercial motor truck or truck tractor (excluding pickups), implements of husbandry, farm vehicle or tow truck, to use a two-way radio operated by a “push-to-talk” feature.
Q: What other exceptions are there?A: Operators of an authorized emergency vehicle during the course of employment are exempt as are those motorists operating a vehicle on private property.
DRIVERS 18 AND OVER
Drivers 18 and over will be allowed to use a hands-free device to talk on their wireless telephone while driving. The following FAQs apply to those motorists 18 and over.
Q: Does the new “hands-free” law prohibit you from dialing a wireless telephone while driving or just talking on it?A: The new law does not prohibit dialing, but drivers are strongly urged not to dial while driving.
Q: Will it be legal to use a Blue Tooth or other earpiece?A: Yes, however you cannot have BOTH ears covered.
Q: Does the new hands-free law allow you to use the speaker phone function of your wireless telephone while driving? A: Yes.
Q: Does the new “hands-free” law allow drivers 18 and over to text page(?) while driving?A: The law does not specifically prohibit that, but an officer can pull over and issue a citation to a driver of any age if, in the officer’s opinion, the driver was distracted and not operating the vehicle safely. Text paging(?) while driving is unsafe at any speed and is strongly discouraged.
DRIVERS UNDER 18
Q: Am I allowed to use my wireless telephone hands free?A: No. Drivers under the age of 18 may not use a wireless telephone, pager, laptop or any other electronic communication or mobile services device to speak or text while driving in any manner, even hands free. EXCEPTION: Permitted in emergency situations to call police, fire or medical authorities(VC §23124).
Q: Why is the law stricter for provisional drivers?A: Statistics show that teen drivers are more likely than older drivers to be involved in crashes because they lack driving experience and tend to take greater risks. Teen drivers are vulnerable to driving distractions such as talking with passengers, eating or drinking, and talking or texting on wireless devices, which increase the chance of getting involved in serious vehicle crashes.
Q: Can my parents give me permission to allow me to use my wireless telephone while driving?A: No. The only exception is an emergency situation that requires you to call a law enforcement agency, a health care provider, the fire department or other emergency agency entity.
Q: Does the law apply to me if I’m an emancipated minor?A: Yes. The restriction applies to all licensed drivers who are under the age of 18.
Q: If I have my parent(s) or someone age 25 years or older in the car with me, may I use my wireless telephone while driving?A: No. You may only use your wireless telephone in an emergency situation.
Q: Will the restriction appear on my provisional license?A: No.
Q: May I use the hands-free feature while driving if my car has the feature built in?A: No. The law prohibits anyone under the age of 18 from using any type of wireless device while driving, except in an emergency situation.
Q: Can a law enforcement officer stop me for using my hands-free device while driving?A: No. For drivers under the age of 18, this is considered a SECONDARY violation meaning that a law enforcement officer may cite you for using a hands-free wireless device if you were pulled over for another violation. However, the prohibition against using a handheld wireless device while driving is a PRIMARY violation for which a law enforcement officer can pull you over.

Motivating Employees with the Performance Review

Most managers and supervisors see the annual employee performance review as one of the most dreaded work tasks. Most employees, however, view it as one of their defining moments.Money incentives alone do not increase employee motivation levels. The development and communication of accurate performance reviews can significantly increase an employees motivation (and thus performance) levels. Towards completing an accurate employee performance review, consider the following tips:

Be predictable. Apply the same criteria and measurement standards for all employees with the same job descriptions. Also, avoid looking at performance reviews as an annual one-shot moment to formally praise or criticize an employee’s performance.
Be objective. Focus on the employee’s workplace behavior, and measure for improvement in the employee's performance. For example, you can account for the number of projects completed successfully.

Be open. Motivating employees require providing ongoing, periodic feedback. Gain added information and perspectives by talking with the employee’s peers, previous managers, current clients, etc.

Be diligent. Accurate performance reviews stem from a regular process of assessing information gathered throughout the year. Document any supporting evidence of performance levels in the employee’s HR file.

