Cost May Still Pose Insurmountable Barrier To Health Coverage For Many.

The New York Times (4/20, Rabin) reports, "According to the Congressional Budget Office, some 32 million more Americans will have insurance by 2019 under the new [healthcare] law, about half of whom will be buying health insurance on the individual market for the first time (the other half will be covered for the first time under Medicaid, which is being expanded to include more of the poor)." Yet, some experts are "skeptical that so many uninsured people would actually start buying insurance." Data show that most uninsured people "earn less than 200 percent of the federal poverty level," and 60% cite price as the main barrier to obtaining health coverage. Still, officials say that the new law includes subsidies which will help to offset the cost of health insurance.

Some Health Insurers Extending Young Adult Coverage Ahead Of Sept. 23 Deadline. USA Today (4/20, Young) reports that on Monday, "UnitedHealthcare, Humana, Kaiser Permanente, and WellPoint said they will put into effect some provisions of the new healthcare law ahead of schedule to let adult children stay on parents' plans until age 26." Although "the law's provisions relating to young adults won't take effect until Sept. 23...the companies said they are changing rules now to prevent young adults from falling into a coverage gap. Many plans have required adult children stay in school to keep dependent coverage, and age cutoffs vary by state."

The AP (4/20) reports that "UnitedHealth...said its extension starts immediately and extends coverage that graduating college students currently have from their parents until the healthcare reform provision takes effect.." For its part, WellPoint "said its extension starts June 1 and will extend coverage to all dependents." Notably, "the extension, which maintains coverage for young customers who generally use less healthcare, is not expected to affect premiums overall."

According to the Minneapolis Star Tribune (4/20, Yee), "Minnesota insurers said Monday they are looking at the issue. Blue Cross and Blue Shield of Minnesota said it would follow the lead of the national insurers for its members in the individual and small group markets," while "Medica said it would do so for members in the individual market, according to the Minnesota Council of Health Plans."

Modern Healthcare (4/20, Vesely, subscription required), Dow Jones Newswire (4/20, Wisenberg, subscription required) also cover the story, as did the NPR (4/19, Rovner) "Shots" blog and the Business Courier of Cincinnati (4/19).

Middle-Income Americans Losing Health Insurance Faster Than Others. The New York Times (4/19, Andrews) "Prescriptions" blog reported, "A combination of rising health insurance premiums and falling wages has hit middle-income people especially hard, causing them to lose health insurance coverage faster than workers both poorer and richer than they are," according to data released by the Robert Wood Johnson Foundation. "Over the 10-year period between 1999 and 2008, more than two million people with incomes from 200 to 399 percent of the federal poverty level (roughly $44,000 to $88,000 for a family of four), became uninsured -- an increase of 2.4 percentage points to 12.9 million people." That "represents an uninsurance rate of 16.2 percent," whereas "the 5.9 million people with incomes at or greater than 400 percent of poverty experienced an increase in uninsurance of 1 percentage point, to 5.8 percent in 2008."

AMSInsure.com - Health Insurance California, Health Insurance Quote, Group Health Insurance, Medical Insurance California, Medical Insurance Quote, Online Quotes

"Long Term Care"

LTC Buyers Are Getting Younger
Long-Term Care Issues for Older Seniors
Why Long Term Care Insurance?
Your Assets and Your Children
Your Financial Affairs-Don't Keep Your Children in the Dark
Long Term Care Breakeven (How Long Will It Take)

Beware of Health Insurance Scams

It was bound to happen: health care reform triggered a flood of health insurance scams across the nation, fueled by consumers’ fears and confusion over what impact the new laws will have on them and their families. Bogus health insurance policies are being peddled via every media possible, so buyers beware.
In an April 6 letter to state officials, Secretary of Health and Human Services, Kathleen Sebelius urged them to be on the alert for scammers who are looking to lure people into buying worthless health insurance policies. Her agency had noted a recent increase in the number of health care-related crimes, and the numbers are likely to continue to rise.
The letter noted that “Media accounts indicate that fraudsters have gone door to door selling phony insurance policies. Some have attempted to make dishonest profits by urging consumers to obtain coverage in a non-existent ‘limited enrollment’ period that they falsely claim was made possible by the new legislation.”
Among those most often victimized are seniors. Sebelius said that her department was contacting seniors groups to alert them of possible fraudulent sales pitches for health insurance policies and health care related issues. Such sales pitches often come via a telephone call or door-to-door salesperson who uses high-pressure scare tactics.
Consumers should be wary of tactics that scammers often employ to lure in their victims. Here are some red flags:
· High-pressure scare tactics: If a salesperson tells you that a health insurance policy is only available at a special price or with special options for a limited time because of the new federal health care laws and that you should buy now, don’t.
· “Urgent” Internet and TV ads: Beware of advertisements that urge you to call a toll-free number to take advantage of special insurance coverage because of the new health care laws.
· Door-to-door sales: Legitimate health insurance companies do not use this sales approach any more. Do not fall for it.
· Too good to be true: If someone offers you a health insurance policy at a very low cost with great comprehensive coverage, it’s too good to be true. Health insurance is not inexpensive.
· Verify: If you are considering a policy with a company, verify that the company is licensed to conduct business in your state. Contact your state insurance office, or you can visit the website for the National Association of Insurance Commissioners, which provides detailed information and access to commissioners in all 50 states.
· Examine all documents carefully: Make sure you read all the documents the insurance agent gives you, that all the blanks are filled in, and that you keep a copy of anything you sign.
· Review your policy: After you get a copy of your health insurance policy, compare its contents with the paperwork that you signed to make sure you got what you agreed to buy, nothing more and nothing less. If there is any discrepancy, contact the insurance company immediately.
·
The search for affordable health insurance can be a challenge. Don’t be frightened into becoming a victim of a health insurance scam. If the individual who is trying to sell you a health insurance policy is offended because you ask lots of questions or you try to verify their credentials, that is an instant indication that something is not right. Protect yourself and your family.
SOURCES:Department of Health and Human ServicesNY State Insurance Department news release, April 14, 2010

Considering a Dental Plan for Your Business

Small business dental insurance plans are not in short supply and can be as complicated to navigate as health insurance. Searching for a comprehensive, yet affordable dental plan for your small business will demand the same level of diligence as you would allot for a medical plan to help keep company costs in line and maintain favorable employee relations.

Unfortunately, dental plans are usually an afterthought to medical health care coverage because there's no legal obligation for a business of any size to provide the benefit. As a consequence, many Americans don't have dental coverage. In 2008, a survey from The Segal Group, a benefits and human resource consultancy with offices across the U.S. and Canada, reported that dental coverage was the third-most-utilized health care coverage. Medical and prescription coverage take the No. 1 and No. 2 spots, respectively. The Segal Group, however, cautions employers to not overlook the importance of providing some level of dental benefit.

Dental insurance, like health insurance, is a definite plus in recruiting and retaining top talent. Here's a step-by-step guide to selecting and implementing a dental plan for your company.


How to Set Up A Dental Plan: Deciding What Plan is Best For your Company

There are several questions you'll want to ask yourself and other decision-makers within your company to determine what type of plan is best for your staff:

• What do I want my plan to look like?

• How much should I pay for coverage?

• How much should my employees pay for coverage?

Expect that the most popular plans are fully-employer funded, partially-employer funded or fully-employee funded:

• Fully-Funded Employer Plans: A plan wherein the employer bears 100 percent of the costs associated with providing benefits.

• Partially-Funded Employer Plans: Typically employers will pay less than 100 percent of the costs (traditionally about 80 percent) and the employees pick up the remaining balance (typically about 20 percent).

• Fully-Funded Employee Plans: Employees are responsible for 100 percent of the cost of the plan. On the back end the employer often takes over administrative costs and payroll deductions.

GET A QUOTE FOR FULLY INSURED PLAN
 
CONTACT US FOR PARTIAL OR FULL SELF FUNDED PLAN

Congress Extends ARRA COBRA Subsidy to May 31, 2010

As employers continue to consider health care reform and its coming changes to their workforces, Congress has approved legislation extending the federal COBRA premium subsidies to employees involuntarily terminated from employment through May 31, 2010.

The Continuing Extension Act of 2010 was passed by both the U.S. Senate and the U.S. House on April 15. President Obama signed it into law the same day.

