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Thursday, June 11, 2009

International Trend in Pension Plans


Excerpt: "Unless people prepare for it properly in advance, a perfect storm of demographic and financial trends could derail people's retirement plans, a global survey from HSBC Insurance finds. In its fifth annual Future of Retirement study, HSBC's It's Time to Prepare finds 9% of the 15,000 people it surveyed in 15 countries expect to delay their retirement because of the economic downturn and only 19% intend to retire as they had previously planned. Many are doing the opposite of what they should be doing: 17% are reducing retirement savings or have stopped saving for retirement altogether." (The National Post Company)


What should your strategy be for the long run so you do not allow the market to win, and keep you in the game? Dollar cost averaging has been the saving value for most people since it is simple and it works.


The market historically has highs and lows so that a $1 today buys a share of stock, while a $1 tomorrow can buy 2 shares or ½ a share. If you follow this strategy you gain market momentum which produces an upward trend line the same as when you look at the market over 10, 20 or 50 years.


The other consideration is determining your risk tolerance, changing that tolerance over time as you age to a more conservative position from a more aggressive position when you are younger.
If you study this strategy you will be certain of its success and less tempted to allow the market to dictate your be in or out of the market depending the markets ups and downs.

How can your company maintain benefits and reduce cost?

In these difficult economic time I am often asked how can I maintain benefits and reduce costs. While there is no easy answer, there are some way in which an employer may approach these issues. The following are some highlighted ideas to consider.


  1. Create a fixed budget for benefits within the scope of the companies ability to maintain costs. Develop a multiple plan offering for benefits; ie., HMO, PPO, HSA etc. from which employees can choose a plan which will best meet theirs and their family needs considering personal budget for benefits. Offer a Sec. 125 employee tax savings plan to help reduce the cost which are paid by the employee.

  2. Offer ancillary benefits which the employee can choose from and as above pay with tax benefited dollars on a voluntary basis. This may include; life insurance, dental insurance, supplemental accident policies, disability and long term care policies.

  3. Utilize an HRA self funded program with fixed risks to company expenses for claims and benefits, and combine with the above suggestions.

  4. Consider a combination HRA and HSA plan.

  5. Offer an HSA plan where some of the savings is funded by the company from premium savings.

  6. Initiate health and welfare programs for physical fitness, weight loss, smoking, diabetes and other programs. It has been proven that these programs provide for healthier employees, better work attendance, more productivity on the job, lower ultimate health cost and absenteeism.

We are available to consult with you about these and other programs which will benefit employees and employers.


info@amsinsure.com


800-334-7875

Friday, June 05, 2009

How can your company make the Best Employer list in your area.

Here is how one company made the Bay area list of best employer for the second year.

We are thrilled to be on the list for our second year in a row," said John Sensiba, Managing Partner of Ireland San Filippo. "While it's rewarding to make it on the list, even more important are the tangible changes we're able to make based on the survey's employee feedback. Particularly in today's economic climate, we are consistently challenging ourselves to be a role model in our industry and are actively improving what has already been established and recognized as a great working environment. Our goal is to not just be a 'best place to work' company, but to be the 'best place to work.'"

Over the three years that ISF has participated in the Best Places to Work Survey, the firm has utilized survey feedback to build upon existing best practices. The results include improved employee benefits, creative flexible working schedules, competitive compensation programs, increased software training tools, increased team-building activities and continuing education programs for employees.

We would like to know your thoughts.

Thursday, June 04, 2009

Why Government-Run Public Plan is Misguided

NOTE: There are many views on Health Care in the U.S. and many professionals in the Insurance and Health Care field share these views. Its our goal to present the facts and look for comments as the country moves into a major review and process of change.

• Reforms to the private insurance markets are widely recognized as necessary. But
the creation of a government-run public plan is a bad idea and a waste of
resources that would likely displace tens of millions of happily insured Americans
and exacerbate the worst elements of our current system: gross inefficiency, high
costs, and bureaucracy. Creating a mammoth, complex, hugely expensive, illdesigned
reform that is not likely to be popular when understood.

• As a prominent Lewin study concluded, a government-run public plan would
likely attract consumers not by virtue of superior performance on cost control and
quality, but by its ability to exploit unfair advantages that would tend to shift and
hide its costs away from enrollees and enrollee premiums.1 Nearly 6 out of every
10 Americans (118 million) with private coverage could lose their current health
care coverage, and 130 million Americans could end up on a government-run
health care plan if the government sets payment rates at Medicare rates.

• Expansion of government-run programs could also exacerbate the cost-shift that
already drives up average health care spending by $1,788 (or 10.7 percent)
annually per family.2 A government-run plan would exacerbate the cost shift
because when government payment rates are too low, providers shift costs to
private payers to make up the difference.

• Existing public plans provide less coverage and restrict provider access more than
the average employer-sponsored plan. The Congressional Budget Office (CBO)
estimated that the benefit package for Medicare is 15 percent below the average
employer-sponsored plan. Under Medicaid, specialists are often inaccessible
without long waits. Under a new government-run plan, Americans will find it
more and more difficult to make appointments with physicians and other health
care providers. This is because lower payments will make it increasingly
unaffordable for providers to see patients—particularly the increasing number of
patients with public coverage. o MedPAC: 30% of Medicare enrollees seeking a new primary-care physician have difficulty finding one o MedPAC: 30% of physicians taking no new Medicaid patients

• Public programs like Medicare moreover lag behind the private insurance industry
in terms of containing cost and improving quality. Medicare just recently started
refusing to pay medical care providers for ‘never events’ where a patient suffers a
knowable and catastrophic mistake such as having the wrong limb removed. The
private insurance market has been doing this for years.

• A government-run plan like Medicare does not have to comply with varying state
insurance regulations nor does it have to underwrite applications because
1 The Lewin Group, “The Cost and Coverage Impacts of a Public Plan: Alternative Design Options,” Staff Working Paper #4, April 6, 2008. 2 Millman, “Hospital and Physician Cost Shift Payment Level Comparison of Medicare, Medicaid, and Commercial Payers,” December, 2008. Medicare is open to all seniors at the same cost. Reforming the insurance market could significantly reduce administrative costs for private plans.

• Private insurers must build provider networks. These networks can include highvalue
providers and exclude low-quality providers. Except for certain
circumstances, including criminal acts, Medicare is forbidden from excluding
poor quality providers. It lets in everyone who signs up. So one question to ask is,
will a public plan have Medicare’s indifference to quality -- or invest in the cost
of a network?

• Private insurers must negotiate rates. Medicare just fixes prices using a statutory
and regulatory scheme. And anyone who imagines a public plan would be less
costly than private plans must keep the following issue front and center: In the
many procedure categories where Medicare’s statutory price does not cover full
provider costs, shortfalls are shifted to private payers who end up subsidizing the
public program. So, will a public plan negotiate rates or simply use fiat as a
means of gaining subsidies from private insurance?