Be professional. Maintain a consistent and standard professional approach when writing and presenting the elements of the performance appraisals. How effective and respectful you manage the employee performance reviews often is often a major factor especially if you are ever sued for wrongful termination.

Be empowering. Work with the employee to create and agree upon action plans and goals to help the employee further succeed and grow with your company.

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Multi Life Disability InsurancePetersen International Underwriters is offering bigger premium discounts for multi-life disability insurance for groups as small as two people. For more information, info@amsinsure.com or 800-334-7875

Term InsuranceAmerican General introduced five additional term periods for its term life insurance product, AIG Select-a-Term. Previously, terms were available for years 10, 12 and 15 through 30, but now customers may also choose from terms of 31 to 35 years (depending on issue age and tobacco use status). For more information, info@amsinsure.com where we quote American General and 250 other companies.

Hospital Network Contracts with AetnaPrime Healthcare Services Inc. (PHS) entered into a multi-year managed care agreement with Aetna Health Plans. Aetna enrollees can get care at PHS hospitals. Aetna enrollees will be covered with full in-network benefits. “This dispels the rumor that PHS is adverse to managed care contracting and hopefully, paves the path for other managed care health plans to enter into contracts with fair and reasonable reimbursement,” said Prem Reddy, MD, FACC, FCCP, PHS’ Chairman of the Board. “We are ready and willing to enter into managed care agreements with other major health plans on terms comparable to Aetna’s,” said Lloyd Wilensky, PHS' Vice-president of Health Plan Operations.Prime Healthcare Services Inc. is a rapidly expanding hospital management company in Southern California. PHS owns and operates nine acute care facilities: Centinela Hospital Medical Center in Inglewood, Chino Valley Medical Center, Valley Hospital in Victorville, Huntington Beach Hospital, La Palma Intercommunity, Montclair Hospital Medical Center, Paradise Valley Hospital in National City, Sherman Oaks Hospital and the Grossman Burn Center in Sherman Oaks, and the West Anaheim Medical Center.

How do small business compete for a work force and compete with benefits for workers. A survey found that small business employees feel good about benefit packages and encourage them to work harder and perform better as well as keep them at their current employer.

Vendors of benefit products continue to design affordable products for health, dental, life, disability and pensions along with cafeteria style packages, voluntary packages and other sought after benefits.

Benefits can be tied to the employee’s general belief of his or her financial well being, which is a great concern of employees at small businesses. A high percentage of those surveyed in small business are concerned about the financial future for themselves and there families. Offering a strong benefit package is a sure way for growing companies to improve competitiveness and retain qualified talent in the new economy where the small business is the fastest growing segment of the economy.

Obtaining quality benefits for employees at reasonable cost can be an uphill battle for the small business owner. Without staff to do the research and have the expertise small business have to outsource and rely on providers for assisting them in reviewing the market in order to obtain affordable benefit which there employees can share some of the cost and each party together can benefit in savings and quality benefits.

When looking for benefits consider the following areas.

· Experience of the agency and employees in know the small business market
· Resources available on the internet with easy access for the employer and employee’s
· Availability of multiple products and markets with offerings that fit you business
· Value added services through quality affiliates which are at no cost or affordably designed for small business

To promote productivity, it is important that small business owners make every effort to accommodate the needs of their employees, who might be viewed as one of the primary assets of the company. The health of these companies is clearly an important factor in the health of the U.S. economy. A benefit package can mean employees are free of distracting worries and can focus on the job to be done. Thanks to the innovative products and services that are now available, the small business owners can develop an effective benefits package for their employees.


Quotes & Services for Small Business 2-50 Employees.

Pension Plans…learn more by clicking here

Retirement and the Business Professional

Don’t Put All Your Eggs in One Basket

Many entrepreneurs who start or purchase a business do so for a number of reasons, both
emotional and financial. Social status, the freedom to be your own boss and the potential
for a high income are a few of the reasons commonly cited. For some, business ownership is also seen as a primary way to pay for retirement. If everything goes as planned, the business owner works hard and, over time, the business grows and becomes more valuable. When the owner reaches a certain age the business is sold, with the proceeds from the sale funding the retirement years.