The previous extension of the 15-month, 65 percent federal premium subsidy for involuntarily terminated employees expired March 31. The Continuing Extension Act further extends the COBRA subsidy eligibility period by two months to May 31, 2010. Assistance-eligible individuals will be eligible for up to 15 months of the subsidy.

It’s important to note that this recent amendment to ARRA’s COBRA subsidy program, as with others in the past, will not affect those assistance-eligible individuals who are already receiving the premium reduction and who remain eligible to continue to receive the subsidy for up to 15 months.

The subsidy program was first enacted as part of the American Recovery and Reinvestment Act of 2009 (ARRA). It has been amended several times, including by the Temporary Extension Act in March 2010, which made the subsidy available to an additional group of qualified individuals.

Individuals who experience an involuntary termination of employment on or after March 2, 2010, that follows a reduction in hours of employment occurring on or after September 1, 2008, are eligible for the subsidy program. Under COBRA there is no second qualifying event that follows a reduction in hours of employment. However, under ARRA, employers will need to report these second events.

Also, as in the previous extension, if the qualified beneficiary did not elect coverage as a result of their reduction in hours, the assistance-eligible individual would be entitled to elect COBRA as of the involuntary termination of employment, and any gap in coverage would be disregarded for purposes of pre-existing condition limitation.

Ceridian will continue to monitor Congressional activities regarding the COBRA premium subsidy program. As circumstances change, we will keep you informed.

Currently, Ceridian is finalizing its COBRA notices based on recent federal and state guidance. Where Ceridian is responsible for the notification, we will be providing notices to your participants within the timeframes specified in the guidance from the U.S. Department of Labor (DOL).

Our cross-functional teams are working to complete the following:

• Our systems are being updated to change the end date to May 31, 2010.

• Qualifying Event Notifications will be updated to include a revised Special Notice statement on the first letter.

• We are updating and printing additional notices required from the DOL guidance. Notices will be sent to all assistance-eligible individuals who experience a reduction of hours followed by an involuntary termination of employment on or after March 2, 2010.

• FAQs and Service Alerts are being updated as well.

For More Information about the COBRA premium reduction extension, you may visit the DOL Web site at www.dol.gov/ebsa/faqs/faq-cobra-premiumreductionEE.html.

NEED TO COMPARE COST FOR AN INDIVIDUAL PLAN or COMMING OFF COBRA click here

Eight things clients should know about buying travel insurance!

US Travel Insurance Association, April 14, 2010


The US Travel Insurance Association has formulated an 8 point checklist to help agents guide their clients in making informed decisions about travel insurance. "UStiA is issuing the checklist in light of a Florida Department of Financial Services warning to travel agents that any travel insurance sold must be underwritten by an insurance company fully licensed in the state," says Mike Ambrose, USA's immediate past president. "It's important to remember that companies providing travel insurance products, as well as sellers of travel insurance must be licensed by the state in which business is conducted. "


Client Tips


AMS-offers these eight consumer-wise hints to help with your travel insurance decision.


1. Know the company that is underwriting the policy. Ask for the name of the insurance company underwriting the policy. All legitimate policies must identify the insurance company.


2. If you are not familiar with the company providing your travel insurance, do a little research. Visit the company website. Check the credentials of the company's insurer through A.M. Best, an international insurance rating agency; or the Better Business Bureau. Also check for membership in the US Travel Insurance Association. The Web site carries a list of member companies, each of whom adheres to strict legal and ethical standards.


3. Buy from a reputable source such as a travel agent belonging to the American Society of Travel Agents (ASTA), or from a reputable cruise line, tour operator, airline, Internet site, insurance broker or directly from the travel insurance provider.


4. Assess your needs. Will you need medical protection, financial reimbursement in case you have to cancel your trip or a family member becomes ill, financial reimbursement in case your trip is delayed because of bad weather? Ask yourself what possible scenarios could develop to derail your travel plans.


5. Know if you have other coverage. When you travel, don't assume that you have the coverage you need from your credit cards, home owners insurance, airlines, or other sources. While these sources may offer limited coverage for some travel scenarios, only comprehensive travel insurance offers full protection under a single umbrella.


6. Know the difference between "Travel Protection," a travel waiver, and travel insurance:


- A Travel Waiver will usually give you a future credit with the same travel supplier for a missed vacation or cruise but will not financially reimburse you.


- "Travel Protection" may not be the same as travel insurance. While the term "Travel Protection" has been used by some unscrupulous companies, many legitimate companies also use it to describe travel insurance.


- Travel insurance must be underwritten by a legitimate insurance company and is regulated by the state in which it is sold.


7. Know what the policy includes. Always do your homework and read the policy carefully so you know what is and is not included. Most companies provide a customer service number for questions and answers, and also provide a grace period for cancellation.


8. Keep all appropriate paperwork/documentation. When traveling, keep records and save all receipts in case you have to file a claim for travel delay, medical treatment, lost luggage, or any of other unforeseen situations.

Travel Insurance you can count on> HERE

Big News from the US Treasury Department & IRS

HSA Limits Set for 2011

Big news today from the US Treasury Department and IRS! They issued new guidance on the 2011 maximum contribution levels for health savings accounts (HSAs) and out of pocket spending limits for high deductible health plans (HDHPs) used in conjunction with HSAs.

The dollar levels remain the same in 2011 as those set for 2010. Specifically, for 2011:

 The maximum annual HSA contribution for individuals is $3,050 and $6,150 for families.

 Catch up contributions for those age 55 plus remains at $1,000 annually.

Health Savings Account is an alternative to traditional health insurance; it is a savings product that offers a different way for consumers to pay for their health care. HSAs enable you to pay for current health expenses and save for future qualified medical and retiree health expenses on a tax-free basis.  

Get A Quote at:  http://www.amsinsure.com/

Get a quote at http://www.amsinsurea.com/
 The maximum annual out-of-pocket limits for individuals is $5,950 and for families is $11,900.



 In 2011, the minimum deductible for HDHPs is $1,200 for individuals and $2,400 for families.

Check out my @constantcontact newsletter

401 K Myths and Misperceptions
how the small company can afford a plan

Work-sharing programs let companies cut hours, not jobs - Business Wire - The Olympian - Olympia, Washington

WASHINGTON – When homes sales started tumbling more than three years ago, New York-based window shade manufacturer, Comfortex, felt the pain. But instead of cutting jobs, the 300-employee business reduced some of its workers' hours, and the state labor department agreed to make up part of their lost wages with unemployment checks.Read more:

AMSInsure.com - Health Insurance California, Health Insurance Quote, Group Health Insurance, Medical Insurance California, Medical Insurance Quote, Online Quotes

Take a look at our new Web Site; ready to assit you with quality products and services.

AMSInsure.com - Health Insurance California, Health Insurance Quote, Group Health Insurance, Medical Insurance California, Medical Insurance Quote, Online Quotes

Small Business Health Care Tax Credit

Health coverage legislation enacted this year includes a Small Business Health Care Tax Credit to help small businesses and small tax-exempt organizations afford the cost of covering their workers. This is the link to the IRS site for further information.

Small Business Health Care Tax Credit

Ceridian Health Care Compass

Health Care Reform: Beginning at Square One

As a first step, employers will need to sort out immediate priorities for this year and 2011.

Click on the link to view article.

Power Point Presentation

Provided by the National Association of Health Underwriters

Social Networks Like Facebook Could Improve Health Care

Social Networks Like Facebook Could Improve Health Care

Centers of Medicare and Medicaid May Soon Receive Permanent Administrator

Centers of Medicare and Medicaid May Soon Receive Permanent Administrator

Kaiser Permanente Completes Electronic Health Record Implementation | Kaiser Permanente News Center

Kaiser Permanente Completes Electronic Health Record Implementation Kaiser Permanente News Center

What Employers Need to Know about Health Care Reform

After a detailed analysis of the Patient Protection and Affordable Care Act, Ceridian has identified some key provisions that could have significant impact on all employers and employer-sponsored health benefits plans.

Below are some of the more significant provisions affecting employers with existing plans in the two-bill package. Additional requirements will apply to employer plans adopted after enactment. Although many of the provisions in the bill will not go into effect until 2014, and in one case 2018, some take effect the first plan year following six months after enactment. While six months following the date of enactment is October 1, 2010, for employers with calendar year plans the effective date will be January 1, 2011.