• Private insurers must combat fraud -- or go out of business. Indeed, these payers
have every incentive to invest in antifraud personnel and strategies down to the
point where return and investment are equal. But anyone who thinks that a public
plan could serve as a "yardstick" for the private sector needs to consider
Medicare’s dismal record with regard to fraud, waste and other abuse.

• In fact, the total amount of Medicare fraud is unknown. The government does not
measure or estimate fraud in its programs; instead, it measures payments made “in
error.” According to Medicare's own most recent data, payments made in error
amount to over $10 billion annually. (Medicaid's payment errors in 2007 equaled
a whopping $32.7 billion, according to a report by the Department of Health and
Human Services.) Others have claimed Medicare’s payments made in error are
much higher. Even with the inclusion of the budget of the inspector general for
the Department of Health and Human Services, Medicare spends less than onefifth
of 1% on antifraud measures -- a small fraction of what private plans invest
in their efforts to build a network of honest providers.

• And because of the vagaries of politics, in four of the past five years Congress has
turned back Medicare’s pleas for $579 million of additional antifraud funding, on
the grounds that these dollars subtract from the budget funds for curing cancer
and anti-obesity campaigns. Based on experience, Congress will always
underinvest in fraud. Yet according to a House of Representatives Budget
Committee hearing in July 2007, return on investment for certain Medicare
antifraud measures were estimated to be in excess of 13-1. Will a public plan also
hemorrhage from fraud because of chronic Congressional underinvestment?
o “The significant size of Medicare’s erroneous payments suggests that the
program’s low administrative costs may come at a price.” MedPAC, March 2009
o “The traditional fee-for-service Medicare program does relatively little to
manage benefits, which tends to reduce its administrative costs but may raise its
overall spending relative to a more tightly managed approach.” CBO, December
2008 Private administrative costs cover important services like disease management programs
and research to determine which interventions actually work. It is ironic that the same
advocates who frequently cite the need for the government to spend billions in taxpayer
dollars to improve health outcomes are the same who decry the high administrative costs
in health care plans. As Ezekiel Emanuel, an adviser to President Obama on health care
(and brother of White House Chief of Staff Rahm Emanuel), wrote, “The idea that we
could wring billions of dollars in savings [from cutting administrative costs] is seductive,
but it wouldn’t really accomplish that much. For one thing, some administrative costs are
not only necessary but beneficial. Following heart-attack or cancer patients to see which
interventions work best is an administrative cost, but it’s also invaluable if you want to
improve care.”3 Additionally, Medicare loses up to $60 billion to Medicare fraud each
year due to inadequate scrutiny of claims. While private health providers pay (out of
administrative costs) for programs to keep fraud to a minimum, the federal government
invests little, and as a result taxpayers pay more.

• None of these considerations should be interpreted as a defense of the status quo,
or a denial of the fact that major health reform is needed.

• The creation of a government-run public insurance plan would make the
government the gatekeeper – the controller of prices and the provider of coverage.
Health care decisions would increasingly be made in Washington and subject to
political pressures that take into account neither patient needs nor economic
realities. The cost of the program would be such that the effort to pay for it would
become the central concern of American politics – crowding out other
government priorities. As is seen around the world, health care is a central part in
ballooning welfare states.

• There are really only two ways to keep costs under control: by building a real
marketplace in which cost-conscious consumers make choices in a more efficient
delivery system or by imposing arbitrary limits, determined by the government,
on care. 3 Ezekial Emanual and Shannon Brownlee, Washington Post Op-Ed, “5 Myths on Our Sick Health Care System,” November 23, 2008.

Sunday, May 31, 2009

Keeping your employees fit!


A study done for the California Department of Health Services on chronic disease, estimated that physical inactivity, obesity, and being overweight cost California $21.7 billion in direct and indirect medical care, workers' compensation, and lost productivity in the year 2000. These costs were projected to rise to over $28 billion in 2005. More than 75 percent of medical care costs are attributable to largely preventable chronic diseases.


Research from diverse and reputable sources report a significant relationship between employee health and fitness and increased productivity, reduced absenteeism, employee loyalty, and decreased health care costs associated with illness, injury, and worker compensation.

In these difficult economic times, implementing an employee wellness program may be one of the wisest business decisions you can make to reduce costs. If you invest in maintenance for equipment and facilities to achieve long-term cost efficiency, it makes sense to do it for your workforce.


In fact, the National Business Group of Health says employers can achieve a potential three to one ROI, or $300 for every $100 spent per employee, on implementing preventive services and health improvement programs.


Let us help you design a low cost employee health and fitness program. Many Health Plans offer value added programs and ancillary health programs can include value added health and fitness programs. One of the best ways to see these programs blossom and work is to offer small incenetives to employees using and maintaing these programs.


Contact us for more information at info@amsinsure.com or 800-334-7875.

Tuesday, May 26, 2009

Despite the Market Downturn, Participants Continue Contributions to Their Retirement Plans


Many financial publications show; a stay-the-course mentality that is either a stubbornness or inertia that could be hazardous to wealth. It's not that experts are suggesting ordinary investors ought to stop kicking funds into the retirement kitty or that they should completely overhaul the investment strategy. It's that investors can't ignore the last few years of volatility, as well as a decade where the broad market has been flat to down, when picking the proper investment strategy for their retirement savings. “Hewitt Associates released a study showing that, despite record losses in 401(k) accounts in 2008, savings and investing habits barely changed at all."


While this view counters the principal of Dollar Cost Averaging, one must consider the nature of savings for retirement. Anything short of a time line where someone is close to retirement and could be adversely affected by a down turn, the advantage of continued savings can far out way the loss of available dollars from not contributing to ones retirement plan.The simple idea of continuing to make contributions allows the principal of Dollar Cost Averaging to work over a long period of time. As one makes a contribution it is invested as the plan is instructed to by the plan participant at the cost of that investment for that contribution. In times of a good market the amount of savings may buy less of unit’s investment and when times are on a downturn the same contribution will buy more units of an investment. This therefore allows over a period of time to have a continual growth in funds and fund values which at any given moment in time may have more or less value.


The timing of when a person is going to retire should reflect the nature of the investment as to risk being high or low. In today’s market one can utilize life style or target investment vehicles where professionally managed funds will help to provide the best tools for someone not wanting to develop their own investment model.The most important consideration is that of time and not market volatility, as time shows that there is a general uptrend over many years, and while the market may dip further or may start a recovery which for some time does not get back to the previous highs, investing over time will prove to be the best hedge for long term growth.

Tuesday, May 19, 2009

2010 Minimums and Maximums for Health Savings Accounts Plans and High-Deductible Health Plans

On May 14, 2009, the Internal Revenue Service (IRS) released Revenue Procedure 2009-29,1 which announced various inflation-adjusted amounts for 2010 for Health Savings Accounts (HSAs) and High-Deductible Health Plans (HDHPs). The IRS calculates the annual adjustments using the 12-month period ending March 31.


The new numbers are shown in the chart below.