The Realities of Business Ownership

Using the business as the sole means of achieving financial independence amounts to
placing a bet that the owner will be able to sell at the right time, the right price and under
the right terms. There are several reasons why this may not happen: · Business failure: Despite good intentions and hard work, businesses do fail. In 2003, for example, there were 612,296 new, small (less than 500 employees) businesses started in the United States; in the same year, 540,658 small businesses closed their doors, and 35,037 filed for bankruptcy.1
· Timing of the sale: Selling a business is a complex, often time-consuming procedure.
The actual process of finding a buyer, negotiating the deal, arranging financing and
finally closing the sale may extend over months or even years. · Proceeds: Depending on market conditions, the amount realized may not be enough to pay for retirement. Income taxes will inevitably consume some of the proceeds. The owner may have to accept installment payments, rather than a lump sum. · “I am the business”: The value of a business may depend largely on the skills and/or customer relationships of a particular owner. Diversification to Reduce Risk
A business owner who seeks to reduce risk will view his or her business as one asset
among many. In addition to the business, a diversified portfolio could include the following.

· Qualified retirement plans: Business income is used to fund employer-sponsored
qualified plans with a current deduction for contributions and tax-deferred growth.
· Nonqualified plans: Nonqualified deferred compensation plans are often used to
reward selected employees and serve to supplement qualified retirement plans.
· General investment portfolio: A business owner can develop a general investment
portfolio, outside of the framework of the business.

1 Source: U.S. Small Business Administration, Office of Advocacy: “Frequently Asked Questions.” See
http://www.sba.gov/advo/frequentlyaskedquestions, accessed 3/02/07.
Page 1 Presented by: John Beyer

The Need for Health Insurance

Most of us would agree that good health is an extremely valuable attribute. Those in poor
health generally have a lower quality of life as well as a reduced ability to work and earn
an income. Good health is frequently the result of biology (the genes you inherit), the life
style choices you make (exercise, diet, smoking), and appropriate medical care.
And even the healthiest among us need some medical care. Regular physician and dental
visits are a normal part of maintaining good health. Accidents, illness, and simply
growing older are other reasons medical care is necessary.

Paying For Medical Care

Medical care in the United States is, unquestionably, expensive. According to statistics
compiled by the federal government, over 20% of personal consumption expenditures are
directed to medical care.1 For those needing medical care, there are three basic choices:
· Don’t go: Not seeking medical care when it is needed can result in small, treatable
health problems becoming much bigger ones, with sometimes fatal consequences.
· Pay out-of-pocket: Paying for medical care from your own pocket can quickly exhaust
your assets. Huge medical bills are one reason cited as a cause of personal bankruptcy.
· Health insurance: Although the premiums can be expensive, for many individuals and
families, health insurance is the only practical way to provide needed medical care.

Sources of Health Insurance

There are three broad sources of health insurance in the United States today:
· Individually owned policies: The individual or family purchases a health policy
directly from an insurance company or health maintenance organization. Individual
health policies can be relatively expensive compared to group health insurance.
· Group health insurance: Group health insurance is typically provided through an
employer or another related group such as a professional association. The premiums for
group health policies tend to be less than those for individually owned policies.
· Government programs: For those age 65 and older, Medicare provides a base level of
health insurance. Medicaid provides health care for the impoverished. The federal
government has a number of programs to provide medical care to active duty and former
military service members. Some states have individual programs to provide health
insurance to low-income individuals and families.

The Choice Is Yours, affordable rates and great plans Shop Online link

While health insurance may be expensive, trying to pay medical costs out of your own
pocket, or not seeking medical help when needed, can be much more expensive.
1 Source: Statistical Abstract of the United States:2007. Table No. 656 Personal Consumption expenditures in Current and Real (2000) Dollars, by Type: 1990 to 2004.
Page 1 Presented by: John Beyer

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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.