Employer Mandates

Employers who employ more than 200 employees must automatically enroll new full-time employees in coverage. Employers must also provide employees with an opportunity to opt-out of coverage. Clarification on the effective date of this provision is forthcoming.

Effective 2011

A health plan W-2 reporting requirement will be imposed, requiring employers to report the aggregate value of medical benefits, vision, dental and supplemental insurance coverage. It is expected that this requirement would apply to Forms W-2 for the year 2011 that are made available to employees in January 2012.

Effective 2013

Not later than March 1, 2013, employers will be required to give a notice to their employees that they may be eligible to participate in one of the state-based health-insurance Exchanges.

Effective 2014

The Patient Protection and Affordable Care Act requires employers with 50 or more employees to offer coverage to their employees or pay a fine of $2,000 per full-time employee, if even one employee obtains a federal subsidy to buy health coverage from one of the new state-based health-insurance exchanges.* The first 30 employees are exempt from the calculation of the penalty.

The mandate also requires an employer who does provide coverage to pay either of the following: an “assessment” of $3,000 for each employee who qualifies for subsidized coverage from an exchange either because the employer pays less than 60 percent of the full actuarial value of the coverage provided or because the employee’s cost is greater than 9.8 percent of their adjusted gross income; or $2,000 per full-time employee, whichever is less.

* By 2014, the Act requires states to create health-insurance exchanges, which would offer four different levels of qualified health insurance plans. It also would mandate individuals at this time to purchase coverage and provide subsidies for certain individuals to do so.

Mandates Impacting Employer-Sponsored Plans

Effective 2010

Employer-provided group health plans will be required to cover adult children up to age 26, unless they are eligible under another group plan (for years before 2014). This coverage will be nontaxable. Also, the group health plan will be required to eliminate pre-existing condition exclusions for children under age 19.

Employer health plans will be prohibited from rescinding or cancelling health coverage, except in cases of fraud.

Employer-provided coverage will be required to eliminate lifetime limits on essential benefits coverage and may only place "restricted" annual limits on essential benefits coverage until 2014, when annual limits are prohibited.

Effective 2011

Over-the-counter medicines will no longer be eligible for purchase with funds from Flexible Spending Accounts, Health Savings Accounts or Health Reimbursement Arrangements, unless a prescription is provided.

The penalty for use of funds from a Health Savings Account for non-qualified medical expenses will increase, doubling the additional tax on these types of withdrawals from 10 percent to 20 percent for anyone under the age of 65.

Effective 2013

A statutory cap of $2,500 will be placed on the amount of funds an employee can save in a Flexible Spending Account. The limit will be adjusted annually in accordance with the U.S. Consumer Price Index.

Effective 2014

The employer’s group health plan will be required to eliminate the pre-existing condition exclusions for adults. The plans also have to eliminate annual limits on essential benefits coverage for adults.

Employers will be required to eliminate waiting periods beyond 90 days when enrolling employees in a group health plan.

Tax Provisions

Effective 2010

Small business tax credit: Businesses with fewer than 25 employees and average wages of less than $50,000 could qualify for a tax credit of up to 35 percent of the cost of employees’ premiums.

Effective 2013

Individuals with adjusted modified gross income over $200,000, and joint filers with over $250,000, will be required to pay a Medicare surtax of 3.8 percent on investment and other passive income, including rents, interest, dividends, royalties and capital gains.

In addition, these high-income earners will have to pay a Medicare payroll tax of 2.35 percent — an increase of 0.9 percent — on the portion of their wages in excess of the above noted thresholds. (Note: These are individual mandates that affect employees; they do not employers.)

An employer's deduction for retiree prescription drug coverage is disallowed to the extent the employer receives the Retiree Drug Subsidy for providing coverage that is as good as or better than Medicare Part D coverage.

Effective 2014

The 35 percent tax credit that goes into effect in 2010 for businesses with fewer than 25 employees and average wages of less than $50,000 increases to up to 50 percent of the cost of employees’ premiums.

Effective 2018

Excise tax on high-value health plans: A 40 percent excise tax will be applied to the excess value of a health plan above a statutory threshold. For most health plans, the threshold in the law will be established at $10,200 for individual health plans and $27,500 for family coverage. The threshold for the new excise tax will be adjusted annually for general inflation.

Also in the Patient Protection and Affordable Care Act

Wellness: The Act provides limited incentives for employers to provide corporate wellness programs to their employees. The new law permits employers to offer premium discounts of up to 30 percent and other cost-related incentives to employees who participate in employer-sponsored wellness programs.

Stay in touch and send us your questions:

info@amsinsure.com

Health bill spreads the pain, benefits - USATODAY.com

Health bill spreads the pain, benefits - USATODAY.com

Looking at the Just signed bill and how it will affect various people, covers just about eveyone, although many may choose not to particpate.

Know and Avail Your Disability Insurance Benefits Pronto | No SubHealth | How to get better health.

A study reveals, “a 20-year-old worker has a 3 in 10 chance of becoming disabled before reaching retirement age. ”If you suddenly find yourself out of job because of disability, do not lose hope. There is disability insurance and benefits program that you can avail in the US to help you tide over the times you were disabled and thus off work.

read more here.
Know and Avail Your Disability Insurance Benefits Pronto NoSubHealth How to get better health.


Disability Income Plans…More informtion.

America Saves Week

Is your corporation helping employees to save. 

As an individual or family are you saving.

Here are some valueable tips and information.

Click her for more information!

Let free enterprise take over health care

Let free enterprise take over health care

Where are our choices going and what will we loose in the end.

Choosing the Right Health Insurance

Choosing the Right Health Insurance

Delta Dental receives Benefits Selling magazine's reader's choice award!

As a professional broker its important that clients receive the best products and survices consistant with industry recognition.

Readers of Benefits Selling magazine recently chose the national Delta Dental system as the dental benefits carrier with the best coverage, plan design and networks. The awards were announced as part of the magazine's annual Readers' Choice Awards issue at the end of 2009.  Benefits Selling is one of the leading publications serving the broker community.

"We appreciate that the readers of Benefits Selling recognize the value of dental benefits and, specifically, Delta Dental," says Gary Radine, president and CEO of Delta Dental's holding company of 15 states and the District of Columbia. "Our goal is to build on and increase market recognition of what we bring to the table."

The results of the Benefits Selling Readers' Choice Awards are consistent with another survey conducted in 2008 by independent research firm The Long Group and sponsored by Delta Dental Plans Association. The Long Group survey found that brokers recognized Delta Dental as the dental benefits category leader and that Delta Dental outperformed competing carriers in areas that were identified as being most important to brokers, including customer service, value and easy administration.

According to the Long Group survey, Delta Dental also outperformed the competition on all attributes of importance to benefits decision makers, who consider the brand three times more frequently than its competitors. Among benefits decision makers, Delta Dental has more supporters than any other competitor.

Chronic health conditions increasing in children, study finds - latimes.com

Chronic health conditions increasing in children, study finds - latimes.com

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Nightingale Conant Email Subscriptions: Subscribe a friend

Nightingale Conant Email Subscriptions: Subscribe a friend

Posted using ShareThis

Can Consumer Driven Plans Help Your Business

One aspect in our troubling economy that seems to be flourishing is the growing number of employers implementing consumer-driven health (CDH) plans and wellness programs. The primary areas of participant behavior that consumerism seeks to change and the fundamental factors a “consumer-focused” health care strategy must include education, options and other aspects to assist users. The issues employers must address when designing a successful incentive program and its accompanying communications strategy. A case study of a company that has a 70% enrollment rate in its CDH plans shows how an integrated consumerism and wellness strategy can slow the rate of health care cost increases for both the employee and employer.

Quotes & Services for Small Business 2-50 Employees.

Principal.com - The Principal RetireWire, February 2010, Improved Performance for Principal LifeTime and Bond & Mortgage Portfolios

Looking for performance on your 401 K or 503 pension plans.

Principal.com - The Principal RetireWire, February 2010, Improved Performance for Principal LifeTime and Bond & Mortgage Portfolios

Discussion: HRAnswerLink | LinkedIn

Our clients look to us and our resources for HR and Cobra assistance for small group covered through benefit programs.