2010 Minimums and Maximums for HSAs* and HDHPs


Maximum
$3,050 Individual
$6,150 Family

Annual HSA Contribution
(up $50 from $3,000 in 2009) Individual
(up $200 from $5,950 in 2009) Family

Minimum
$1,200 Individual
$2,400 Family

HDHP Deductible
(up $50 from $1,150 in 2009) Individual
(up $100 from $2,300 in 2009) Family

Maximum
None Individual
None Family

HDHP Deductible
Maximum
$5,950 Individual
$11,900 Family

HDHP Expense ***
Out of Pocket (up $150 from $5,800 in 2009) Individual
(up $300 from $11,600 in 2009) Family


*HSAs, established by the Medicare Modernization Act (MMA) as of January 1, 2004, allow individuals or employers to contribute to an HSA as long as the individual is covered under an HDHP.

** As in 2009, individuals age 55 or over can contribute an additional $1,000 to their HSAs in 2010 and subsequent years.

*** The out-of-pocket expense does not include premiums.


Group Health Plans




Individual and Family Health Plans





Monday, May 18, 2009

The Business Owner’s Bonus Plan




Are you a business owner?
Is your business organized as an S corporation, partnership, or LLC?

If so, you probably have a big question on your mind: “What about me?” As a business owner, you spend time, money, and other resources to build your business. This includes the costs of recruiting, rewarding, and retaining key employees. But eventually you need to think about yourself and start saving for retirement.

“What About Me?”

Perhaps you have already helped some of your key employees prepare for retirement by offering supplemental benefits such as nonqualified deferral plans or salary continuation benefits. Or maybe you have offered your key employees 401(k) Look-Alike Plans or some sort of split dollar benefit. But as the owner of a “pass through” entity (S corporation, partnership, or LLC), you have been told that these arrangements are not available to you. So after helping your key employees save for retirement, you ask again: “WHAT ABOUT ME?” The answer to “What about me?” is the Business Owner’s Bonus Plan. The Business Owner’s Bonus Plan is personally owned benefit plans which can help small business owners create a tax-efficient source of supplemental retirement income.

Potential Benefits

The Business Owner’s Bonus Plan uses life insurance purchased with after-tax funds to provide both death benefit protection and cash value accumulation which can be used to supplement the business owner’s retirement income. This arrangement can be an effective strategy for providing a tax-efficient source of supplemental retirement income along with death benefit protection for the business or the owner’s family.

The Business Owner’s Bonus Plan can provide the following potential benefits for the business owner:

  • Supplemental Retirement Income – Bonuses are used to purchase a life insurance policy which accumulates cash values.


  • Tax-Deferred Growth – No income tax is payable while money is accumulating inside the life insurance policy.


  • Tax-Free Income1 – Provided the life insurance policy is not structured as a modified endowment contract (“MEC”), the business owner will be able to attain tax-free income through a combination of policy withdrawals and loans.


  • Income Tax-Free Death Benefit2 – The life insurance policy provides protection for the executive’s family in the event of death.


  • No IRS Distribution Requirements or Penalties – Distributions from a Business Owner’s Bonus Plan can occur before age 59 ½ without a premature distribution penalty from the IRS, and there are no required minimum distributions at age 70 ½ or thereafter.


Contact us for additional information: 800-334-7875 or email info@amsinsure.com

Wednesday, May 13, 2009

President Obam's Letter regarding initial Health Care Debate in Congress

Good afternoon,

You are receiving this email because you signed up at WhiteHouse.gov. My staff and I plan to use these messages as a way to directly communicate about important issues and opportunities, and today I have some encouraging updates about health care reform. The Vice President and I just met with leaders from the House of Representatives and received their commitment to pass a comprehensive health care reform bill by July 31.

We also have an unprecedented commitment from health care industry leaders, many of whom opposed health reform in the past. Monday, I met with some of these health care stakeholders, and they pledged to do their part to reduce the health care spending growth rate, saving more than two trillion dollars over the next ten years -- around $2,500 for each American family.

Then on Tuesday, leaders from some of America's top companies came to the White House to showcase innovative ways to reduce health care costs by improving the health of their workers. Now the House and Senate are beginning a critical debate that will determine the health of our nation's economy and its families. This process should be transparent and inclusive and its product must drive down costs, assure quality and affordable health care for everyone, and guarantee all of us a choice of doctors and plans.

Reforming health care should also involve you. Think of other people who may want to stay up to date on health care reform and other national issues and tell them to join us here:

http://www.whitehouse.gov/EmailUpdates

Health care reform can't come soon enough. We spend more on health care than any country, but families continue to struggle with skyrocketing premiums and nearly 46 million are without insurance entirely. It is a priority for the American people and a pillar of the new foundation we are seeking to build for our economy. We'll continue to keep you posted about this and other important issues.

Thank you,

Barack Obama

P.S. If you'd like to get more in-depth information about health reform and how you can participate, be sure to visit http://www.HealthReform.gov.

Tuesday, May 12, 2009

Benefit News



  • Newsletters: click here to view

    Employee Benefit Newsletter current issue here
    The latest benefit information for Business Owners, HR Managers, CFO’s. We cover changing markets and legislation, along with what others are doing today and looking into the future of benefits.



    Business Edge Newsletter current issue here
    Keeping the business owner up to date on financial news, benefits and resources to help manage your business.



    Financial Monitor Newsletter current issue here
    Stay abreast of current financial topics for Individuals and Families.



    21st Century Retirement Planning Newsletter is up to date, informative and packed with ideas you will want to know about now in planning for retirement."

Insurance Online

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.

Friday, May 08, 2009

Controversary on Taxing Employer Provided Health Care


Chairman of the House Ways and Means committee Representative Charles Wrangle said he could not support the taxing of health care paid for by business.


Under current law, employers can take tax deductions for their contributions to the cost of employee health insurance, and the benefits are not counted as taxable income to workers.


While the Senate Chairman of the Finance committee said he would support this idea and Mr. Wrangle had not suggested an alternative to how to fund health care for the people currently 45 million uninsured, it is President Obama who has suggested that the tax be used for that purpose. This idea was originally floated by Senator MC Cain and rejected by President Obama who latter changed his support on recommendations from his advisers.


Many in Business, Labor Unions and others have stepped up there criticism of the idea of taxing business financed health care for employees. Eliminating the tax break “has a huge potential of destabilizing the private market and leaving more Americans uninsured.


While there will be many more discussions as Health Care is a candidate for change, it is unsure on the direction which the President, Congress and the public take over the next several months. Stay tuned and informed, as well as consider voicing your opinion by writing your congress people and senators.


Thursday, March 26, 2009

Independent Businesses Can Cost Effectively Add Valuable Retirement Planning Tools to Employee Benefits

Independent businesses can cost effectively add value to employee benefit packages by including a simple retirement planning software tool for employees to track and manage their personal retirement scenario, according to financial planning software experts (http://www.amsinsure.com/).