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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.



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.


Disability Income Plans…Often overlooked building a strong financial plan; this type of policy provides the base of all future plans. Consider the odds of every other risk in life and this one is ahead of them all. Take a moment to consider the possible problems for short term or long-term loss of income from an accident or illness. In a few minuets you can decide on whether you should get a proposal, it only takes a moment. Whether you work for a company, are self-employed or a business owner, there is a plan for you.

Your Key to Easy COBRA Administration! …Easy to use, no prior experience need. Groups with 20 or more are required to meet all Federal Guidelines for Cobra administration.

New Saving for Children’s Education

AMS Travel Related Service…Do you have adequate health insurance when traveling? Most plans may fall short, see how and check it out here. For U.S. Citizens traveling abroad, for foreign visitors entering the United States and Students while in a U.S. school. Check out our travel site for the latest savings on cruises, packages and other special travel services with super savings available only to travel agents.




Long Term Care…(LTC) is a phrase, which is used to describe a variety of services in the area of health, personal care and social needs of a person who requires assistance with the basics of living. Services can be provided in home care, assisted living, or a convalescent care facility. Recent studies based on nursing home admissions indicate that 40% of all persons age 65 and over will enter a nursing home in the future.


AMS Newsletters keeping you informed with high impact ideas and news in an easy to read format. Business Edge, Financial Edge and 21st Century Retirement newsletters up dated bimonthly.



Business Development… Business Strategy, Wealth Building, Skills & Learning, Mind and Body, Personal Development, Spiritual Growth, Success Streams. Whether you are self-employed, a business leader, community leader, sales person or just interested in improving your life or career this site has the resources to assist you. I have personally used Nightingale Conant for over 30 years when first introduced to their material in 1968 while training for a career in the insurance business. Top names such as: Zig Ziegler, Denis Waitley, Dale Carnegie, Napoleon Hill and Earl Nightingale “You become what you think” himself, are just a few of the contributors to a storehouse of information which is available for you development.



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Now, you can give your grandkids money on their birthdays throughout their entire lives. And, it comes every year to each grandchild with a personalized birthday card. Annual birthday gifts start at just $100!


What a special feeling it must be to be reminded, every year on your birthday, how your grandparents cared about you and your happiness – for life.

I’ve enclosed some information that I think you’ll find very interesting. After Thoughts Birthday Insurance is offered by Assurity Life Insurance Company and I think you’ll be surprised at how little it costs to provide each of your grandchildren with a $100 gift on their birthdays for their entire lives.

I’d love to hear your thoughts and I’d be happy to run a no obligation quote for you based on your age, tobacco use, and number of grandchildren you have. Just give me a call at 800-334-7875 or email me at info@amsinsure.com for a free quote. It’s the best birthday present ever for grandchildren.

Give Your Grandkids Money
On Their Birthdays For Life...Now you can arrange for your grandchildren to receive money and a personalized birthday card on their birthdays every year for the rest of their lives. Imagine it... every year of their lives, your grandchildren will be guaranteed to receive a check and birthday card from you on each of their birthdays!
Setting it up for your grandchildren probably costs a lot less than you think...It’s called After Thoughts Birthday Insurance and it’s available from Assurity Life Insurance Company of Lincoln, Nebraska. With an After Thoughts Birthday Insurance SM policy, your grandchildren will always remember how much you loved them because every year on each of their birthdays they’ll receive a personalized birthday card and a check in the amount of your choosing.

The biggest barrier to on-the-job productivity is getting overloaded with work, according to 39% percent of workers surveyed in an online poll by LifeCare Inc. They also listed the following barriers:
• 15% -- other reasons (each response represented less than 1%) including personal health issues, personal relationship issues, general stress, a long commuting time, and inadequate training.
• 12% Basic job expectations were never made clear.
• 8% Pay and rewards are not appropriate.
• 7% Child care issues.
• 7% Office politics and personal conflicts.
• 6% Elder care issues.
• 6% Didn't have the proper tools or equipment.