Discussion: HRAnswerLink LinkedIn

Letter to editor of the California Health Underwriters Association

This is worth considering; since health care reform belongs in a different arean than the legislature and needs to be developed as a national priority from the president developing a working panel of experts from all fields that can bring concensus to a problem which we all face together.




Letter to the Editor CAHU



Enough is Enough. I recognize I may be naïve, but I thought lawmakers were supposed to be lawmakers first, then become politicians at election time. The national health care reform process has proven otherwise. No matter which party did what during this particular process, even if party roles were reversed it would be just as unacceptable.



Lawmakers should create and move forward legislation only if they believe it is the right thing to do. So when during this process, several lawmakers felt the Senate health care bill was not the right thing to do, their own party resorted to bribery to obtain their vote. How else could it be described when their own party offered Medicaid financing for that lawmaker’s state at no cost, forever, and offers $300+ million dollars for another state’s Medicaid financing only to secure their vote!

The worst part is that it worked.



How can this possibly be justified, let alone tolerated? It’s okay to be upset about this. Americans need to stay civilized about this, but be passionate as well. Let’s communicate to, and vote to remind lawmakers that they need to stick to what they feel is the right thing to do.

Big Government, Big Unions

Big Government, Big Unions

Should business be concerned about the future taxes which could seriously impact there ability to grow, produce more jobs and help the economy recover while government has been allowed to be swallowed alive by uinionization that unfairly rewards people at the expense of the private sector.

For the First Time, More Union Workers Work in Government versus Private Sector | Benzinga.com

For the First Time, More Union Workers Work in Government versus Private Sector Benzinga.com

It is important for small and medium size busiess along with the general public to understand the circumstances we are expierence in the public sector with rising cost of benefits, pensions and shortage of funds to continue this highly rich union programs where the public unions are now more numerous than private business unions.

Social Security disability benefits

In order to be disabled under social security, you have to not be able to do any kind of work, for any length of time. Totally Disabled. Don't rely on the government to help out in disabilities. Plan ahead and get Individual Disability Income.

Consumer-Directed Health Care Solutions - Large Companies Relying on Brokers for Updates on Reform

Consumer-Directed Health Care Solutions - Large Companies Relying on Brokers for Updates on Reform

While we work with smaller companies, it is our goal to keep abreast of change and be available to advise our clients and prospects.

http://www.amsinsure.com

Healthcare Reform Designed to Fail - Forecasts

Healthcare Reform Designed to Fail - Forecasts & Trends - InvestorsInsight.com | Financial Intelligence, Advice & Research / Investment Strategies & Planning for Individual Investors.

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Free drug card - download prescription drug card

"This FREE DRUG CARD program is being sponsored by a
non-profit organization to help all Americans lower their prescription drug costs. Simply download your FREE Prescription Drug Card and receive savings of up to 75% at more than 54,000 national and regional pharmacies. Please enter your name and e-mail address in the box below and we will generate a printable membership card for you. This program has “LOWEST PRICE” logic to guarantee that you get the best deal on your prescriptions (You pay the lower of a discount off Average Wholesale Price-AWP, discount off MAC Pricing, or Pharmacy Promotional/Retail price). This card is pre-activated and can be used immediately!"

BenefitsLink Retirement Plans Newsletter for December 9, 2009

"Mutual Funds Offering Target-Date Fund Not Subject to ERISA, According to DOL
Excerpt: 'The Labor Department rejected a request for an advisory opinion by money manager Avatar Associates that for the first time could have subjected mutual fund companies offering target-date funds to ERISA.' (Pensions & Investments; free registration required)"

Pension Plans from AMS Benefits

"Pension Plans…Our plans are designed to meet the needs of the business owner over the life of the plan. This means affordable and easy administration combined with plan flexibility to meet changing business conditions. Comparability plans that favor the business owner and key executives allowing for higher limits on contributions by classes of employees than a standard plan. Flexibility in multiple investment options coupled with ease of online computer administration for the employer and employee."

BenefitsLink Retirement Plans Newsletter for December 9, 2009

"New Tax Rules in 2010 Will Give More People Access to a Roth Individual Retirement Account
Excerpt: '[S]tarting Jan. 1, Uncle Sam will permanently eliminate both the income and filing-status restrictions on transferring money from a traditional IRA to a Roth -- a procedure known as converting. So, anyone willing to pay the income taxes due upon making such a move will be able to funnel retirement savings into a Roth, where it can grow tax-free.' (The Wall Street Journal)"

Don't Forget You Can Use Your Flexible Spending Account to Give You or Your Loved Ones "The Gift of Sight" This Holiday Season

"Don't Forget You Can Use Your Flexible Spending Account to Give You or Your Loved Ones 'The Gift of Sight' This Holiday Season
- According to the Employee Benefits Research Institute, 30 million Americans use a Flexible Spending Account (FSA) to pay for qualified medical expenses, such as laser eye surgery." There are many medical expenses which you can use which would qualify and not be covered by an insurnace plan. Have some money left over, give it some thought.

Thailand is 'in Network'? Employers and Insurers Embrace Medical Tourism

"Like some 47 million other Americans, Nancy Sowa (pictured) doesn't have health insurance. So when her doctors last year told her she needed a total hip replacement, the office manager for a non-profit did what a growing number of U.S. citizens are doing: She headed abroad. At Wockhardt Hospital in Bangalore, India, the 56-year-old was put up in a hospital 'suite' far swankier than what she would typically find in the U.S., with a computer, fridge, cable TV, sitting area and an extra bed for her travel companion."

To learn more contact info@amsinsure.com

Health Without Borders: Medical Tourism

"Like a lot of folks from Southern Oregon, Jim Krois has scheduled a trip to Mexico during our rainy season.
Most travelers head south this time of year to get a break from winter weather. Krois has a different motive. He needs hip-replacement surgery, and he can have it done at a hospital in Puerto Vallarta for a quarter of what it would cost him in the Rogue Valley."

To learn more contact info@amsinsure.com

BenefitsLink Health & Welfare Plans Newsletter for December 8, 2009

"COBRA Subsidy May Be Extended Before Year End
Excerpt: 'While there is an interest to extend the COBRA subsidy program among lawmakers, it is not clear exactly how the program will be extended. There is some discussion about extending the period of eligibility beyond December 31, 2009, as well as expanding the nine-month period of the subsidy. While the uncertainty regarding a COBRA subsidy extension remains, employers are faced with certain choices that must be made before year end.'"

Parity Legislation Compliance Webinar--Are you ready for Mental Health Parity?

The Mental Health Parity and Addiction Equity Act (MHPAEA) was signed into law in 2008 and becomes effective for the majority of health plans beginning January 1, 2010. Despite the fact that regulations are not expected to be released until after that date, payers must still be in compliance by the deadline in order to avoid the potential of costly penalties associated with non-compliance. As plans and employers are working now to make often significant changes to coverage, business processes and systems, there remain a number of unanswered questions, business challenges and open issues, such as the following:




* What does parity actually entail?

* When is a provider network adequate to meet the needs of people suffering from Serious Mental Illness and children with Serious Emotional Disturbances, for example?

* How can plans and employers avoid common medical cost offset traps in their plan designs?

* What steps can plans take to ensure compliance with the law while avoiding significant cost increases?

* Is a “carve-out” still the easiest “go-forward” strategy? When is the time right for a “carve-in”?

EyeMed Discount Plan Offer Expanded

EyeMed Discount Plan Offer ExpandedAll new groups with 2 to 4 employees enrolling will automatically receive an EyeMed Discount plan when they purchase a BEST Life dental plan. The EyeMed Discount plan includes discounts on eye exams, glasses, contacts, LASIK, and add-ons (i.e. polycarbonates, scratch resistance), with no limits on frequency.