Reported in early march by The Wall Street Journal the Obama Administration’s 2010 budget requires businesses two years and older with more than 10 employees to automatically enroll them in retirement savings plans. Leading associations for businesses affected by the mandate, the National Federal of Independent Businesses (http://www.nfib.com/) and the National Small Business Association (http://www.nsba.biz/), have expressed interest in the financial and risk consequences of the proposal.


"Although the costs and details are under debate, there is almost universal agreement that small businesses will become more involved in their employees’ retirement preparation and planning,”. “Experience tells us that whether by government mandate or voluntary participation, small businesses that deepen their commitment to employees’ long-term financial well-being will gain loyalty and competitive advantage.”


“Employers that Maintain Benefits Through Tough Times Will Gain Loyalty,” an article in the Credit Union Times (http://www.cutimes.com/) cites remarks by Dallas Salisbury, president of the Employee Benefits Research Institute (http://www.ebri.org/).


The entity that can maintain its benefits through this process is going to be in the strongest position in terms of retaining employees and adding to the workforce. If … it worked its way through it and honored all its commitments, it will have earned loyalty … When times are tough is when you can build your strongest bonds with your workers. Don’t be shy about communicating to your employees that you’re doing this as a matter of conscious decision making. It may squeeze earnings a little, but it is important.


Pension Plans…for more on how to start a retirement savings program for your company.


Thursday, March 12, 2009

White paper uploaded on how a small business can survive during recession

A white paper for small business entrepreneurs has been uploaded to the blog. This paper exclusively covers the planning and strategy one should follow during recession. It is based on comprehensive research and the advices from small business experts.


You can download it from the download section with a title: This article was on Linked in Portal and is a good way to work with other business all looking to be mutually supportive.




How Small Businesses Can Survive Recession



Let us in addition to the points in the white paper help to reduce your companies;



Benefits costs:



Payroll costs:



Receive free HR portal:

A great tool for business if you have not found it is Linked In (google it), please look for my profile also, under John A. Beyer, Agency Marketing Service.



Updated newsletters:

Wednesday, March 04, 2009

National Results: 2008 UBA Health Plan Survey

Annual Benchmark Survey Shows Average Annual Health Plan Cost is $7,327 Per Employee; Largest Percentage Increase in CDHP Adopters Comes from Employers in the Northeast with a 90% Increase Over the 2007 UBA Health Plan Survey Results.

With responses from 18,019 health plans sponsored by 12,860 employers nationwide who employ nearly 2.4 million people (approximately 5.4 million employees and their families), the 2008 UBA Health Plan Survey is the nation's largest and most comprehensive survey of plan design and plan costs. "With a growth rate of approximately 10 percent over last year's previously unprecedented number of respondents, the report defines benchmarks for a greater number of specific industries, regions, and employee size categories than have been available previously," said Bill Stafford, UBA’s vice president of member services, "The results will be especially valuable to employers in evaluating the effectiveness of their current plans and to knowledgeably making future adjustments while keeping their benefits competitive and cost-effective."

"Certainly the continued growth of CDHPs is a key headline to come out of this year’s survey," said Stafford. "Fee For Service and Exclusive Provider Organizations have now virtually disappeared from the market, and HMOs are losing ground as employers seek to help contain the rising cost of health care and insurance premiums."

Tuesday, March 03, 2009

Leading the News on Doctors requesting fees up front

More physicians said to be seeking medical fees at time of service.

On the front page of its Health section, the Washington Post (3/3, HE1, Kritz) reports, "More and more physicians are asking for the patient's share of that day's medical fees, including any deductible set by the insurer, at the time of the visit." According to Red Gillen, an analyst with consulting firm Celent, "in the past few years...employers and insurers have shifted more [medical] costs to consumers," and as a result, those payments are "an increasingly large share of doctors' incomes." And, "largely through new software programs that assess both a patient's insurance coverage and the day's charges," patients can now see "a full adjudication of the bill" within "just minutes" of their visit.

But, Mark Rukavina, executive director of the Access Project, notes that "not all providers have let their patients know that payment[s]...are expected at the time of care."

William Dolan, a trustee of the American Medical Association, and an orthopedic surgeon, explains that "the AMA has no policy on patients being asked for payment at the time of care but suggests that doctors give patients warning weeks before implementing a new payment policy."

Saturday, February 21, 2009

Lean Times Call for Cutbacks in Health Care Benefits

Bailout Offers Some Relief to Unemployed, But Part-Time Staff Stand to Lose Insurance

Employers are cornered into making distressing decisions between providing health care benefits to workers and staying in business during a recession, say experts.


“Employers are cutting benefits for part-time employees,” says John Beyer, owner of AMS Benefits Insurance Services, an insurance broker. “We are definitely seeing employers require increased employee participation in the monthly premiums.”


Though insurance lines have decreased in premium price, health care rates are rising, in turn causing reduction in staff for employers and loss of benefits for employees and their dependents.


He adds that health insurance premiums were a source of concern even before the downturn.


To help you find better cost solutions for your company:

Thursday, February 19, 2009

The Furlough Weekend: An Alternative To Layoffs?

Would you like 10 more three-day weekends per year?

Would you still take them if the third day was unpaid -- and if your alternative was getting laid off?

One of the biggest costs of any employer is payroll. In the ongoing economic crisis, employers are looking for any way to cut costs and many are resorting to layoffs.

But many others — from an RV-maker in Oregon to the state government of California — have turned to involuntary furloughs, or unpaid days off, as a way of cutting payroll costs while avoiding painful layoffs.

That got us here at The Ticker thinking: What if employees facing furlough could choose their furlough days?

Call it the Furlough Weekend.

While this idea may not be for everyone due the type of work, importance of a worker or manager it can be employed by those who would be creative and want to keep valuable workers availabel for the future when the economy will turn around.

Tuesday, February 17, 2009

It's time to fix the 401(k)

The 401(k) plan can be a powerful savings tool. But for more of us to enjoy a secure retirement, we need a bigger, better idea.

Alicia Munnell is a Harvard-trained economist. She served as an assistant secretary of the Treasury and is regarded as one of America's foremost experts on 401(k)s. You'd think she'd be terrific at managing her own retirement, but even she has to fess up to some mistakes. "When my son got married, I took some money out of my plan to help," says Munnell, who heads Boston College's Center for Retirement Research (CRR). "And I ended up paying a 10% penalty and taxes."

In the jargon of the retirement business, that's called leakage. It's a common problem: About 60% of job switchers with a 401(k) plan cash it out.

That's just one of the many pitfalls. Lots of people start saving too late, save too little or make missteps with their portfolio. And all of us are vulnerable to risks that we can't control. Your employer might not offer a plan or might choose one with second-rate investments. Or you may hit a market storm at precisely the wrong moment: the year you stop working.