BenefitsLink Health & Welfare Plans Newsletter for December 3, 2009

"Study Shows Group Health Insurance Is Better Deal For Most People Than Individual Policies
Excerpt: 'For most people, premiums and out-of-pocket costs were more affordable in tax-advantaged employer plans than in individual-market plans. Proposed health reforms would fundamentally alter the plan offerings available to Americans, particularly those offered in the individual market.' (Health Affairs)"

BenefitsLink Health & Welfare Plans Newsletter for December 3, 2009

"What Do We Know About Enrollment in Consumer-Driven Health Plans?
Excerpt: 'This article summarizes the literature on CDHP offer rates and enrollment. The percentage of employers offering CDHPs has gone from virtually none in 2000 to 12 percent in 2009. Based on the various sources of data on enrollment in health reimbursement arrangements (HRAs) and HSA-eligible plans, it appears that 15-19 million people were enrolled in these plans in 2009, representing 9-11 percent of the privately insured market.' (Employee Benefit Research Institute (EBRI))"

Labor Department Issues New COBRA Subsidy Guidance

Excerpt: "While a federal law authorizes COBRA health insurance premium subsidies to employees involuntarily terminated through Dec. 31, some employees laid off before then may not be eligible for the subsidy, the Labor Department says. . . . [E]mployees who are laid off this month [might] not being eligible for the COBRA subsidy. That could happen if employers, as it very common, allow laid-off employees to remain covered in the regular group health plan through the end of the month." (Business Insurance)

BenefitsLink Retirement Plans Newsletter for December 3, 2009

"Vanguard is reporting that 60 percent of 401(k) participants have had their account balances return to levels they enjoyed before the stock market began tumbling in September 2007. (AP via New York Times; free registration required)"

A Little Strategic HR for Bigger Business Success

2009 is quickly coming to a close, and many small business owners and executives like you are reflecting on the performance of the current year and already planning for 2010 and beyond. With the recent economic challenges and the myriad of employment law changes, businesses have been taking a much closer look towards its existing workforce. As you assess new best practices to help advance the goals and success of your company, consider how strategic HR plays a key role.

What is strategic HR? Strategic HR is simply about focusing on the performance of each employee and the organization with direct measures to determine the success of your company's business strategy.

• 
  Where does your business stand in terms of strategic HR?You can get a better idea by answering the following types of questions:
  



• Do you need different knowledge, skills, and / or abilities from your workforce in order for the business to grow?
  



• Do you clearly convey the expectations and the business value of each person's role in the company's direction?
  



• Does Management address employee training and performance development well?
  



• Do you have established programs to recognize and reward performance?
  



• Do you consistently provide competitive market pay and benefits for the right sets of skills and competencies?
  



• Does your company further minimize risk by remaining compliant to employment laws?
  The more no's or don't know's you answer, the greater efforts your company needs to improve.
  

How can you apply strategic HR to your small business environment? Strategic HR is not just for big corporations. Small businesses can also put this concept into motion. Some action items include:

Create a succession plan in case the business leadership and / or ownership changes.
Find out how your top competitors get and keep their talent.

Develop a clear and accountable feedback process to support employees in their professional development (i.e. skills training, workshop seminars, coaching, etc.).

With strategic HR in mind, your goal is to ensure that the talent of all your employees line up with the company's business objectives. Accomplish this, and you're well on track to much greater success.

Your One-Stop HR Solutions Provider…

Your One-Stop HR Solutions Provider…
a value added service provided to our clients.

Employee Handbooks: a Necessity? | researchtube

Employee Handbooks: a Necessity? | researchtube

Ever find yourself wondering why human resource professionals push the importance of employee handbooks? After all, who even reads them? And what are the downfalls of purchasing a handbook online or, better yet, plagiarizing a handbook from a former employer?

read more: on the above link.

learn more at our value added service HR Answerlink

Life and Health Insurance Advisor

Life and Health Insurance Advisor

21st Century Retirement Planning Newsletter

21st Century Retirement Planning Newsletter

Financial Monitor Newsletter

Financial Monitor Newsletter

Business Edge Newsletter

Business Edge Newsletter

Employee Benefit Newsletter

Employee Benefit Newsletter

AMS Newsletters

AMS Newsletters

Benefits, Financial, Retirement

Health Savings Account Plans Explained

As brokers we provide the widest selection in HSA high deductible major medical plans coupled with chooses in types of HSA Savings accounts (interest, mutual funds and stocks) which will most benefit you. An additional added feature is an administration vehicle to help select, choose and pay for services at the right costs, that you may elect to use. To learn more refer to our FAQ on HSA.

New Page 1

New Page 1: "Your One-Stop HR Solutions Provider… The Internets most advanced HR resource and solutions platform for small to mid-sized businesses experts in the HR field. The Basic package of HR services delivered to your desktop. A Value Added (no cost service) arranged by AMSINSURE.COM for there clients. This free package includes an easy to use employee handbook, all employment forms, and a reference library of updated Federal and State HR legislation."

California Could Boost Regulation of Disability Insurers, Experts Say - California Healthline

California Could Boost Regulation of Disability Insurers, Experts Say - California Healthline

Group Health Plans For large and small businesses

Group Health Plans For large and small businesses: "Group Health Plans"

It Pays to keep employees healthy! Small Employers Too

SACRAMENTO -- Recognizing the value of a fit and healthy workplace to organizations and workers alike, the California Task Force on Youth and Workplace Wellness today honored 71 employers with the 2009 Fit Business Awards at a red carpet dinner ceremony held at the Elks Tower Ballroom.

Each award winner was presented with a Gold, Silver, Bronze, or Honorable Mention award by State Senator Alex Padilla, Chair of the California Task Force on Youth and Workplace Wellness; and Master of Ceremonies Dean Karnazes, internationally renowned health and fitness advocate and Board Member of the California Task Force on Youth and Workplace Wellness. The Fit Business Awards seek to increase awareness among employers by promoting the positive connection between employee health and the return on investment.

This year, seven organizations were honored with the Gold Medal for their clear commitment to employee wellness:

· BD Biosciences – San Diego

· Bentley Prince Street

· County of Ventura

· DES Architects + Engineers

· McDonough Holland & Allen PC

· Safeway Inc

· Vons

“When employees are healthy, they are happier and more productive on the job,” said State Senator Alex Padilla (D-Pacoima), Chair of the California Task Force on Youth and Workplace Wellness. “Successful employers know this, and they understand that investing in their employees’ wellness pays off with improved productivity and lower, permanent health care costs.”

Contact: info@amsinsure.com for more ideas on how your business can particpate in benefting the employees and the business health costs.

Keep Employees Healthy and Fit

SAN DIEGO, Nov. 6, 2009 (GLOBE NEWSWIRE) -- American Specialty Health (ASH), a national health and wellness organization, recently received a Silver California Fit Business Award for the third time from the California Task Force on Youth and Workplace Wellness. ASH received the same award in both 2007 and 2008.

Contact: info@amsinsure.com for information on how you can keep your employees fit and happy.

The Healthcare Survival Guide

The Healthcare Survival Guide

Importants of HR in a down economy

In this down economy, HR faces some serious risks as employees are worried about money and the possible loss of their jobs. Nonetheless, HR managers can be proactive to protect their companies from harm.


Here are just a few things to consider:



1. The Pilfering Privilege. The risk of employees accessing company documents and trade secrets is high, because employees have access to much of the company's data through computer usage.



2. Txtul hrsmnt--no lol (Translated: Textual Harassment--not laughing out loud). Inappropriate texting leading to harrasement claims.



3. $how Me the MONEY! Wage and Hour claims.



4. We Shall Overcome. Possible unionization of workplace.



5. Will You Still Love Me When I'm 64? Age discrimation claims on the rise.



This is only a partial list where employers may want to cosider the need of an HR program to help answer questions, defense againest problems, and help ease the consequence of a problem.



OUR value added resources are available to clients of AMS.

Medicare Changes will still be good business for carrier's even with changes

Oct. 20 (Bloomberg) -- Insurers led by United Health Care Group and Humana Inc. rose in New York trading after UnitedHealth Chief Executive Officer Stephen Hemsley said Medicare will stay a profitable business even with cuts in government payments.

Higher premiums and other benefit changes will keep up Medicare profit margins even with U.S. plans to cut insurer payments by 5 percent, Hemsley said on a conference call. That optimism, along with UnitedHealth’s success at holding down medical costs, bodes well for other insurers, said Jason Nogueira, an analyst at T. Rowe Price Group Inc. of Baltimore.