That last problem is especially obvious now. Over the past 12 months, a 64-year-old investor in an age-tailored "target date" mutual fund has lost 26%. Savers with high balances can recover from that. But many lost more, and the typical near-retiree with a 401(k) has less than $50,000 stashed away in it. That will spend down quickly, and once the money's gone, it doesn't matter if the market roars back.

A recent CRR study shows that a bear market retiree could easily end up with just half the income from a 401(k) as someone retiring during a bull market. "Any system that delivers such wild swings in retirement income is just not working," says Munnell.

She isn't the only one who's worried. A growing number of policy experts who study 401(k)s think they fall short. So why not rethink America's retirement system from the ground up? No, it won't be easy: We're in an economic crisis, and lobbyists for the financial services industry will fight like tigers for the status quo. But that doesn't make the task any less urgent. Some 78 million baby boomers are hurtling toward retirement. Their poverty, if it comes to that, will be a burden to their children and lead to calls for taxpayers to support them.

What would a better system look like? It would be universal and strike a more conservative balance of risk and return. Most of all, it would be designed for savers, not employers or money managers. Here are five principles for reform.

To learn more:

It's time to fix the 401(k)

Thursday, February 05, 2009

Tool of the Month: Employee Handbook

While it is considered a best practice as oppose to a legal requirement to have an established company Employee Handbook, not having one could put your business at greater risk of unfair employment-related claims.

An effective Employee Handbook should include topics and items such as:

At-Will Statement,
Equal Employment Opportunity Statement,
Harassment Policy,
Confidentiality Policy,
Disclaimer, and
Acknowledgement of Receipt.

In the HR Support Center website under the “Essentials” tab section, you can easily download a sample template for handy reference. A free Value Added service to our clients.

Wednesday, February 04, 2009

Study suggests seniors who reach Medicare's "doughnut hole" are less likely to use prescription drugs.

CQ (2/4, Attias) reports, "Two studies released Tuesday show that, while the Medicare Part D drug benefit reduced out-of-pocket spending for seniors and increased their use of essential medicines during its first year in 2006, Part D patients increased their use of less beneficial medications and decreased medication usage when they entered the coverage gap known as the 'doughnut hole.'" Therefore, the studies' authors "recommended redesigning the benefit to provide additional coverage in the doughnut hole to prevent adverse health effects in seniors." CQ notes that the "coverage gap was originally implemented to keep the cost of the program within the amount specified by the congressional budget resolution." Although "the Centers for Medicare and Medicaid Services did not comment directly on the studies, agency spokesman Peter Ashkenaz said CMS data show that in 2007 and 2008, the average number of prescriptions filled showed little change as enrollees entered the coverage gap." Both studies were published online in Health Affairs.

Sunday, January 04, 2009

Americans with Disabilities Act (ADA)_Employers with more than 15 EE's

Effective January 1, 2009, The ADA Amendments Act of 2008 (ADAAA) redefines who is considered “disabled” under the ADA and thus leads to a potentially larger number of “disabled” employees seeking accommodations and of those who may claim they were “regarded as” disabled in unfair treatment claims. (Note: The Americans with Disabilities Act (ADA) applies to businesses with 15 or more employees.)

Highlights include:

Covered Individuals. The number of individuals covered by the ADA will increase including those with:
Conditions corrected by medication (i.e. diabetes, epilepsy),
Conditions currently in remission, and
Conditions that are episodic.

Reasonable Accommodation and the Interactive Process.

Make sure job descriptions are current and relevant,
Maintain an on-going dialogue with employees who may have a disability that needs to be accommodated, and
Document any evidence and / or discussion about potentially providing reasonable accommodation.

KEEP UPDATED ON HR with AMS and HR Answerlink; ask us how, for our Clients

Wednesday, December 31, 2008

Resolve to Have a New You in the New Year


At Least a Healthier, More Relaxed You


(Washington, December 15, 2008)—Seventy-five percent of respondents polled in a survey conducted by VacationBetter.org this month, did not take all of their vacation this year, often foregoing it due to economic or work issues. As the New Year approaches, many of us make resolutions to lose weight, exercise more or do something that makes us look or feel better. The best resolution this year is to commit to taking an annual break to reconnect and recharge. Giving up vacation may actually cost you more in healthcare costs in the long run.


Perhaps it is time to follow New Year advice from a group of people that do tend to keep their resolution past January: timeshare owners. Studies show that there are undisputed, long-term benefits associated with taking regular vacations that contribute to better health, relationships and job performance. 2008 was the year of the “Staycation,” a new idea designed to make staying home sound like a good use of vacation time. Unfortunately, staying confined to the normal routines of daily life will not produce the long-lasting benefits of a traditional vacation.
“Put away the cell phone and laptop and disengage from the daily hassles of your life,” says John de Graaf, executive director of Take Back Your Time, an initiative encouraging time outside of work. “Our goal is to make 2009 the year we all actually take our vacations.”


Although Americans are experiencing tighter budgets, vacations should be viewed as a necessity rather than a luxury. Traveling with timeshare eases the necessity of vacation by taking the stress out of planning for one while accommodating every traveler’s desires. And, vacation ownership accommodations provide for better family time because people can participate in activities at their own leisure. Timeshare ensures this process will happen at least once a year, every year, which means a healthier, more relaxed life.


Everyone deserves a vacation in 2009, and not just a good one, but a better one. Go to http://www.vacationbetter.org/ to take a survey on your New Year’s goals.
Then go to:
AMS Travel Related Services and start planning today, book that special trip.

Friday, December 12, 2008

What to do should you need Unemployment Benefits

Unemployment is on the rise with more job cuts likely for 2009. Most economists believe this recession will continue until 2010. We hope they’re wrong and that this and that you or someone you know will need this information. If you or someone you know does then we hope this will help you or them.

A common question receive has to do with unemployment benefits and how to file for them.

There are a few things you should know that will help you get your benefits sooner.
First, make sure you’re eligible. To get unemployment benefits you must have been an employee, not a private contractor or any other type paid by 1099. If you received a W-2, you’re likely considered an employee.

Regulations and enforcement vary by state. California, for example, is very pro-employee while more conservative states like Ohio could side with the employer for some disputes.
Second, if you know that you’re eligible, submit the paperwork as soon as you can. There is a period of time between the request and the first check arriving so the sooner you apply, the better for your cash flow.

Third, be prepared to show you’re looking for work and to take a mandatory class. Unemployment classes are typical. They provide assistance in finding a job and also show that you’re being proactive with your search. If you don’t go to the class, you will not qualify for benefits. Check with the unemployment office in your state to see if there is a required class.
Fourth, know that your unemployment check is much less than your standard paycheck.

Unemployment is meant to keep you on your feet while you look for a new job.
Last, obviously unemployment does not last forever. You’ll eventually need to find a job because benefits will stop. The sooner the better.

*During this financial crisis some states’ unemployment funds are running dry. This would be a disaster for many. Although unemployment benefits have been a sound program for many years, we recommend not counting on it to pay the bills. Funds could run out depending on your state.