Small Business and Health Care Reform

Small businesses around the country have rallied around legislative measures that would force insurers to accept all applicants and offer government subsidies to low-income workers, they've winced at mandates to provide coverage for every employee or pay a penalty equal to as much as 8 percent of payroll.

“They really want reform, but then there are the ones thinking, ‘How much will this cost me, and will it hurt my business?’ ” said Amanda Austin, the lead Washington, D.C., lobbyist for the National Federation of Independent Business. “It's a little bit of a mixed bag.”

About 70 percent of the small-business owners in California who provide health coverage to workers are straining to continue the benefit, while 86 percent of those who don't blame high premiums, according to a poll published in August by the nonprofit Small Business Majority, a national group based in Sausalito.

In a separate study, the organization concluded that he

Health reform legislation as currently envisioned in Washington could cut small businesses' medical costs by as much as $855 billion nationwide over the next decade.
“The basic framework in D.C. is certainly much more helpful to small businesses than doing nothing,” said John Arensmeyer, founder and CEO of Small Business Majority.
Overall, the small-business community's mixed reactions help to explain why its voice largely hasn't been heard in recent months amid intense debates on Capitol Hill and in town hall meetings nationwide.

Unlike big corporations and generously funded special interest groups, most small-business owners are too busy running their shops, bakeries, salons, restaurants and professional firms to study proposals that fill thousands of pages.
“It's an incredibly complex issue,” said Marshal Scarr, a partner in the downtown San Diego real estate law firm Peterson & Price. “It's hard to know what is the best thing to do, and it's hard to know what is realistic and effective.”

Small businesses, the self-employed and those with fewer than 500 workers number 26.9 million. They employ roughly half of the nation's work force — or more than 60 million people, according to the National Small Business Association.

California had 637,730 companies that each employed fewer than 20 workers in 2006, the most recent year for statistics from the U.S. Small Business Administration. The figure accounted for 88 percent of all companies in the state that year.

Health care analysts generally agree that small businesses have fewer options than large corporations for dealing with ever-rising medical costs, including the ability to use large numbers of potential enrollees as leverage during negotiations with insurers.

Forty-nine percent of U.S. companies with three to nine employees and 78 percent of businesses with 10 to 24 workers offered health coverage last year, according to a July report from President Barack Obama's Council of Economic Advisers.

In contrast, the council reported, 99 percent of companies with more than 200 workers provided health insurance.

Health Insurance Carriers not imune to the economy.

Like many companies Wellpoint, Inc. (the countries largest health insurer) has just anounced some lays and changes to there employees health plans. This change means higher dedcutibles and costs with more premium comming out of there pay checks. As enrollments have shrunk from higher unemployement and costs reducing the number of people covered by health inurance like other businesses a change comes about in income and benefits.

Does your business need to trim costs, check with us and we can help you in the small business market with 2 to 50 employees.

Nearly Half of Employers Now Auto-Enroll Employees in 401(k) Plans, Watson Wyatt Survey Finds

WASHINGTON, Sept. 23 /PRNewswire-FirstCall/ -- In a trend that is likely to continue, nearly half of U.S. companies are automatically enrolling workers into 401(k) plans to encourage them to save for retirement, according to a survey by Watson Wyatt, a leading global consulting firm. The survey also found that the number of companies that use target-date or lifecycle funds as their default investment option has increased sharply in the last few years.

"Employees need to participate more effectively in their company defined contribution plan as this is increasingly the primary vehicle they use to save for retirement," said Chris DeMeo, senior investment consultant at Watson Wyatt. "Taking an interest and actively participating in their plans will allow employees to make more informed decisions and develop investment strategies that take into account their goals and risk profiles."

The survey found that nearly half of surveyed companies (47 percent) now auto-enroll their employees into their defined contribution (DC) plan. Additionally, one-third of those that do not currently auto-enroll are considering it. Watson Wyatt's survey was conducted in March and April 2009, and includes responses from 149 mainly large companies, representing a total of more than 2 million employees across a broad range of industry sectors.

Nearly all companies (96 percent) have a default investment option. The number of companies using lifecycle or target-date funds as their default investment option has increased significantly, from 38 percent in 2006* to 62 percent today. More than 10 percent still offer stable value and money market funds as their default, despite Department of Labor (DOL) regulations issued in 2007 that stated that these options would not be given fiduciary protection.

Plan sponsors that auto-enroll their employees use a median initial contribution rate of 3 percent, with a range from 1 percent to 7 percent. Slightly more than half (51 percent) of the plan sponsors that auto-enroll also automatically increase the contribution rate by a certain amount each year for their participants. The final contribution rate is between 3 percent and 20 percent, with a median rate of 6 percent.

"While plan sponsors have made progress towards encouraging greater participation, saving and educated decision making, there is still room for improvement," said Robyn Credico, senior retirement consultant at Watson Wyatt. "Designing the optimum plan is tricky and requires plan sponsors to juggle many factors including overall plan design, investment, communication and governance. However, the potential upside is great and could cause DC plans to emerge stronger from the current economic crisis."

Employees and Employers Reveal High Satisfaction and Improved Cost Control with HSAs, Surveys Report

Most employers and account holders utilizing Health Savings Accounts (HSAs) and HSA-qualified health plans are satisfied with their coverage, spend less, and are more engaged in managing health benefits, separate surveys released today indicate.

The tax-favored health care savings accounts are designed to help individuals pay for current qualified health care expenses and save for future medical and retiree health care expenses.
"With the vigorous debate over health care reform, and more specifically health insurance reform, the survey results indicate that employers and account holders more effectively control costs and are satisfied with their coverage by utilizing HSAs," said Tom Hricik, national director, AMS Groups or AMS Personal Plans.

"The survey results also indicate that HSAs are being used by account holders as an important vehicle to save for future medical expenses."

Health Savings Accounts provide a convenient way to pay for today's health care expenses and to save and invest for the future.

Voluntary Dental Plans good for small business owners!

In today's economy, many small businesses find themselves struggling to add or retain employee benefits. Before an employer considers dropping dental benefits, it should consider a AMS Dental voluntary plan.




How it works
Voluntary plans offer convenience and cost savings for both employers and employees.
• The plan is sponsored by an employer and allows employees to choose whether or not to sign up.
• Employees who elect the coverage pay part of or the entire premium, while enjoying a group rate for the plan.
• The employer collects monthly premiums through payroll deductions and submits eligibility information to Delta Dental.

Benefits of a voluntary plan
The voluntary plan is a great option for groups looking to reduce their costs while still offering their employees comprehensive group dental coverage.
• Plans encourage regular use of diagnostic and preventive services (such as cleanings), reducing long-term costs for both employee and employer.
• Improved oral health can lead to better overall health and fewer days away from the job for oral or other health problems.

Unique benefits of AMS Dental voluntary plans
In addition to the usual elements of a voluntary plan, Delta Dental offers some unique features that may appeal to both employers and employees.
• An extra cleaning each year for pregnant women
• Coverage for implants
• Coverage for dental accidents
• Shelf-rates (that is, the same rate for all groups, regardless of level of employee participation)
• Low average annual rate increase (an average increase of only 2.9 percent over the past nine years)

Voluntary PPO plans are available for employers with five to 99 eligible employees. If you'd like more information about Delta Dental's voluntary plan offerings, please contact info@amsinsure.com

A Guide to State Guaranteed Coverage in California

The purpose of this post is to provide a concise guide to purchasing guaranteed issue individual health insurance in California. If you have questions, please leave a comment.

Healthcare Reform – Recent Developments

Recent Developments;

August began with the House Energy
and Commerce Committee striking a
deal with the fiscal conservatives
Democrats and approved e a 1,000-
page bill that:
• Eases employer mandates
• Reduces plan costs below $1 trillion
• Trims down public option; ability to
negotiate payments with providers
• The August recess began with townhalls
where a cross-section of
constituents expressed concern,
anger, and, at times, protest over health
proposals being discussed
• The White House responded with its
series of town-hall meetings to correct
misconceptions over reform
• Initial messaging by the White House
seemed to be downplaying the public
option in a possible bid to renew bipartisan
efforts for reform
• However, the possibility of reform
without a public option drew strong
opposition from liberal constituents
as well as Progressive Democrats

Concerns:

• Town-halls during the recess are having
a significant impact on the debate,
centralizing it over few key points
• Price Tag: $1 trillion price tag has
emerged as a major concern for a
significant cross-section of town-hall
attendees
• Public Option: Billed by critics as
govt.-takeover of healthcare, it remains
a core concern; insurance co-ops are
being touted as an alternative
• Death Panels: House reform bill drew
ire over so-called “death panels”, a
tangential reference to “living wills” and
other “end-of-life” care aspects
• Medicare Savings/Donut hole:
Seniors raised concerns over proposal
to draw savings from Medicare for
setting-up a new public option
• Supporters of reform, on the other hand,
do not see any proposal without a
public option as meaningful reform
• Several supportive legislators have
publicly stated their complete
opposition to any such bill, leaving
little room for any compromise

What Next?