To find the local unemployment office in your state, search Google for unemployment office and state name. This search for the state of California returned this link to file a claim.

Friday, December 05, 2008

Health Care Costs Slowing and how each $ is spent!

Rates increased by 6.1 percent from 2006 to 2007, compared with 8.8 percent from 2004 to 2005 and 13.7 percent from 2000 to 2001. The growth rate for premiums can be attributed to general inflation (64 percent), health care price increases in excess of inflation (30 percent), and increased utilization of services (25 percent), according to the report.

The report also found that 87 cents out of every dollar goes toward medical services, including 10 cents that is dedicated to medical liability and defensive medicine. The remaining 13 cents is divided between consumer services such as health information technology (4 cents), administrative costs (6 cents), and profits (3 cents).

How to save on your health care costs with Consumer Directed Plans:

Health Savings Account Plans Explained …click here!

Tuesday, December 02, 2008

Get Ready for the Newly-Revised FMLA Regulations

The federal Family Medical Leave Act (FMLA) has been a significant and often challenging compliance obligation for many businesses nationwide. Recognized as one of the most crucial workplace issues for 2009, however, specific recent FMLA developments are anticipated to provide employers with new tools to help administer this type of leave more effectively. Within only about 3 months, employers subject to FMLA need to get familiar and get ready based on the revised regulations which become effective on January 16, 2009.

The FMLA Basics:
FMLA is governed by Federal law. Employers with 50 or more employees must grant up to 12 weeks of unpaid FMLA leave to their employees for certain qualifying events; health care benefits must be continued during FMLA leave; and the employee must be reinstated to his or her former position or an equivalent position at the end of the leave. Employees are eligible for FMLA leave if they have worked for the employer for the 12 months, have worked 1,250 hours or more in that period, and are at a work site where there are at least 50 employees within a 75 mile radius.


Employees must follow the company’s call-in policies if they plan to miss work “absent unusual circumstances.” Currently, employees have up to two days after an absence to notify the company about their need for leave.


An employee’s time spent performing light duty does not count toward FMLA entitlement.
Employers may consider additional medical information obtained through ADA, paid leave, or workers’ compensation procedures.


Employers may account for FMLA absences to determine bonus and incentive rewards.
The regulations interpret and implement the Military Family Leave Amendments enacted earlier this year.


The application of FMLA to professional employer organizations also is addressed.

In the midst of current economic uncertainties, incorporating and applying the revised FMLA regulations may be very frustrating for many employers. At the same, businesses simply cannot afford to ignore the issue. Employers must prepare, review, and update their policies, forms, etc. as needed to communicate clearly and effectively – verbally and in writing – with and for all of its employees.


Learn More by clicking on the HR Link:
A Value Added service available to AMS Clients.

Monday, November 24, 2008

Health Care in Retirement:

One of the most complex parts of your retirement paycheck is the cost of your health care. As you plan for your retirement, make your health a priority by getting acquainted with your healthcare options now. Medicare, the federal program that provides health insurance for people over age 65 is a health care lifeline to the millions who rely on it. As you consider what your future costs will be, keep in mind that not all Medicare services are free and not all medical services are covered by Medicare. So, as you plan, be sure you include the cost of health care—public and private insurance as well as out-of-pocket expenses. Estimating how much you will need in addition to Medicare can be difficult, because a lot of what you need to know to create a plan depends on guesswork.

For example, how long will you live? How healthy will you be? Will you have any “pre-existing conditions?” What will be the cost of Medicare Part B or a Medicare Advantage Plan when you reach age 65?

To help you get started, here is some information on how to supplement Medicare costs and where you can go for more information.

The ABCs of Medicare at:

The Official U.S. Government Site for People with Medicare

http://www.mymedicare.gov/


In your quest to create retirement savings through IRA’s, Roth IRA’s 401K’s and other retirement programs consider an HSA aka; Health Savings Account as an alternative. Unlike some company sponsored FSA or Section 125 plans the money in an HSA plan is yours, roles over year to year and any unused money from spending on Medical, Dental and Vision care will be there in Retirement.



Check out the Benefits here. Health Savings Account Plans Explained …or look into an IRA or 401K at: Pension Plans

Employee Benefits: Health Plan Changes For 2009 And 2010

A number of new laws and regulations will affect the design and administration of group health plans beginning in 2009.


Change in Definition of Dependent

A "dependent" for purposes of group health plan coverage is typically defined by reference to section 152 of the Internal Revenue Code ("Code"), which describes dependent status based on whether an individual is a "qualifying child" or a "qualifying relative." Effective January 1, 2009, the Fostering Connections to Successful and Increasing Adoptions Act of 2008 changed the definition of "qualifying child" under Code Section 152(c).

Two new requirements are added to the definition of "qualifying child:"

1. The child must be younger than the taxpayer claiming the individual as a dependent; and

2. The child must not have filed a joint return (other than only for a refund claim) with the child's spouse for the taxable year in question.

The new law also allows a non-parent to claim the child as a dependent, as long as the parents do not, and the non-parent's adjusted gross income is higher than the highest adjusted gross income of any of the parents.

Massachusetts Creditable Coverage Requirements

Residents of Massachusetts must have health insurance that is "creditable coverage" or else pay a significant penalty to the Commonwealth. Regulations describing what constitutes minimum creditable coverage were recently issued by the Commonwealth Health Insurance Connector Authority. Although the regulations do not directly apply to group health plans sponsored by employers, an employer with a group health plan that is not "creditable coverage" will be under significant pressure from its employees to improve coverage.

Effective January 1, 2009, a health plan must provide "core services" (i.e., physician services, inpatient acute care, day surgery and diagnostic treatment and tests) and, at a minimum,


Preventive and primary care;

Emergency services;

Hospitalization;

Ambulatory patient services;

Prescription drugs; and

Mental health and substance abuse services.
Effective January 1, 2010, the list of required services increases.

The plan can impose reasonable exclusions and limitations, including different benefit levels for in-network and out-of-network benefits, as well as co-payments, deductible and co-insurance; however, limits apply. In addition, a health plan may not impose an overall aggregate annual maximum benefit limitation or an annual cap on core services. Further, preventive care services may not be subject to a deductible (co-payments or co-insurance consistent with primary or routine physician office visits are permissible).

The regulations do not address the date as of which "creditable coverage" is determined, so it is unclear whether mid-year amendments to a health plan to bring it up to the regulatory standards will avert the employee penalty. Finally, the regulations impose no requirement that employers inform employees whether the health plan is "creditable coverage," but employers should be ready to answer questions on the subject.

Mental Health Parity

The Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act of 2008 was enacted as part of the Emergency Economic Stabilization Act of 2008. Although the new law does not require group health plans to provide benefits for mental health and substance abuse, it requires those plans that offer both medical/surgical and mental health/substance abuse benefits to do so on an equal basis.


The financial requirements of the plan, such as deductibles and copayments, can be no more restrictive for mental health or substance use disorder benefits than those that apply to substantially all medical and surgical benefits covered by the plan;

Mental health and substance abuse benefits cannot be subject to separate cost sharing requirements;

Any treatment limitations applicable to such mental health or substance use disorder benefits can be no more restrictive than the predominant treatment limitations applied to substantially all medical and surgical benefits covered by the plan; and

There can be no separate treatment limitations that are applicable only with respect to mental health or substance use disorder benefits.

A plan must provide out-of network coverage for mental health or substance use disorder benefits if the plan provides coverage for medical or surgical benefits provided by out-of network providers.
The financial parity requirements of the law do not apply if, after complying with the Act for a minimum of six months, an actuary determines and certifies that compliance with the new law results in an increase in the total costs of coverage (medical and surgical benefits and mental health and substance use disorder benefits) of more than 2% for the first plan year and 1% for each subsequent plan year. If the exemption is claimed, a notification must be sent to plan participants and beneficiaries, the Secretary of Health and Human Services, and appropriate state agencies.

In addition to financial parity provisions, the new law requires the plan administrator to disclose the criteria for medical necessity determinations and the reason for any denial of reimbursement or payment for services made under the plan with respect to mental health or substance use disorder benefits.

The new law is effective for plan years beginning on or after October 3, 2009 (January 1, 2010 for calendar year plans). For collectively bargained plans, the law applies to plan years beginning on or after the later of January 1, 2009 or the date on which the last of the collective bargaining agreements relating to the plan terminates (determined without regard to any extension thereof agreed to after October 3, 2008).

Michelle's Law

Group health plans that extend coverage for dependents based on full-time student status must continue that coverage for one year (or until coverage would otherwise end for all dependents, regardless of student status, or earlier) if the dependent is on a medically necessary leave of absence from the educational institution. A medically necessary leave of absence is a leave of absence or other change in enrollment that (a) begins while the dependent is suffering from a severe illness or injury; (b) is certified by a physician as medically necessary; and (c) causes the dependent to lose student status under the terms of the group health plan.

When requesting certification of student status, a group health plan must describe the extension of coverage during a medical leave of absence. In addition, a summary of material modifications must be provided to plan participants describing the plan amendment that implements Michelle's Law.

Michelle's Law is effective for plan years beginning on or after October 9, 2009 (January 1, 2010 for calendar year plans).

Friday, November 07, 2008

How Does Your Benefits Plan Rank

Rankings reflect results of consumer surveys and success in preventing and treating illness compared with average health plan. The highest possible score is 100 points.
Listed are California only PLANS. This information was pulled from a national list of companies being ranked, and this list changes annually.

Rank Company Name Score Consumer Prevention Treatment
Assessment

#48 Kaiser N. Cal 85.3% 2 4 5

#100 Kaiser S. Cal 82.9% 3 3 4

#159 Western Health 81.3% 2 3 2

#172 Pacific Care Cal 80.5% 1 3 2

#184 Health Net Cal 80.1% 1 3 2

#189 Blue Shield Cal 79.7% 2 2 2

#198 Cigna Cal 78.8% 1 2 2

#212 Aetna Cal 76.3 1 1 2


Other helpful tools for picking a health plan:

Poring over health insurance alternatives, as millions of Americans will do this month and next, is nobody's notion of a fun time. But mulling over the various options is the only way to meet your needs without devastating your paycheck. These 10 tips will help you focus.

1. Weigh flexibility. The three main types of health plans differ in members' degree of personal choice in selecting caregivers. Someone with diabetes or another chronic condition may want a point-of-service (POS) plan or preferred provider organization (PPO), which offer unrestricted access to specialists. An HMO, which limits members to physicians in a defined network, might provide enough choice and protection for someone young and healthy.
2. Check the provider network. If physicians you use are not in the plan, switching to others will be a hassle—and if you chose them for their specific expertise, your health might even be affected.
3. Consider coupling catastrophic care with a special fund. You can cover the high deductibles in a catastrophic-care plan from a health reimbursement arrangement (HRA) set up and funded by your employer. Otherwise, you can pay the deductible from a tax-deductible health savings account you set up yourself.
4. Monitor the maximums. Most plans specify the out-of-pocket total, often thousands of dollars, that members must pay before full coverage kicks in. But employees in 20 percent of health plans are never fully covered, according to the Kaiser Family Foundation's 2008 Employer Health Benefits Survey. And copays usually don't count toward the maximum.
5. Check for caps. Many plans impose annual limits—on coverage for medications, for example, or the number of visits for physical therapy following an injury. A 2008 report by the Commonwealth Fund found that one fourth of insured adults face steep bills because of coverage limitations.
6. Review your medications. A brand-name drug for a chronic condition can be costly. The plan's list of medications, or formulary, will show your copay.
7. Get meds by mail. Many plans offer this convenient option, which often includes lower copays.8. Cut expenses with a tax-deductible FSA. Like HRAs, flexible savings accounts are set up by employers, but unlike HRAs, they are employee funded. Contributions are subtracted from pretax income.
9. Check out wellness management incentives. Many plans offer discounts if you take a health risk assessment, stop smoking, or keep your diabetes under control.
10. Use comparison tools. Ninety percent of employers provide online cost estimators for comparing plans, but only 9 percent of employees use them, says benefits consultant Hewitt Associates.

If your company stumbles, what happens to your health coverage?


For years, workers have watched their healthcare outlays rise and benefits shrink, and for some, whether they will have benefits at all suddenly is in doubt. As Wall Street's turmoil sloshes over Main Street, it seems that every day another trusted company files for bankruptcy, succumbs to a takeover, or shuts its doors. Nearly 34,000 businesses filed for bankruptcy in the 12 months ending in June, 42 percent more than the year before—and the word from on high is that this may be just the beginning. If your company stumbles, your healthcare, along with your job and your 401(k), could suffer as well. Many employees may worry they're only a couple of bad balance sheets away from joining the ranks of the nearly 46 million Americans without health insurance.


Costly COBRA. Extending coverage under COBRA, the federal law that gives employees who lose jobs the right to continue coverage under the company's health plan for up to 18 months. The law applies only to companies with 20 or more workers, but some states extend the option to workers from smaller companies such as in California with Cal Cobra.
Taking advantage of COBRA can be costly, however. Workers must pay the full premium—their former share and the former employer's share—plus a 2 percent fee. The monthly tab to cover may be far more than people can afford. There are programs which children can get for lower income households at no cost or minimal costs under Health Families Programs. For those who have little or no health issues, them may be eligible for an individual plan including less costly high deductible plans "Basically, if something catastrophic were to happen, they wouldn’t be bankrupted."


When companies shed workers, COBRA can cushion the blow. But with the average total premium for a family health insurance policy approaching $13,000 a year, many families, cannot afford the expense in their newly strained circumstances. Only about 27 percent of eligible workers elect COBRA coverage, according to a survey by Spencer's Benefits Reports. There is another option for two-earner couples: If one partner still has a job and is covered, the newly jobless spouse can join that plan under special enrollment rules that kick in following a bankruptcy or other "qualifying event."