The debate in town hall meetings
during the first weeks has given
opponents confidence in their stand
• On the other hand, supporters of
reform are increasingly apprehensive
of any bi-partisanship, thus favoring a
“go-it-alone” strategy
• President Obama is under pressure
from the Democratic legislators to
clarify his expectations from the
reform bills, something he has not
done assertively, so as to not hamper
any scope of bi-partisanship
• Until the Congress reconvenes,
Obama is likely to push to generate
public opinion in favor of reform
• However, White House may also
cement the divide within Democrats
between the conservative Blue Dogs,
moderate Democrats, and the
Progressive groups and prepare for a
“go-it-alone” legislation
• Overall, the jury is still out over the
fate of achieving comprehensive
health reform legislation in the next
session of Congress, even by the end
of 2009

I-9 Handbook

The I-9 Handbook for Employers is a useful reference, especially in light of the newly-revised Form I-9. Every business needs to know the required process for verifying an employee's employment eligibility. The handbook explains:
• Why employers must verify employment eligibility of new employees,
• The process of completing the employment eligibility verification form,
• Unlawful discrimination and penalties for prohibited practices,
• ...as well as important supplemental information.
In the HR Support Center website under the Essentials tab section, simply search for this helpful reference document in the Guides area (as well as the new Form I-9 in the HR Forms area).

New Form I-9 Available.

The U.S. Citizenship and Immigration Services (USCIS) has updated the Form I-9 (revision date of 8/7/09). While the previous form dated 2/2/09 remains acceptable, the recommendation is for all employers to start using the newly updated Form I-9.

Companies Step Up Benefits Communication to Combat Unions

As discussions around the Employee Free Choice Act heat up in Congress, employers are stepping up their communications to employees about the benefits they offer as a way of combating unionization efforts.

Many employees do not understand their benefits and employers sometimes do not communicate benefits from health,pension and mandated state and federal programs. Comunicating these beneftis to employees so they truly know what the employer is paying for can greatly help employees appreciate whiat employers are providing for on behalf of the employee.\

We can assist employers in doing just that.

Truth in Health Care Reform Act, What you should know?

FACTS ABOUT: H.B. 3200 - America’s Health Choices Act

ACTUAL TEXT OF LAW:
Section 102: Grandfathered Health Insurance Coverage Defined

Subject to the succeeding provisions of this section, for purposes of establishing acceptable coverage under this division, the term grandfathered health insurance coverage’’ means individual health insurance coverage that is offered and in force and effect before the first day of Y1 if the following conditions are met.

Except as provided in this paragraph, the individual health insurance issuer offering such coverage does not enroll any individual in such coverage if the first effective date of coverage is on or after the first day of Y1.

Subparagraph (A) shall not affect the subsequent enrollment of a dependent of an individual who is covered as of such first day.

Subject to paragraph (3) and except as required by law, the issuer does not change any of its terms or conditions, including benefits and cost-sharing, from those in effect as of the day before the first day of Y1.

WHAT THIS MEANS:
Once the government-run program has started…

1. the employer sponsored program can not accept any new enrollees unless they are a dependent of someone already enrolled.

2. the employer sponsored insurance program can not make any changes to their program. Making changes to the employer program would eliminate the grandfather exemption!

Eventually all private, employer-sponsored programs would be eliminated.
These are the facts.

True Cost of Health Care and the Health Care Debate

The true cost of health care is often not well known by most people and its often difficult to see. 9 out of 10 people under 65 are covered by and employer plan. The cost is often split between the employer's share and the employee's share of the cost. While this is different for each company and has been changing in the last several years it can be 75/25% ER/EE split and cover just the employee cost or the family costs.

As an employee you tend to equate cost as your share of the premium where the employer will look at the total costs. This is often how many look at health care costs. The true cost of health care is made up mainly of claim costs plus the companies administrative cost. Insurance do such a good job of administration that it is less expensive for government plans to use the private sector such as medicare and medicaid. Even congresses very rich plan is in the private sector with a choice of plans and companies to choose from

Since claims can make up from 82 to 92% of the plan costs this is the area which needs to be looked at since even a small change can mean big dividends in lowering costs. An interesting fact is medicare which we have been told will be unable to continue sometime in the next several years because of rising cost. Now medicare was the first plan to set limits on its payements using DRG's and yet continues to expierence rising costs since the number of retiree's keeps growing and the age of retirees continue to rise, meaning more claims cost since aging means more medical issues as a natural process of aging.

PPO's and HMO's which also negotiate for contracts at better rates than the normal charges by providers continue show increased claim costs and therefore increased costs for benefits.

So whats the answer to these perplexing questions of costs and congresses lack of ability to address the real problems?

I believe real change means taking a long hard look at the issues, bringing together all parties to look at how they can contribute to a solution, and most of all some hard decissions that will not please everyone.

I would hope anything congress decides to do they include themselves in the solution which will mean they will protect us by protecting themselves.

Is there a Health Care Backlash Brewing?

PROVIDENCE, R.I. — Waiting in line at the pharmacy to pick up prescriptions, Lawrence Cafero Jr. can't help but feel a bit guilty.

Cafero is a state representative in Connecticut and taxpayers subsidize his generous health insurance plan, which requires only a $10 copay for any brand-name prescription drug.

"I'm standing behind either an elderly person or a working-family person and they're taking out wads, like dropping 20, 40, 60 bucks. And I've got $10 — $5 for a generic," said Cafero, R-Norwalk. "I'm embarrassed."

Pressure is mounting in states hit worst by the recession to take back some of lawmakers' generous health benefits that are funded by taxpayers.

A review by The Associated Press showed lawmakers in 12 states get health insurance for free, while those in 28 states share the costs with taxpayers, often getting a better deal than private sector workers.

In California, where finances are so bad the state has issued IOUs, the citizen commission that sets benefits for elective officials voted in June to reduce funds for lawmaker health insurance. The change takes effect in December.

"There are employees on furlough and people being laid off," commission member Ruth Lopez Novodor said. "It just didn't seem right to keep the compensation at the same levels."

In Michigan, supporters are renewing efforts to end lucrative retiree health benefits for lawmakers or at least force lawmakers to work longer before they qualify for them. Similar proposals failed in 2007.

"What's good for us should be good for them," said Ray Holman, a child abuse investigator for the Michigan Department of Human Services, who has seen his health insurance costs rise steadily. He will lose six days of pay this year as state leaders try to close a deficit.

"When you see the lawmakers who have the generous benefits and appear to be working part-time, it's just not good leadership," Holman said.

Meanwhile, many Rhode Island lawmakers accustomed to free health insurance at taxpayer expense have bowed to public pressure and started voluntarily contributing toward its cost.

Last year Rhode Island cut state-funded health care for immigrant children and 1,000 adults, forced the poor to take cheaper generic drugs and raised health insurance costs for state workers.

Yet Sen. Charles Levesque, D-Portsmouth, believes his free health care reasonable considering lawmakers make $14,018 in salary. Although they meet only about six months a year, Levesque, an attorney, considers his elected post a full-time job.

"I am the senator from Portsmouth when I walk out in my bathrobe to get my newspaper in the morning, when I go to the local pharmacy to buy whatever prescription medication I need to keep me going," he said.

Federal lawmakers, who are debating an overhaul to the nation's health care system, also get subsidized insurance. Members of Congress are covered by the federal employees health plan and get VIP medical access at Walter Reed Army Medical Center in Washington and the National Naval Medical Center in Bethesda, Md. For about $500 a year, federal lawmakers can also have unlimited visits with a physician assigned to the Capitol for routine care.