Employees aren't always left so exposed when a company gets into financial trouble. Another company often takes over the ailing firm, as happened with Washington Mutual, Wachovia, and Merrill Lynch, which were acquired by other banks during the financial meltdown. Employees absorbed into the new firm may see no changes in their benefits, at least not initially. "The new employer may continue the existing program for a period of time." It may be a year or more before employees have to think about changes."


Stable Insurers. A comforting note amid the current economic wreckage is that healthcare insurance providers themselves are unlikely to go under. State regulators keep close tabs on these companies. They must submit quarterly financial statements and annual reports demonstrating sufficient reserves to cover claims. The standard in all states for "sufficient" requires that for every $100 in premiums collected, an insurer must have $250 in reserve. If a company's reserves drop below that level, regulators can effectively take over management of the company until its reserves are back in line.


Troubled insurers can—and occasionally do—become insolvent. If a company loses liquidity because of underperforming investments, for example, it might be unable to pay claims or continue operations, but in those relatively rare instances, claims are covered by a guaranty fund into which all insurers must pay.


In these uncertain times, that's one less thing to worry about.

Friday, October 03, 2008

Report compares candidates' healthcare proposals.

The Orlando Sentinel (10/2, Shelton) reported, "In a 63-page comparison, the nonpartisan Commonwealth Fund found that both" Sens. John McCain (R-Ariz.) and Barack Obama's (D-Ill.) healthcare "proposals lack specifics and each would cost more than $1 trillion during a 10-year period."
HealthDay (10/2) noted, however, that although "both presidential candidates want to make health insurance available to more Americans," The Commonwealth Fund's analysis favored Sen. Obama's plan, saying that it "shows greater potential for making care more affordable, accessible, efficient, and higher quality, though it will likely fall short of covering everyone." The report indicated that Sen. McCain's plan, on the other hand, "is likely to increase insurance administration costs" and that it "would not likely lead to universal coverage" either.
Modern Healthcare (10/3, Blesch) adds that one of the Commonwealth Fund's top "criteria for judging the proposals" was whether they "advocate universal coverage as a goal." The report contended that Sen. Obama's plan would "provide more people with affordable health insurance that covers essential services, achieve greater equity in access to care, realize efficiencies and cost savings in the provision of coverage and delivery of care, and redirect incentives to improve quality." Meanwhile, because Sen. McCain's plan "focuses on making it easier for people to buy insurance on the individual market if they don't get it at work, providing tax credits, and allowing policies to be purchased across state lines," The Commonwealth Fund was "critical of [his] strategy." The report indicated that Sen. McCain's plan may result in less employer-sponsored coverage, "and that insurance deregulation might encourage insurance companies to compete on price but also neutralize consumer protections."
"Robert Moffit, Ph.D., who directs the Center for Health Policy Studies for the conservative think tank Heritage Foundation, called the projections 'nonsense,'" WebMD (10/2, Boyles) noted. Moffit, "criticizing the report's projections of uninsured people," said that "he's not surprised by the report's conclusion, since the Obama plan is very similar to one proposed by The Commonwealth Fund earlier this year." He also faulted "the report for concluding that McCain's proposed tax changes will only have limited effects on boosting the number of insured Americans." Moffit argued that because the country has "never had a tax policy like" Sen. McCain's in the past, "there is no historical experience to draw from." And, he found it "hard to believe that" Sen. McCain's "generous tax relief, including refundable tax credits...will only result in two million more insured."
With regard to the candidates' focus on health IT, the report indicated that "greater adoption of health information technology could save the country" an estimated "$88 billion in a 10-year period," according to Government Health IT (10/2, Robinson). The report, however, "assumes a one percent assessment imposed on insurance premiums and Medicare outlays -- money the federal government would then provide to state and local agencies to accelerate the adoption of health IT." And, although the report "states that about $368 billion in savings could [be] realized by establishing a center for medical effectiveness," Government Health IT noted that neither candidates' "proposals have offered many details about their health IT plans."

Request a copy of "What really ails the U.S. health care system" (FACT or FICTION). email request with title of book, and your name, address, and phone number to:
info@amsinsure.com .

Sunday, September 14, 2008

Small Firms More Likely To Offer 100% Employer-Paid Health Care Coverage

From Spencer's Benefits Reports: In 2005, 23.4% of employees in firms offering health insurance had access to at least one plan where no employee contribution for the health insurance premium was required for individual coverage, according to a new report from the Agency for Healthcare Research and Quality (AHRQ). In the statistical brief, the AHRQ presents estimates of offer rates and enrollment in employer-sponsored health insurance plans requiring no employee contribution in the ten most populous states in 2005. “The availability of such plans varies considerably by state and firm size, among other factors,” the AHRQ noted. The brief also reviewed state variations from the national average.The great majority (86.9%) of the 112.2 million private sector employees in the United States in 2005 worked at firms that offered employer-sponsored health insurance, the AHRQ said. Among the ten most populous states, California had the highest percentage (37.1%) of workers whose employer offered at least one health care plan for which an employee premium was not required for individual coverage, and the largest proportion of employees (36.1%) with individual coverage who were covered by such plans. Florida and Ohio had the lowest proportion of such covered workers (18% and 16.7%, respectively).Workers at small firms that offered group health insurance were most likely (49.4%) to have available premium-free individual coverage in 2005. Furthermore, such employees were much more likely than those in large firms to be enrolled in a plan that required no premium contribution for individual coverage. More than half of individuals enrolled in an employee-only plan in small firms had no required employee premium contribution; this also was true for more than one-third of those with family coverage in small firms. Workers for small firms in New York who were enrolled in employer-sponsored family coverage were most likely (55.1%) to have such coverage premium-free.Overall, 11.9% of workers in firms that offered health insurance were offered at least one family coverage plan that required no employee contribution. In California, Michigan, New Jersey, and New York, a higher than average percentage of workers in small firms were offered health insurance and had access to at least one plan with no required employee contribution for family coverage; while in Florida the same percentage of workers was lower than the national average.Among large employers, the national average for coverage in premium-free employee-only plans was 14.4%; the national average for family coverage was 9.1%. California (26.9%) New York (14.6%) and Michigan (15.5%) had higher than average individual rates. California (15.5%), Michigan (13.0%), New York (10.0%), and Pennsylvania (12.4%) had higher than average family rates.State Differences in Offer Rates and Enrollment in Employer-Sponsored Health Insurance Plans that Required No Employee Contribution to the Premium Cost, 2005, Statistical Brief #213, Medical Expenditure Panel Survey (MEPS), issued in July 2008.

Thursday, September 11, 2008

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

Saturday, August 30, 2008

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."

Thursday, August 14, 2008

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.

Thursday, August 07, 2008

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+

Wednesday, August 06, 2008

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


Tuesday, August 05, 2008

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.

Thursday, July 10, 2008

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.