At Tuesday's town hall meeting in New Hampshire, President Barack Obama was asked why he hadn't talked more about the differences between the benefits offered to federal lawmakers and the system for everyone else. Obama responded that his proposal would give the public options similar to those given to federal employees.

Some state lawmakers also receive generous benefits:

_ Michigan lawmakers get retiree health care after six years of service and can tap into their benefits at age 55. That perk is the envy of workers in a state with 15.2 percent unemployment rate.

_ Members of the Massachusetts Legislature pay about $200 to $230 per month for family health coverage, about 18 percent less than what the average U.S. consumer pays, according to a national survey by the Kaiser Family Foundation and the Health Research and Educational Trust.

_ Connecticut lawmakers get retiree health insurance after working a decade for the state. Some lawmakers get retiree health care for free, while others pay 3 percent of their salaries. Brand-name drugs require a $10 co-payment.

In comparison, about 63 percent of employers offered health coverage last year, according to Kaiser's annual survey of roughly 1,900 firms. Health insurance for the average single employee ran around $4,700 annually, and workers paid 16 percent of the tab. Premiums for family plans averaged around $12,680, and workers were responsible for 27 percent of the cost.

The disparities could influence how lawmakers think, said Peter Sepp, a vice president for policy and communications at the National Taxpayers Union.

"It can skew their perspective on how much it might cost a family or small business to provide such insurance," he said. "It can also in some instances lead them to believe that the affordability of their coverage is something that the entire nation can be made to afford."

Not all lawmakers have it so easy. Legislators in New Mexico, South Dakota and Wyoming cannot get state health insurance, while their counterparts in Nebraska, Nevada, New Hampshire, West Virginia, Alabama and Vermont must pay the full price themselves if they want state coverage.

Vermont Rep. Carolyn Partridge, D-Windham, went without health insurance after being elected to office. As a farmer, she cannot afford to pay for the state health plan. Partridge and her husband now qualify for Medicaid.

They paid out-of-pocket for an annual physical and have avoided treatment for anything except emergencies. Partridge said hospitals are willing to work out payment plans for the uninsured.

"The bottom line is, you get taken care of," she said. "The worst bottom line is they take your house, if you own one."

In Rhode Island, House lawmakers passed a bill last year requiring lawmakers to pay 10 percent of their premiums, but it died in the Senate. A similar bill sponsored by Rep. Amy Rice, D-Portsmouth, never made it to the floor this year.

Congress and Health Care

Congress and senators went home and hold town hall meetings on Health Care it quickly became apparent that there was a strong movement aginest a public program and maybe even a legislative solution.

While we look like we are a long way from seeing a formal bill there are many things being run through the legislature. One of the most salient points I believe is that there is no participation by the legislature in any plan they propose and even some that specifically excludes them. If Mr. Obama, the legislature and government employees won't participate, then a question arises as to why. Simply put they want to force us to have less while maintaining there rich benefits. I feel a solution which could work puts everyone in the same boat.

CDHP's and the small business owner

What Does Consistent Participation in 401(k) Plans Generate?

This Issue Brief presents recently available longitudinal data from the EBRI/ICI 401(k) database on consistent participation in a 401(k) plan, through year-end 2007.

Looking at consistent participants in the EBRI/ICI 401(k) database over the eight-year period from 1999 to 2007, the average 401(k) account balance increased at an annual growth rate of 9.5 percent over the period, to $137,430 at year-end 2007.

The median 401(k) account balance (half above, half below) increased at an annual growth rate of 15.2 percent over the period, to $76,946 at year-end 2007. Data for 2008 are currently being analyzed and are expected to be published later this year.

Disability Awarness

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Lower Cost Health Plans in Greater Los Angeles Area

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Tool of the Month: Lilly Ledbetter Fair Pay Act Guide

Many employment laws have been enacted during and for the first half of 2009 with many more anticipated for the rest of the year and beyond. For a refresher, you now can review a variety of helpful information in the HR Support Center, including the key aspects of the Lilly Ledbetter Fair Pay Act of 2009. With a simple one-page document, you can easily reference:

• The Ledbetter Case,
• The Ledbetter Act, and
• The Recommended Actions.

In the HR Support Center website under the Essentials tab section, simply search for the “Lilly Ledbetter Fair Pay Act Guide.”

Lay Off Using Layoffs to Manage Poor Performing Employees

With many employers seeing the business need to layoff employees during the past several months, it may be tempting for a manager to use it as a way to avoid confronting problem employees. When conducting a formal layoff, however, employers would need to follow certain guidelines and be aware of specific state and federal laws. In general, employers are often better off taking the more appropriately accountable route of employment termination for cause using progressive discipline.
In turn, keep the following three points in mind:

1. Eliminate the Position. A layoff involves eliminating positions and not people. Determine your business-essential positions, and your supporting documentation should demonstrate that a position to be eliminated is due to decreased work demands and / or financial reasons. If you want to get rid of a poor performing employee, then getting rid of that job position would likely be not in your best interest since the work still needs to be done.

2. Select the Worker. For the eliminated position in question, identify all employees with similar job titles and roles. After review the type of the work that still needs to be done, figure out which of the employees are the lesser qualified. After assessing the employees’ overall work experience, knowledge, skills, and abilities, pick the least qualified individual. If that individual happens to be the poor performing employee you initially had in mind, then you now would have a more solid basis to end the employment relationship with a layoff.

3. Don’t Fill the Position. If an employer has a legitimate business reason to eliminate a job position, then there should be no need to bring back that position in the near future. Otherwise, the alleged layoff may be viewed as a veiled termination for cause which can cast questions on the company's true intentions and general integrity if ever challenged. The suggested rule of thumb is to not reopen the position for about a year.

In the bigger picture, if you are in Management, part of your direct responsibility is to effectively manage employee confrontations. Addressing employee performance problems through corrective action holds employees accountable for their behaviors and their outcomes. You can leverage various strategies to motivate employees to positively change their performance levels as well as to establish proof of your company’s good faith efforts to help all employees improve.

HR Advisor July 2009 The Monthly Newsletter from your AMS HR Support Center

Federal Minimum Wage Rate Increase.

Effective July 24, 2009, the federal minimum wage rate will increase from $6.55 per hour to $7.25 per hour.

E-Verify Federal Contractor Rule Delay.
For the fourth time, the effective date requiring certain federal contractors and subcontractors to use the federal government's E-Verify program has been delayed to become effective on September 8, 2009.

Age Bias Decision Favoring Employers.
On June 18, 2009, the U.S. Supreme Court placed a greater burden on workers to prove their claims of being targets of workplace discrimination due to age.

What is being said about health care changes!

I was a little surprised to read a recent poll stating that the majority of Americans are receptive to the idea of increased government influence over health care if it means a reduction in cost and better coverage.

The CNN/Opinion Research Corp. poll found that 63 percent of respondents would favor an increase in federal influence over health care plans if it translated into lower costs and more coverage, while 36 percent opposed the idea.

Also, a little more than 60 percent of Americans said they believe the government should guarantee health care for all Americans, versus 36 percent who opposed the idea.

Another question involved the concept of raising taxes in order to improve health care for every American, with 47 percent favoring the idea and an equal number opposing it, even if it meant not providing health care for all Americans.

It will not come as a shock when I tell you that opinions were starkly split down party lines, with the majority of Democrats supporting increased government influence and just one-quarter of Republicans favoring the idea.

Of course, these are tough and often very personal beliefs and decisions. Many in the industry oppose government control and there is no shortage of arguments on both sides. Just one first-hand experience either way can erase years of arguments and counter-arguments. This promises to remain an enormous topic in our country for years and probably decades to come.

The questions continue and whether you are for or against its important to be informed.

Questions:

1) Can the government financially support a health care system?

2) Will increased taxes bring about a more beneficial health care plan without excess burden on individual tax payers?

3) Considering Medicare as a system which is almost ready to go bankrupt and which as increased costs to seniors, can the government do better with health care in general?

4) Can a national health care system come about because there is a call to change, without the time to bring about meaningful change with a well thought out plan?

5) Can Insurance companies, Health Care Providers, and all the players in the field of providing benefits and care truly come together putting aside their self interest to create meaningful change?

Would appreciate hearing your comments: