The “double whammy” of skyrocketing healthcare costs and a sputtering economy—as if the cost of healthcare wasn’t a concern in the years before the recession—have put companies in an almost impossible situation. At the same time staffs are being reduced, providing healthcare for the remaining workforce demands more expense and more sharing of the load with employees, leaving everyone feeling a little sick about healthcare. To put in perspective the reality of the crisis, according to the current Towers Perrin Health Care Cost Survey, an employee’s average medical costs have increased by 7 percent over 20091. The average employee share of medical costs has increased 10 percent. According to the same report, workers’ earning have increased 37 percent since 2000, but that hardly dents the 149 percent rise in active employee health care costs during the same period[1]. Of course, most businesses are facing the same affordability gap.
read more at: Corporate Wellness
Wednesday, October 13, 2010
Tuesday, October 12, 2010
Kaiser Health Plans Rated #1 in California by Consujmer Reports
Release Date: 10/05/2010
Health and NCQA Publish Rankings of 227 HMOs and Point-of-Service Plans
President Obama Answers Questions on Health Reform
YONKERS, NY — With open enrollment season now underway, consumers with employer-based health insurance can take advantage of the once-a-year opportunity to switch plans. To help consumers compare health insurance plans, Consumer Reports Health is today publishing rankings of 227 HMOs and Point-of-Service (POS) plans. The Rankings are produced by the non-profit National Committee for Quality Assurance (NCQA), the main U.S. group that sets measurement standards for health insurance, accredits plans, measures the quality of care they achieve, and publicly reports the findings.
Tuesday, October 05, 2010
Disability:CASE OF THE WEEK:
Had an application on the husband. The wife was the instigator since she was a stay at home mom. Went to underwriting and when the labs were done - there was nicotine found. So - other than that the policy was issued as applied for - except for smoker rates. The wife absolutely did not believe that this could be correct. She had strong words for our case worker about mistakes and not handling the file correctly. They did not accept the contract.
One month later - through a difference producer - we get in an application on this same client. The application was for a smoker rate...
Sebelius Says Medicare Advantage Plans Will Not Suffer Because Of Healthcare Law.
The Pittsburgh Post-Gazette (10/5, Malloy, Twedt) reports, "Medicare Advantage plans, exceedingly popular in Western Pennsylvania, will not wane under the new healthcare law, Secretary of Health and Human Services Kathleen Sebelius insisted Monday." During a "meeting with a handful of DC reporters...Ms. Sebelius said the decision by a large Massachusetts insurer to leave the Medicare Advantage market is not a harbinger of the program's decline." She stated, "My guess is companies will continue to cite this law from now on -- it's an easy mark. ... But frankly, any company that pulled out of the Medicare Advantage plan this year, my guess is that they had business plans to do that whether or not the president signed this law in March of 2010."
States Watch As California Implements Health Benefits Exchange.
The Sacramento Bee (10/5, 3A, Calvin) reports, "California's push to be the first in the nation to establish a health benefits exchange is being closely watched by other states as they act on implementing key elements of the national healthcare overhaul law." The Bee notes that Governor Schwarzenegger and the California Legislature will "soon begin considering appointments to the five-member oversight board that will be responsible for running the exchange -- and as the board begins its task of defining how the new exchange will operate."
States Receive $1 Million From HHS To Set Up Health Exchanges.
The AP (10/5) reports, "Federal officials say Nebraska and the Dakotas will each be getting $1 million to help the states establish a health insurance exchange. The exchanges, created by the federal Affordable Care Act, are meant to be one-stop shopping where people can purchase health insurance coverage," and "they're scheduled to be in place in 2014." Notably, HHS "is distributing nearly $49 million to help the states do the planning necessary to establish the exchanges and decide how they'll operate."
HHS Accepts More Employers Into Program Subsidizing Retiree Health Benefits.
CQ HealthBeat (10/5, Reichard, subscription required) reports, "Almost 3,000 employers and unions have been accepted by the program created by the healthcare overhaul law to help pay the medical costs of early retirees," HHS "announced Monday." This represents an increase of 1,000 since "August, when the first round of acceptances were announced for applications to the Early Retiree Reinsurance Program." HHS Secretary Kathleen Sebelius stated in a press release, "I am incredibly pleased to see so many employers embrace this important new program to maintain coverage for people who often have a difficult time finding affordable coverage."
The AP (10/5) notes, "More than 40 more Michigan employers and unions will get help providing health coverage to early retirees and their families. They're among nearly 1,000 additional employers and unions approved nationwide to participate in the $5 billion Affordable Care Act's Early Retiree Reinsurance Program." To date, "there are...142 participants from Michigan in the program."
The Pittsburgh Tribune-Review (10/5, Fabregas) reports that "Sebelius yesterday used a visit to Mine Safety Appliances Co. to shore up support for the much debated federal healthcare law. During a stop at the company's Cranberry headquarters, Sebelius touted a program that aims to help employers pay for health insurance coverage for early retirees." Sebelius said about retiree health coverage, "It's often difficult to get and impossible to afford." Notably, "about 29 percent of large firms provided workers with retiree health coverage in 2009, down from 66 percent in 1988." Modern Healthcare (10/5, Vesely, subscription required) also covers the story.
Tuesday, September 21, 2010
Thursday, September 02, 2010
DOL "Plan/Prevent/Protect."
In its Spring 2010 Regulatory Agenda, the U.S. Department of Labor (DOL) had issued a new regulatory and enforcement strategy for all businesses referred to as "Plan/Prevent/Protect."
While the specifics of the program are still being defined, the new program involves the following:
Plan: The DOL will propose a requirement that employers create a plan for identifying and remedying risks of legal violations and other risks to workers. The employer would provide their employees with opportunities to participate in the creation of the plans. In addition, the plans would be made available to workers so they can fully understand and help monitor their implementation.
Prevent: The DOL will propose a requirement that employers thoroughly and completely implement the plan in a manner that prevents legal violations. The plan cannot be a simple paper process: the employer cannot draft a plan and then ignore it. The plan must be fully implemented for the employer to comply with the "Plan/Prevent/Protect" compliance strategy.
Protect: The DOL will propose a requirement that employers ensure that the plan's objectives are met on a regularly. Not any plan willdo. The plan must actually protect workers from violations of their workplace rights.
While the DOL continues to work on the specific details of what an employer's compliance initiative should look, employers should at least to consider starting to develop and establish an HR compliance action plan.
While the specifics of the program are still being defined, the new program involves the following:
Plan: The DOL will propose a requirement that employers create a plan for identifying and remedying risks of legal violations and other risks to workers. The employer would provide their employees with opportunities to participate in the creation of the plans. In addition, the plans would be made available to workers so they can fully understand and help monitor their implementation.
Prevent: The DOL will propose a requirement that employers thoroughly and completely implement the plan in a manner that prevents legal violations. The plan cannot be a simple paper process: the employer cannot draft a plan and then ignore it. The plan must be fully implemented for the employer to comply with the "Plan/Prevent/Protect" compliance strategy.
Protect: The DOL will propose a requirement that employers ensure that the plan's objectives are met on a regularly. Not any plan willdo. The plan must actually protect workers from violations of their workplace rights.
While the DOL continues to work on the specific details of what an employer's compliance initiative should look, employers should at least to consider starting to develop and establish an HR compliance action plan.
Tuesday, August 24, 2010
D.I. can strike even agents!
CASE OF THE WEEK:
A young agent we have known for years - who happened to be one of the largest Disability Income producers for his company. He was very active, even running quite a few marathons on the Leukemia team. At age 45, the height of his career, he was diagnosed with MS. Where in the world did that come from? He worked as long as he could, but had to sell his business. It was not an easy task. Not something you want to deal with when you are dealing with a devastating life disability. A blessing that he practiced what he preached.
GET YOUR OWN DISABILITY INCOME!!!!!! for more information
A young agent we have known for years - who happened to be one of the largest Disability Income producers for his company. He was very active, even running quite a few marathons on the Leukemia team. At age 45, the height of his career, he was diagnosed with MS. Where in the world did that come from? He worked as long as he could, but had to sell his business. It was not an easy task. Not something you want to deal with when you are dealing with a devastating life disability. A blessing that he practiced what he preached.
GET YOUR OWN DISABILITY INCOME!!!!!! for more information
Monday, August 23, 2010
Water before Meals now Proven for Weight Loss
All about:
Diet and Weight Loss
Researchers from the American Chemical Society have proven that water can help with weight loss. Pounds lost in a group of study participants who drank water were compared to non-water drinkers in a first clinical trial showing the benefits for fighting obesity.
Over a twelve week period, and combined with a low calorie diet, water drinkers lost 4.5 pounds more than a control group of 48 study participants – 15.5 and 11 pounds respectively.
Water before Meals now Proven for Weight Loss click here for more
Thursday, August 19, 2010
Some Health Insurance Providers Don't Include Sports Physicals
Some Health Insurance Providers Don't Include Sports Physicals ask us and we know which ones do provide for an annual physical!
Small Business (2-50 Employees)
Standard Health Insurance
Small Business (2-50 Employees)
Standard Health Insurance
Value Added Benefits from AMS!
AmeriCard and AMSINSURE.COM have partnered together to provide you with a savings program to help you with healthcare and related expenses.
There are no health questions, no age restrictions, you automatically qualify, all plans have a 30 day money back guarantee, and prices start as low as $9.99 per month for your entire family.
Tuesday, August 17, 2010
Take Advantage of Your Disease Management Benefit
Treatment of chronic diseases accounts for an estimated 75 percent of healthcare expenditures in the U.S.. They are also the leading causes of death and disability. Disease management programs aim to help individuals control their chronic conditions, reducting treatment costs and improving quality of life.
read more here
Looking for help, let us know and we can see how your plan can be accessed for these valueable benefits at;
customerservice@amsinsure.com 800-334-7875
read more here
Looking for help, let us know and we can see how your plan can be accessed for these valueable benefits at;
customerservice@amsinsure.com 800-334-7875
Ten Ways to Stretch Your Money
We all want more money. Many of us would also like to work less. While this may seem like a dilemma, there may be a solution. The best way to increase money without increasing your hours is to avoid excess spending. Some people call this a budget, but you could just as easily call it a spending plan. Here are ten tips to help you stretch your hard-earned cash:
1. Create a spending plan. Many people resist the idea of a budget, and associate it with hardship. Instead, look at it in a positive way. Create a monthly “spending plan” for your fixed and discretionary expenses. When you plan your spending, you may find you use your money more wisely because you’re taking control.
2. Pay yourself first. Put savings at the top of your spending plan. If you wait until the end of the month to save any leftover cash, you may find yourself without a nest egg when you need it most. A general rule of thumb is to save at least 10% of your income before spending the rest.
3. Track your spending. Record your expenditures for a month, especially for small, optional items. You may be surprised to discover how easily purchases costing only a few dollars can add up. At the end of the month, review your expenditures and adjust your spending plan accordingly. Once you see where your money is going, you may want to make different choices about your spending.
4. Live within your means. Many people feel they never have quite enough to live on, yet they probably know people who manage successfully on less. Spending is relative. If your expenses are in line with your income, you are living within your means.
5. Shop for value. Look for opportunities to get more value from each dollar. Join a warehouse or shopping club and buy in bulk. Purchase clothing, furniture, and household goods when they are on sale. Consider buying used cars and appliances. Big-ticket items like these often depreciate substantially in the first one or two years.
6. Minimize debt. Keep your debt level low. By reducing debt, you also minimize interest and finance charges. When you are tempted to charge a purchase, remember that you are committing to pay for it from income you have not yet earned.
7. Eat in. Restaurant dining can be expensive, since you are paying for service as well as food. Tips and meal taxes also add to the bill. Liquor and desserts (which you might not eat at home) can boost the tab even higher.
8. Reduce housing costs. Housing is a major fixed expense. Consider reducing this cost by buying or renting a smaller place, or one with fewer amenities. If you rent and plan on staying in an area for more than a few years, consider buying. Owning a home is often more expensive than renting at first, but the costs are usually lower in the long run. Remember, a house is an investment that generally appreciates over time.
9. Trim transportation costs. Transportation is another large expense for most families. Many households now own more than one vehicle. The more cars you own, the higher the costs for insurance, repairs, fuel, and parking. Use public transportation or carpool, if possible. The savings in vehicle-related expenses may offset any inconvenience.
10. Create a cash reserve. A cash reserve can help you stick to your spending plan and help keep you out of debt when emergencies, such as a major car repair or short-term disability, arise.
Cutting back on excess spending does not have to be difficult, nor does it mean that you must continually deny yourself life’s simple pleasures. You will find that when you live within your means, and pay yourself first, your debts will decrease as your savings grow. A personalized spending plan can help provide that “extra” income and stretch your hard-earned cash.
Life Insurance for Life’s Milestones; GET AN INSTANT QUOTE
1. Create a spending plan. Many people resist the idea of a budget, and associate it with hardship. Instead, look at it in a positive way. Create a monthly “spending plan” for your fixed and discretionary expenses. When you plan your spending, you may find you use your money more wisely because you’re taking control.
2. Pay yourself first. Put savings at the top of your spending plan. If you wait until the end of the month to save any leftover cash, you may find yourself without a nest egg when you need it most. A general rule of thumb is to save at least 10% of your income before spending the rest.
3. Track your spending. Record your expenditures for a month, especially for small, optional items. You may be surprised to discover how easily purchases costing only a few dollars can add up. At the end of the month, review your expenditures and adjust your spending plan accordingly. Once you see where your money is going, you may want to make different choices about your spending.
4. Live within your means. Many people feel they never have quite enough to live on, yet they probably know people who manage successfully on less. Spending is relative. If your expenses are in line with your income, you are living within your means.
5. Shop for value. Look for opportunities to get more value from each dollar. Join a warehouse or shopping club and buy in bulk. Purchase clothing, furniture, and household goods when they are on sale. Consider buying used cars and appliances. Big-ticket items like these often depreciate substantially in the first one or two years.
6. Minimize debt. Keep your debt level low. By reducing debt, you also minimize interest and finance charges. When you are tempted to charge a purchase, remember that you are committing to pay for it from income you have not yet earned.
7. Eat in. Restaurant dining can be expensive, since you are paying for service as well as food. Tips and meal taxes also add to the bill. Liquor and desserts (which you might not eat at home) can boost the tab even higher.
8. Reduce housing costs. Housing is a major fixed expense. Consider reducing this cost by buying or renting a smaller place, or one with fewer amenities. If you rent and plan on staying in an area for more than a few years, consider buying. Owning a home is often more expensive than renting at first, but the costs are usually lower in the long run. Remember, a house is an investment that generally appreciates over time.
9. Trim transportation costs. Transportation is another large expense for most families. Many households now own more than one vehicle. The more cars you own, the higher the costs for insurance, repairs, fuel, and parking. Use public transportation or carpool, if possible. The savings in vehicle-related expenses may offset any inconvenience.
10. Create a cash reserve. A cash reserve can help you stick to your spending plan and help keep you out of debt when emergencies, such as a major car repair or short-term disability, arise.
Cutting back on excess spending does not have to be difficult, nor does it mean that you must continually deny yourself life’s simple pleasures. You will find that when you live within your means, and pay yourself first, your debts will decrease as your savings grow. A personalized spending plan can help provide that “extra” income and stretch your hard-earned cash.
Life Insurance for Life’s Milestones; GET AN INSTANT QUOTE
Why Everyone Needs Long Term Disability Insurnace
What would your employees do if they became injured or ill and couldn't work for an extended period? How does this affect morale. read more here
Benefits, Compensation, Recognition, Health & Wellness, Retirement, Work Life | The Truth About Benefits Communication is Somewhere in the Middle
A couple of months ago I was, just like many of your employees, trying to make sense of a benefits annual enrollment guide. One, from my husband’s employer. And, this long, technical and hard-to-read guide was the only resource I had. If I wanted more, I would need to call a central office and wait on hold.
Benefits, Compensation, Recognition, Health & Wellness, Retirement, Work Life The Truth About Benefits Communication is Somewhere in the Middle
After you read the above article let us know your thoughts, as we find many clients with the same issues and work with them to help simplify the process. info@amsinsure.com
Benefits, Compensation, Recognition, Health & Wellness, Retirement, Work Life The Truth About Benefits Communication is Somewhere in the Middle
After you read the above article let us know your thoughts, as we find many clients with the same issues and work with them to help simplify the process. info@amsinsure.com
Monday, August 16, 2010
Benefits, Compensation, Recognition, Health & Wellness, Retirement, Work Life | The Value of 401(k) and Young Savers
Assets in defined contribution arrangements grew from $2.45 trillion in 1994 to $8.23 trillion by the end of 2009. Between their 401(k)s, 403(b)s, 457s profit sharing plans, ESOP’s and IRAs, which house the rollovers, American workers will eventually have more than $15 trillion to draw on during their retirement years. Contrast this to the $2 trillion in the Social Security Trust Fund. Due to these employer-sponsored programs never have so many had so much. However, many young Americans enter the workforce financially unsophisticated and unaware of how our free-market system works. They also have no appreciation for how small amounts saved over time can grow stunningly large. In fact, many believe they can never accumulate the wealth necessary to achieve the American dream. It is an unfortunate fact that young Americans have been repeatedly told an anti-business story, with those responsible for delivering the goods and services by which we all depend on, cast as the villains.Fortunately, the benefits of 401(k) participation extend beyond retirement. The 401(k) system has become the mechanism for setting the record straight. An explanation of stocks and bonds and how the capital markets work is fundamental to every 401(k) education program. The fact that compounding makes small amounts large is at the core of every presentation urging young workers to save for their retirement in a 401(k).
As 401(k) participants financial understanding grows, they learn the importance of profit as a motivator for excellence and innovation. This not only gives them an appreciation of our free enterprise system, it makes them more committed workers.
Critically, the 401(k) system reinforces our financial messages with results. After three or four years of participation, most 401(k) participants have $10,000 in their accounts. While such a small balance is usually dismissed in the ongoing public policy discussion about retirement income adequacy, such amounts make an incredible impact at the individual participant level.
Millions of 401(k) participants who never thought they could save anything, who never understood how saving works, who never believed they could own a piece of the American dream, have had these self-limiting beliefs shattered. 401(k) participation has opened to them a new world of possibilities.
No one has done a study measuring how someone in their mid-30s is affected by having $60,000 in their 401(k) plan. I hope someone will.
In my personal experience, such 401(k) participants feel better about their jobs, their futures, and, most importantly, about themselves. For most, they find such an achievement amazing. It is certainly something they would never have believed possible when they graduated from high school. 401(k) is about more than just retirement.
Benefits, Compensation, Recognition, Health & Wellness, Retirement, Work Life The Value of 401(k) and Young Savers
As 401(k) participants financial understanding grows, they learn the importance of profit as a motivator for excellence and innovation. This not only gives them an appreciation of our free enterprise system, it makes them more committed workers.
Critically, the 401(k) system reinforces our financial messages with results. After three or four years of participation, most 401(k) participants have $10,000 in their accounts. While such a small balance is usually dismissed in the ongoing public policy discussion about retirement income adequacy, such amounts make an incredible impact at the individual participant level.
Millions of 401(k) participants who never thought they could save anything, who never understood how saving works, who never believed they could own a piece of the American dream, have had these self-limiting beliefs shattered. 401(k) participation has opened to them a new world of possibilities.
No one has done a study measuring how someone in their mid-30s is affected by having $60,000 in their 401(k) plan. I hope someone will.
In my personal experience, such 401(k) participants feel better about their jobs, their futures, and, most importantly, about themselves. For most, they find such an achievement amazing. It is certainly something they would never have believed possible when they graduated from high school. 401(k) is about more than just retirement.
Benefits, Compensation, Recognition, Health & Wellness, Retirement, Work Life The Value of 401(k) and Young Savers
Consumers Generally Unaware Of Significant Ways
If you are 50 or older, most financial professionals agree that planning for the future potential risk of needing long-term care is a smart move. It's an even smarter move to save money on that protection and, with a bit of checking today, experts report that you can save anywhere from 10-to-40 percent each year.
Many individuals are unaware of the many discounts that now exist that can reduce the cost for long-term care insurance protection, explains (your name), (your title) of (your company) a long-term care professional based in (your city or town). By planning intelligently individuals can save money immediately and for many years to come.
According to Jesse Slome, executive director of the American Association for Long-Term Care Insurance, the national trade organization, some 50 insurers currently offer long-term care policies on an individual basis or through employers. Each company sets their own pricing for protection and each has price variances that based on your age, your marital status and your health. The difference can be quite substantial.
Your health plays an important part in determining what you will pay for long-term care insurance. Leading insurers offer preferred health discounts, similar to good driver discounts offered by car insurance companies, reports (your name). These preferred health discounts generally are 10-to-20 percent of the yearly cost and cannot be taken away even if your health changes at a future date. A recent study by the American Association for Long-Term Care Insurance revealed that 54 percent of applicants between ages 40 and 49 qualified for this discount. Less than a third (31%) of applicants who wait until they are 60 will qualify for this savings.
Discounts offered to married couples today generally range from 15-to-40 percent each year when more than one individual buys coverage at the same time. A partial couples discount may even be offered if only one partner is covered, explains (your last name).
Another way to reduce the cost of long-term care insurance is to add a deductible period to the policy. Most people are familiar with the concept of deductibles on their car, home and even health insurance, (your last name) notes. Adding a deductible, often called the Elimination Period to your long-term care insurance protection can reduce the yearly cost by 20 percent.
Learn more at: LTC from AMS or contact us for more information: info@amsinsure.com
Own a business; ask about special tax savings benefits of buying Long Term Care in your business.
Tuesday, August 10, 2010
WRITING AN EMPLOYEE HANDBOOK: 5 THINGS YOU NEED TO KNOW
Hiring employees means creating rules for them to follow. How to write an employee handbook that can help you run a better company -- and protect you in court. Let AMS help you, our clients receive valued added HR Portal to HRANSWERLINK the number on line HR site.
When you're launching a startup, writing an employee handbook probably isn't the first thing on your mind. But once you start hiring, and have enough employees to round out a company softball team, you'll start to realize that maybe you should actually put some rules down on paper. And then you remember the employee handbook you were given when you were a lowly cog in the system, and how you glanced at it, threw it in a drawer and never looked at it again. Except there's one difference now -- now, you're the boss.
While an employee handbook is about as fun to write as it is to read, it can be one of your company's most important documents. Where should you begin and what should you include? Here are five things you need to know.
1) A handbook can protect you in court.
A business can be sued for countless reasons. You fire someone who doesn't believe they deserve to be fired, and they lawyer up. A lecherous employee makes a pass at another employee, who eventually takes you to court. "In the United States, most civil rights laws apply to companies with 15 or more employees, and some local human rights ordinances apply to organizations with less than 15 employees," says Rita Barreto Craig, president of The Craig Group, a Palm Beach Gardens, Fla.-based HR consulting firm. "Companies need to become aware of local, state and federal laws to ensure they are in compliance."
So a handbook is your chance to get everything in writing, to establish rules on virtually every topic you can come up with. Obviously, having everything in writing doesn't mean you won't wind up on an episode of Judge Judy, but it can help demonstrate in court that you weren't making up everything on the fly. And the justice system notwithstanding, writing up all these rules and thinking about how to handle each situation will probably help you run your business more efficiently. Can't remember your own sick-day policy? Check the handbook.
2) Cover the gray areas.
Like what, you ask? "The tech boom is here to stay, and it's causing all kinds of new litigation," says Craig, who has worked in human resources for the past 30 years, served as the chair of the Florida Commission on Human Relations and has written numerous employee handbooks. "Make sure you develop policies that identity what is and isn't acceptable. Facebook, Twitter, etc. Where does work begin and personal life end? This is a new and growing issue."
Remember to consider the everyday workplace scenarios that still pose challenges, even if they are not legal issues, Craig adds. "There is no law on the books that's going to stop people from falling in love at work," she says. "Cover it. Think about those gray areas that are open for interpretation. When is my vacation earned? Do I have to call in if I'm going to be out sick? What happens if I'm called on jury duty?"
3) Remember, it's only a guide.
Some employees -- and their bosses -- misunderstand the nature of a handbook and treat it as a contract. But unless you want it to be, clarify at the outset that the handbook contains policies, and does not serve as a contract. Your opening pages might include a statement along the lines of this: "The contents of this manual should not be confused for a contract between the company and its employees. This is a summary of our policies, which are being offered here only as information."
Why is this important? Well, consider the topic of employment-at-will, says MaryAnne M. Hyland, associate professor in the School of Business at Adelphi University in Garden City, N.Y. If you're not familiar with the term, employment-at-will means you can fire an employee for basically any reason. There are some obvious exceptions like discrimination, of course. But if somebody is incompetent or the company budget calls for eliminating a position, as an employer, you probably want the freedom to let people go whenever you want. However, Hyland says, if your handbook lists specific reasons for termination, without the proper disclaimer up front, "these could be interpreted as the only legal grounds for termination if the handbook is considered to be a contract."
4) Avoid endless jargon.
"The tone of the writing should match the company culture, but it should be professional," advises Janet Flewelling, the director of HR operations for Administaff, which specializes in offering full-service HR services to companies with 10 to 20,000 employees. "Even if the company is very lax and informal, it's fine to have an informal tone, but you still want to make it professional and understandable." She also advises that "if most of your employees are high school graduates, you want to make sure you're writing to the level that they will understand."
5) Consult an employment attorney.
In the beginning, if you're just writing 10 bullet points on a sheet of paper as an early outline, this might not be necessary. But once your handbook is finished, and if it's pretty comprehensive, Flewelling suggests that you have an employment lawyer take a look before finalizing it. "It's worth the money to have an attorney review and approve it," Flewelling says. "There are state laws that are often overlooked, and if a company operates [or has employees] in several states, those states may have different rules you need to abide by."
And once your employee handbook is finished, Flewelling suggests reviewing it at least once every two years. The world moves fast. If your employee handbook has references to typewriter policies, chances are, it's time to update.
When you're launching a startup, writing an employee handbook probably isn't the first thing on your mind. But once you start hiring, and have enough employees to round out a company softball team, you'll start to realize that maybe you should actually put some rules down on paper. And then you remember the employee handbook you were given when you were a lowly cog in the system, and how you glanced at it, threw it in a drawer and never looked at it again. Except there's one difference now -- now, you're the boss.
While an employee handbook is about as fun to write as it is to read, it can be one of your company's most important documents. Where should you begin and what should you include? Here are five things you need to know.
1) A handbook can protect you in court.
A business can be sued for countless reasons. You fire someone who doesn't believe they deserve to be fired, and they lawyer up. A lecherous employee makes a pass at another employee, who eventually takes you to court. "In the United States, most civil rights laws apply to companies with 15 or more employees, and some local human rights ordinances apply to organizations with less than 15 employees," says Rita Barreto Craig, president of The Craig Group, a Palm Beach Gardens, Fla.-based HR consulting firm. "Companies need to become aware of local, state and federal laws to ensure they are in compliance."
So a handbook is your chance to get everything in writing, to establish rules on virtually every topic you can come up with. Obviously, having everything in writing doesn't mean you won't wind up on an episode of Judge Judy, but it can help demonstrate in court that you weren't making up everything on the fly. And the justice system notwithstanding, writing up all these rules and thinking about how to handle each situation will probably help you run your business more efficiently. Can't remember your own sick-day policy? Check the handbook.
2) Cover the gray areas.
Like what, you ask? "The tech boom is here to stay, and it's causing all kinds of new litigation," says Craig, who has worked in human resources for the past 30 years, served as the chair of the Florida Commission on Human Relations and has written numerous employee handbooks. "Make sure you develop policies that identity what is and isn't acceptable. Facebook, Twitter, etc. Where does work begin and personal life end? This is a new and growing issue."
Remember to consider the everyday workplace scenarios that still pose challenges, even if they are not legal issues, Craig adds. "There is no law on the books that's going to stop people from falling in love at work," she says. "Cover it. Think about those gray areas that are open for interpretation. When is my vacation earned? Do I have to call in if I'm going to be out sick? What happens if I'm called on jury duty?"
3) Remember, it's only a guide.
Some employees -- and their bosses -- misunderstand the nature of a handbook and treat it as a contract. But unless you want it to be, clarify at the outset that the handbook contains policies, and does not serve as a contract. Your opening pages might include a statement along the lines of this: "The contents of this manual should not be confused for a contract between the company and its employees. This is a summary of our policies, which are being offered here only as information."
Why is this important? Well, consider the topic of employment-at-will, says MaryAnne M. Hyland, associate professor in the School of Business at Adelphi University in Garden City, N.Y. If you're not familiar with the term, employment-at-will means you can fire an employee for basically any reason. There are some obvious exceptions like discrimination, of course. But if somebody is incompetent or the company budget calls for eliminating a position, as an employer, you probably want the freedom to let people go whenever you want. However, Hyland says, if your handbook lists specific reasons for termination, without the proper disclaimer up front, "these could be interpreted as the only legal grounds for termination if the handbook is considered to be a contract."
4) Avoid endless jargon.
"The tone of the writing should match the company culture, but it should be professional," advises Janet Flewelling, the director of HR operations for Administaff, which specializes in offering full-service HR services to companies with 10 to 20,000 employees. "Even if the company is very lax and informal, it's fine to have an informal tone, but you still want to make it professional and understandable." She also advises that "if most of your employees are high school graduates, you want to make sure you're writing to the level that they will understand."
5) Consult an employment attorney.
In the beginning, if you're just writing 10 bullet points on a sheet of paper as an early outline, this might not be necessary. But once your handbook is finished, and if it's pretty comprehensive, Flewelling suggests that you have an employment lawyer take a look before finalizing it. "It's worth the money to have an attorney review and approve it," Flewelling says. "There are state laws that are often overlooked, and if a company operates [or has employees] in several states, those states may have different rules you need to abide by."
And once your employee handbook is finished, Flewelling suggests reviewing it at least once every two years. The world moves fast. If your employee handbook has references to typewriter policies, chances are, it's time to update.
CASE OF THE WEEK:
Thursday, August 05, 2010
Care Giving can be Stessful
This Just In Caregiving can be stressful—just ask your employees who care for an older relative. They are more likely to report health problems such as depression, diabetes, hypertension or heart disease. The MetLife study Working Caregivers and Employer Health Care Costs estimated that employees with ldercare responsibilities cost employers an average of 8 percent more per year in healthcare costs than employees withthout eldercare responsibilities.
This equals an estimated $13.4 billion annually in additional costs for all U.S. employers.
Click here for more infomation
This equals an estimated $13.4 billion annually in additional costs for all U.S. employers.
Click here for more infomation
Wednesday, August 04, 2010
Coverage for Students, Faculty, and Scholars who travel outside of their home country.
Liaison Student
Best for: Students who are traveling outside of their home country that are engaged in full time educational classes, and or research.
•Price specifically designed for students
•Maternity coverage included
•Underwritten by Nationwide
•24 Hour Worldwide Assistance Service
Jobs in the South Bay doing better!
While dismal unemployment numbers continue to challenge the nation, there is good news to report from the South Bay. Thanks to the South Bay Workforce Investment Board (SBWIB) and their partnerships with government, non-profits, and the local business community, a remarkable number of people are getting put back to work.
Of the thousands of job seekers that visit the SBWIB every year, 80% get placed in new jobs. It is exciting to see so many lives being saved.
This week, I visited the SBWIB’s Beach Cities One-Stop in Redondo Beach to observe this success story in action. Several hopeful clients filled the computer stations in the recruitment station where help was at hand to revise resumes, find training programs, and make connections with potential employers. By 11 o’clock on the morning of my visit, Cortez Washington in the Jobs Development Department had already found one job seeker a permanent position with an air conditioning repair company in San Pedro.
Tuesday, August 03, 2010
What can we do for those we love!
The older you get, the more you realize that love is synonymous with family security.
Disability Case
http://www.youtube.com/watch?v=dUipMiDtFSU to view videoU.S. judge allows Va. health-care lawsuit to move ahead
The Washington Post (8/3, Helderman) reports, "A federal judge refused Monday to dismiss a Virginia lawsuit challenging the nation's sweeping new healthcare law, indicating the law represents a novel extension of Congress's constitutional authority that should be tested in court and handing the law's foes an early legal victory." Had the suit been "dismissed," the development "would have provided powerful ammunition for the law's supporters, who believe such suits are frivolous political exercises."
Tuesday, July 27, 2010
Reform May Result in Higher Health Insurance Premiums
President Barack Obama fulfilled his promise to reform the nation's healthcare system and make health insurance affordable on March 23, 2010, when he signed the Patient Protection and Affordability Care Act of 2010 (PPACA) into law. Proponents of the law applauded the reform, based on the assumption that many formerly uninsured Americans would be given the opportunity to obtain health insurance coverage.
Obama predicted at the time, that the average family would save $2,500 in yearly premiums. This amount was later refuted by the Congressional Budget office, which predicted a yearly health insurance premium increase of $2,300.
.
click here for more information:
Reform May Result in Higher Health Insurance Premiums
Obama predicted at the time, that the average family would save $2,500 in yearly premiums. This amount was later refuted by the Congressional Budget office, which predicted a yearly health insurance premium increase of $2,300.
.
click here for more information:
Reform May Result in Higher Health Insurance Premiums
Monday, July 26, 2010
How one hospital rebranded itself from the inside out | Article |
Enhanced in-house communication and taking a vow of excellence have motivated the staff to improve the experience for patients.
Trover Health System was suffering from a less than sterling reputation.
If things were perceived badly from the outside, it didn’t look too bright on the inside, either. The culture inside the Madisonville, Ky., hospital was described as “stressed.” A hospital survey showed that employees wanted better internal communication.
The new CEO, Bert Whitaker, wanted to change the internal and external perception about the organization. It enlisted the help of Ten Adams, a health-care marketing and business development consultancy. The two worked together to connect employees and the public with its new branding efforts.
click for more information:
How one hospital rebranded itself from the inside out Article
Trover Health System was suffering from a less than sterling reputation.
If things were perceived badly from the outside, it didn’t look too bright on the inside, either. The culture inside the Madisonville, Ky., hospital was described as “stressed.” A hospital survey showed that employees wanted better internal communication.
The new CEO, Bert Whitaker, wanted to change the internal and external perception about the organization. It enlisted the help of Ten Adams, a health-care marketing and business development consultancy. The two worked together to connect employees and the public with its new branding efforts.
click for more information:
How one hospital rebranded itself from the inside out Article
Thursday, July 22, 2010
Sibson Consulting's Perspectives - The Compensation Scorecard: What Gets Measured Gets Done
Employee compensation, one of the largest expenses in any organization, is also one of the least managed. While transparent data and scorecards have greatly improved the management of other aspects of performance, compensation often goes unevaluated beyond the fundamental measure of incremental costs. The invisible nature of compensation leads to problems. These include failing to differentiate pay for performance, over- and/or underpaying jobs relative to the market, having compensation spending grow faster than revenue and allowing employees to suspect they are not being paid fairly.
click here for more information:
SibsoConsulting's Perspectives - The Compensation Scorecard: What Gets Measured Gets Donen
click here for more information:
SibsoConsulting's Perspectives - The Compensation Scorecard: What Gets Measured Gets Donen
How to make the most of employee benefits
Having a portion of your salary withheld from each paycheck and deposited into a tax-deferred retirement savings account is generally a good idea even without an employer match. But if your company matches the money you save, it's like free money.
"This is the biggest mistake I see people make," "They somehow think joining the 403(b) is costing them money, when it's actually getting them more."
Saturday, July 17, 2010
Independent Contractor Vs Employee - The Exponential Risk of Worker Misclassification
For more information click on this link.....a must read for business owners.
Independent Contractor Vs Employee - The Exponential Risk of Worker Misclassification
Wednesday, July 14, 2010
Reasons to consider Disability Insurance
Female architect had a father who got Parkinson's. She had just started her practice and wasn't making a whole lot of income, but wanted and needed disability income. To be covered, as a 32 year old female, was pretty expensive. She couldn't afford it. She had 2 other people working for her - so what we did was have her buy minimal ($1000 for 2year benefit) on each of the assistants. This let us go with a Multi-Life unisex plan and even with her buying the coverage for her employees - She saved enough to be able to afford it - This works extremely for females
Friday, July 09, 2010
IRS ombudsman warns of barriers to health reform implementation - The Hill's Healthwatch
The IRS is neither structured correctly nor funded adequately to tackle the responsibilities assigned to it under the new health reform law, an IRS ombudsman warned this week.
IRS ombudsman warns of barriers to health reform implementation - The Hill's Healthwatch Click on link for full article.
IRS ombudsman warns of barriers to health reform implementation - The Hill's Healthwatch Click on link for full article.
Health-care law may pose compliance issues for IRS, taxpayers
The Washington Post (7/9, Hitzenrath) reports that the IRS "has been given a key role administering health insurance premium subsidies, tax credits for small businesses, assessments on employers." For example, beginning in 2012, all businesses and tax-exempt organizations will have to issue a new IRS form to vendors "from whom they buy goods totaling $600 or more annually." The Post writes that it "will require thorough record-keeping," adding to the agency's burdens. In addition, a tax reporting requirement in the healthcare law "may impose significant burdens on businesses, charities and government agencies," the advocate service said.
Tuesday, July 06, 2010
Trends in Pension Planning
•Highly customized, strategic programs that are designed around a company’s specific needs, benefits, demographics, culture and existing communication channels. There’s been a big shift away from “one size fits all” education through standard plan communication materials and tools and towards custom programs that deliver personalized guidance on an individual level.
• A shift away from “benefits communication” which provides employees with an understanding of the benefits they have available towards “benefits planning” which takes the communication a step further by providing employees with guidance around how to best manage their benefits in order to achieve their financial goals. This is in response to employers freezing pensions, eliminating or cutting 401(k) matches and reducing company-subsidized health care. Now employees have a greater burden for funding their benefits and making key choices between different options. Employers are responding by working with financial education vendors and retirement plan providers to launch programs that provide this level of guidance rather than relying on plan communication materials and workshops that simply describe the benefits available to employees.
• Launching retirement and financial education as an employee benefit, rather than simply using it to announce plan changes or communicate during open enrollment. Ten years ago, companies tended to launch education based on a specific event or change. Now, nearly all the companies we talk to are making financial education a key part of their benefits package..
• A shift away from “benefits communication” which provides employees with an understanding of the benefits they have available towards “benefits planning” which takes the communication a step further by providing employees with guidance around how to best manage their benefits in order to achieve their financial goals. This is in response to employers freezing pensions, eliminating or cutting 401(k) matches and reducing company-subsidized health care. Now employees have a greater burden for funding their benefits and making key choices between different options. Employers are responding by working with financial education vendors and retirement plan providers to launch programs that provide this level of guidance rather than relying on plan communication materials and workshops that simply describe the benefits available to employees.
• Launching retirement and financial education as an employee benefit, rather than simply using it to announce plan changes or communicate during open enrollment. Ten years ago, companies tended to launch education based on a specific event or change. Now, nearly all the companies we talk to are making financial education a key part of their benefits package..
Healthcare Law Expected To Help 1 Million People Obtain Coverage By 2011.
The AP (7/6, Alonso-Zaldivar) reports, "The first stage of President Barack Obama's health care overhaul is expected to provide coverage to about 1 million uninsured Americans by next year, according to government estimates." While this is a small beginning, "many others -- more than 100 million people -- are getting new benefits that improve their existing coverage." The AP notes, "For weeks, the White House has been touting the new law's initial benefit changes, even as Obama dares Republicans to make good on their threat to repeal his signature social policy achievement. Now, a clearer picture is starting to emerge from the patchwork of press releases."
Sunday, July 04, 2010
Discussion: HRAnswerLink | LinkedIn
Employee vs. Intern GuideImproperly classifying an individual as an unpaid intern instead of a paid employee increases an employer’s wage and hour compliance liabilities. To help minimize your company’s risks of unnecessarily owing unpaid wage and overtime, the Employee vs. Intern Guide will help strengthen your position in case the U.S. DOL decides to pay a visit and questions your company’s internship programs. The guide covers relevant areas including:
Discussion: HRAnswerLink LinkedIn Click fo mor information,
Discussion: HRAnswerLink LinkedIn Click fo mor information,
a value added service of AMSINSURE for clients.
Discussion: HRAnswerLink | LinkedIn
"HR Fact of the Month
July 2010
Did you know?!?
90% of unemployed job seekers reported that they would accept less than they originally wanted to land a new job. (Source: Glassdoor.com)"
July 2010
Did you know?!?
90% of unemployed job seekers reported that they would accept less than they originally wanted to land a new job. (Source: Glassdoor.com)"
Friday, June 25, 2010
Insurance Pools for High-Risk Patients To Start July 1
Submitted by Denise Reynolds RD on 2010-06-25
All about:
All about:
Affordable Health Insurance
For those with chronic medical conditions who are finding it difficult to get affordable insurance, relief is on the way. Beginning July 1st, the federal government will start paying for new insurance programs aimed at providing affordable coverage for uninsured people with pre-existing conditions.
Currently, insurance for someone with a pre-existing condition can cost as much as 200% of the standard rate that an otherwise healthy person would pay, if the coverage is available at all.
Under the new Patient Protection and Affordable Care Act, $5 billion has been set aside for states to set up high-risk pools for people who have been uninsured for six months or longer. These pools are intended to provide a “bridge” for people most in need of medical coverage until the insurance exchanges begin operating in 2014.
The pools will have no restrictions based on pre-existing conditions. Coverage will begin immediately and there is no annual or lifetime limit. The law mandates that the premiums for coverage must be the same as the standard rate for a healthy adult in that state.
About 18 states in the US have opted to allow the federal government to run their programs, while 30 are going to run their own program instead. The states must file a proposal to the Department of Health and Human Services (DHHS) that will outline a list of pre-existing conditions that will help define who is eligible for each pool.
On July 1, the DHHS will introduce an online portal at www.hhs.gov that will include information on available health insurance in each state. Alternatively, the National Association of Insurance Commissioners has a directory of state insurance departments that can be contacted for further information on each state’s proposed plan, including the date they will begin taking applications.
While waiting for the programs to begin taking applications, Cheryl Fish-Parcham, director of health policy at Families USA, recommends that those who will likely qualify for the insurance program begin gathering official copies of medical records to prove pre-existing conditions.
Many experts worry that the $5 billion won’t be enough to last until 2014. The federal Centers for Medicare and Medicaid Services has estimated that the $5 billion will last for only two years. An analysis from the Congressional Budget Office estimates that the program may actually cost as much as three times the amount originally planned for.
“We just don’t know how many people will sign up for the new pools,” said Deborah J. Chollet, a senior fellow at Mathematica Policy Research, a public policy research company, who has studied existing state risk pools and the new plan. “Until we see what happens, there’s no way to know how long the money will last.”
All about:
All about:
Affordable Health Insurance
For those with chronic medical conditions who are finding it difficult to get affordable insurance, relief is on the way. Beginning July 1st, the federal government will start paying for new insurance programs aimed at providing affordable coverage for uninsured people with pre-existing conditions.
Currently, insurance for someone with a pre-existing condition can cost as much as 200% of the standard rate that an otherwise healthy person would pay, if the coverage is available at all.
Under the new Patient Protection and Affordable Care Act, $5 billion has been set aside for states to set up high-risk pools for people who have been uninsured for six months or longer. These pools are intended to provide a “bridge” for people most in need of medical coverage until the insurance exchanges begin operating in 2014.
The pools will have no restrictions based on pre-existing conditions. Coverage will begin immediately and there is no annual or lifetime limit. The law mandates that the premiums for coverage must be the same as the standard rate for a healthy adult in that state.
About 18 states in the US have opted to allow the federal government to run their programs, while 30 are going to run their own program instead. The states must file a proposal to the Department of Health and Human Services (DHHS) that will outline a list of pre-existing conditions that will help define who is eligible for each pool.
On July 1, the DHHS will introduce an online portal at www.hhs.gov that will include information on available health insurance in each state. Alternatively, the National Association of Insurance Commissioners has a directory of state insurance departments that can be contacted for further information on each state’s proposed plan, including the date they will begin taking applications.
While waiting for the programs to begin taking applications, Cheryl Fish-Parcham, director of health policy at Families USA, recommends that those who will likely qualify for the insurance program begin gathering official copies of medical records to prove pre-existing conditions.
Many experts worry that the $5 billion won’t be enough to last until 2014. The federal Centers for Medicare and Medicaid Services has estimated that the $5 billion will last for only two years. An analysis from the Congressional Budget Office estimates that the program may actually cost as much as three times the amount originally planned for.
“We just don’t know how many people will sign up for the new pools,” said Deborah J. Chollet, a senior fellow at Mathematica Policy Research, a public policy research company, who has studied existing state risk pools and the new plan. “Until we see what happens, there’s no way to know how long the money will last.”
Wednesday, June 23, 2010
The Observer, Billionaires Meeting
Here is something worth noting and perhaps the U.S. government might want to emulate.
Billionaires plan to put the world to rights following secret supper
Bill Gates and Warren Buffett are among those signing up to the greatest private donation in history
It was a dinner meeting that fed the appetites of the world's conspiracy theorists just as much as those sitting down to eat. Held in May 2009 at a secret location in New York, the meal was a meeting between some of the globe's richest billionaires, organised by Bill Gates and Warren Buffett.
A year later, we know what they were talking about. Not taking over the world, but working out ways to give away billions of dollars.
http://observer.guardian.co.uk/ click here for more information
Billionaires plan to put the world to rights following secret supper
Bill Gates and Warren Buffett are among those signing up to the greatest private donation in history
It was a dinner meeting that fed the appetites of the world's conspiracy theorists just as much as those sitting down to eat. Held in May 2009 at a secret location in New York, the meal was a meeting between some of the globe's richest billionaires, organised by Bill Gates and Warren Buffett.
A year later, we know what they were talking about. Not taking over the world, but working out ways to give away billions of dollars.
http://observer.guardian.co.uk/ click here for more information
Monday, June 14, 2010
Medical Costs Will Increase in 2011, Companies to Add Wellness Programs
According to a new report published by the PricewaterhouseCoopers LLP (PWC) Health Research Institute, employers across the nations can expect medical costs to increase by 9% in 2011. As a result, about two-thirds of companies intend to expand or improve wellness programs in an effort to reduce preventable medical conditions related to those expanding costs.
Medical Costs Will Increase in 2011, Companies to Add Wellness Programs click here for more information:
Medical Costs Will Increase in 2011, Companies to Add Wellness Programs click here for more information:
*Experts say travel health insurance can be crucial
By LINDSEY TANNER, AP Medical Writer Lindsey Tanner, Ap Medical Writer- Sun May 9, 1:32 pm ET
CHICAGO - Plane tickets, check. Passport, check. Medical evacuation insurance? It's probably not something most people think about when packing for a vacation.
Their regular health insurance covered many expenses, but not flying him home on a jet specially equipped for transporting critically ill patients and medical equipment. The cost exceeded $100,000.
"We would have been lost" if not for the medical evacuation insurance, Louise Robbins said.
With summer vacation season approaching, experts say there are several ways international travelers can protect themselves against medical emergencies - from registering in advance with the State Department, which can help locate doctors abroad and arrange emergency medical flights, to buying supplemental insurance or stand-alone medical evacuation policies.
Thousands of American travelers each year are flown home with medical assistance because of health emergencies. Car accidents and heart attacks are among the most common reasons.
......
But most regular health insurance plans don't cover costly evacuations. And finding that out after an emergency can be catastrophic.
A 21-year-old California woman died last year after her insurance company initially said its emergency coverage wouldn't pay to fly her home from China when she developed a blood disorder, according to her family's lawsuit. The suit, claiming wrongful death and breach of contract, says the company relented too late. Anthem Blue Cross, the insurer, disputes the claims.
Travelers should check their policies to see what kind of expenses are covered, said Susan Pisano of America's Health Insurance Plans, a trade association. Most will pay for emergency care outside the United States - but for leisure travelers that often doesn't include medical evacuation.
"Just make sure you know very clearly" what your policy says, she advised.
The federal Centers for Disease Control and Prevention recommends considering supplemental health insurance, including medical evacuation, if your existing policy is lacking.
According to the U.S. Travel Insurance Association, another trade group, Americans increasingly have been buying travel insurance; more than $1 billion was spent in 2008. Most covered things like unexpected trip cancellations - disruptions caused by the erupting Iceland volcano have prompted a flurry of recent business. But growth also has been strong in policies covering medical emergencies and evacuation, the group says.
CHICAGO - Plane tickets, check. Passport, check. Medical evacuation insurance? It's probably not something most people think about when packing for a vacation.
But Louise Robbins says she'd probably be bankrupt without it. The University of Wisconsin library educator and her husband, Robby, were in southwest China last summer when Robby slipped and fell backward on a hotel walkway made of the region's famed red marble.
Their regular health insurance covered many expenses, but not flying him home on a jet specially equipped for transporting critically ill patients and medical equipment. The cost exceeded $100,000."We would have been lost" if not for the medical evacuation insurance, Louise Robbins said.
With summer vacation season approaching, experts say there are several ways international travelers can protect themselves against medical emergencies - from registering in advance with the State Department, which can help locate doctors abroad and arrange emergency medical flights, to buying supplemental insurance or stand-alone medical evacuation policies.
Thousands of American travelers each year are flown home with medical assistance because of health emergencies. Car accidents and heart attacks are among the most common reasons.
......
But most regular health insurance plans don't cover costly evacuations. And finding that out after an emergency can be catastrophic.
A 21-year-old California woman died last year after her insurance company initially said its emergency coverage wouldn't pay to fly her home from China when she developed a blood disorder, according to her family's lawsuit. The suit, claiming wrongful death and breach of contract, says the company relented too late. Anthem Blue Cross, the insurer, disputes the claims.
Travelers should check their policies to see what kind of expenses are covered, said Susan Pisano of America's Health Insurance Plans, a trade association. Most will pay for emergency care outside the United States - but for leisure travelers that often doesn't include medical evacuation.
"Just make sure you know very clearly" what your policy says, she advised.
The federal Centers for Disease Control and Prevention recommends considering supplemental health insurance, including medical evacuation, if your existing policy is lacking.
According to the U.S. Travel Insurance Association, another trade group, Americans increasingly have been buying travel insurance; more than $1 billion was spent in 2008. Most covered things like unexpected trip cancellations - disruptions caused by the erupting Iceland volcano have prompted a flurry of recent business. But growth also has been strong in policies covering medical emergencies and evacuation, the group says.
Sunday, June 13, 2010
A thought on good health!
Positive attitudes—optimism, high self-esteem, an outgoing nature, joyousness, and the ability to cope with stress—may be the most important bases for continued good health.
helen hayes
Friday, June 11, 2010
June 2010 Health Care Reform Insights, "Rules on Coverage for Children Clarified"
Abstract
The Affordable Care Act (the abbreviated name for the Patient Protection and Affordable Care, the new health care reform law) contains a provision requiring group health plans that provide dependent coverage for children to continue to make such coverage available for an adult child until the child turns 26 years of age. This requirement ("the age-26 mandate") applies to all group health plans, including "grandfathered" plans (those in existence when the law was enacted).
Health Care Reform Insights Sibson Consulting for more information click here also download pdf
The Affordable Care Act (the abbreviated name for the Patient Protection and Affordable Care, the new health care reform law) contains a provision requiring group health plans that provide dependent coverage for children to continue to make such coverage available for an adult child until the child turns 26 years of age. This requirement ("the age-26 mandate") applies to all group health plans, including "grandfathered" plans (those in existence when the law was enacted).
Health Care Reform Insights Sibson Consulting for more information click here also download pdf
Youth Clubs Build Confidence, Reduce Problem Behaviors
Would you like your child to have more confidence and stay out of trouble? An Ohio State University study reveals that children who belong to youth clubs develop a better self concept and are less likely to engage in problem behaviors.
Youth Clubs Build Confidence, Reduce Problem Behaviors click here for more info
Youth Clubs Build Confidence, Reduce Problem Behaviors click here for more info
Accident Patients without Health Insurance Have Higher Mortality
If you are the victim of an auto accident or gunshot wound and you don’t have health insurance, you are more likely to die of your injuries than if you have private insurance. This statistic comes from University Buffalo researchers who also found that accident patients with Medicaid had a lower death rate than those who had private insurance.
Accident Patients without Health Insurance Have Higher Mortality click here for more information;
Accident Patients without Health Insurance Have Higher Mortality click here for more information;
Wednesday, June 09, 2010
NASA Face in Space
Fly Your Face in Space
NASA wants to put a picture of you on one of the two remaining space shuttle missions and launch it into orbit. To launch your face into space and become a part of history, just follow these steps:
NASA Face in Space
NASA wants to put a picture of you on one of the two remaining space shuttle missions and launch it into orbit. To launch your face into space and become a part of history, just follow these steps:
NASA Face in Space
Monday, June 07, 2010
Life
Life is like a game of cards. Reliability is the ace, industry the king, politeness the queen, thrift the jack: Common sense is playing to best advantage the cards you draw, and every day, as the game proceeds, you will find the ace, king, queen, jack in your hand and opportunity to use them.edgar watson howe
Friday, June 04, 2010
The Internal Revenue Service recently released the inflation-adjusted minimums and maximums for Health Savings Accounts (HSAs) and High-Deductible Health Plans (HDHPs) for 2011.
A new Checkup includes a chart noting the numbers for 2011, which are the same as for 2010. AMS can help plan sponsors that are considering offering HSAs:
Small Business (2-50 Employees) HSA and Other plan quotes
• Create the "right" strategy for their participant populations
• Determine whether HSAs would be a "good fit" for their participants' needs
• Identify the impact that implementing an HSA option with an HDHP would have on existing benefits
• Decide between an HSA/HDHP plan and a design that includes Health Reimbursement Arrangements (HRAs)
• The chart below notes the numbers for 2011, which are all the same as for 2010.
2011 Minimums and Maximums for HSAs* and HDHPs (All the Same as for 2010)
2011 Minimums and Maximums for HSAs* and HDHPs (All the Same as for 2010)
Maximum Annual Individual Coverage Family Coverage
HSA Contribution** $3,050 $6,150
Minimum HDHP Deductible $1,209 $2,400
Maximum HDHP Deductible None None
Maximum HDHP
Out-of-Pocket Expense*** $5,950 $11,900
*
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. (For more information about HSAs, refer to various publications available on Sibson Consulting's Web site.)
**
As in 2009 and 2010, individuals age 55 or over can contribute an additional $1,000 to their HSAs in 2011 and subsequent years.
***
The out-of-pocket expense does not include premiums.
Small Business (2-50 Employees) HSA and Other plan quotes
• Create the "right" strategy for their participant populations
• Determine whether HSAs would be a "good fit" for their participants' needs
• Identify the impact that implementing an HSA option with an HDHP would have on existing benefits
• Decide between an HSA/HDHP plan and a design that includes Health Reimbursement Arrangements (HRAs)
• The chart below notes the numbers for 2011, which are all the same as for 2010.
2011 Minimums and Maximums for HSAs* and HDHPs (All the Same as for 2010)
2011 Minimums and Maximums for HSAs* and HDHPs (All the Same as for 2010)
Maximum Annual Individual Coverage Family Coverage
HSA Contribution** $3,050 $6,150
Minimum HDHP Deductible $1,209 $2,400
Maximum HDHP Deductible None None
Maximum HDHP
Out-of-Pocket Expense*** $5,950 $11,900
*
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. (For more information about HSAs, refer to various publications available on Sibson Consulting's Web site.)
**
As in 2009 and 2010, individuals age 55 or over can contribute an additional $1,000 to their HSAs in 2011 and subsequent years.
***
The out-of-pocket expense does not include premiums.
News Analysis - Health Insurers and the Administration Find They Need Each Other - NYTimes.com
AFTER squaring off as political foes for more than a year, the Obama administration and the health insurance industry have suddenly discovered that they need each other.
Both have huge stakes in the success of the new health care law. The political fortunes of President Obama and Congressional Democrats depend on their ability to translate its promise into reality for voters, by reining in health costs and making insurance available to everyone at an affordable price. News Analysis - Health Insurers and the Administration Find They Need Each Other - NY Times.com
Continue reading article:
NOTE: One thing is very clear, as citizens we need to continue to voice our opinions and help guide this monumental tasks; the real question is how do we as a nation cover everyone, have no limits on spending and make available the funds to pay for services? A very important and often overlooked fact is; in countries where there is Socialized Health Care they have limits on services based on available funds to pay for services, just ask the right people, service providers. There can not be a system without restrictions, or you will not be able to raise the money to pay for services. This maxim applies to everything; as one
This becomes a real push/pull between bringing care to an affordable level while being able to pay for all services.
Both have huge stakes in the success of the new health care law. The political fortunes of President Obama and Congressional Democrats depend on their ability to translate its promise into reality for voters, by reining in health costs and making insurance available to everyone at an affordable price. News Analysis - Health Insurers and the Administration Find They Need Each Other - NY Times.com
Continue reading article:
NOTE: One thing is very clear, as citizens we need to continue to voice our opinions and help guide this monumental tasks; the real question is how do we as a nation cover everyone, have no limits on spending and make available the funds to pay for services? A very important and often overlooked fact is; in countries where there is Socialized Health Care they have limits on services based on available funds to pay for services, just ask the right people, service providers. There can not be a system without restrictions, or you will not be able to raise the money to pay for services. This maxim applies to everything; as one
This becomes a real push/pull between bringing care to an affordable level while being able to pay for all services.
Wednesday, June 02, 2010
Heath reform will increase costs, survey finds - The Hill's On The Money
Nearly all employers — 94 percent — tapped by the Towers Watson Health Care Reform Pulse Survey believe the new healthcare law will raise health costs for their organization.
Additionally, 61 percent believe reform will have a minimal effect on encouraging healthier lifestyles, and 73 percent said it will either have a negative impact or no impact on the quality of care.
"Employers are currently weighing the short-term challenges and long-term opportunities of the new law," said Mark Maselli, North American Health and Group Benefits Leaders for Towers Watson, in prepared remarks. "While many employers have not yet assessed the full impact that reform will have on their businesses, they do realize that the responsibilty to hold costs down will fall primarily on their shoulders."
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Additionally, 61 percent believe reform will have a minimal effect on encouraging healthier lifestyles, and 73 percent said it will either have a negative impact or no impact on the quality of care.
"Employers are currently weighing the short-term challenges and long-term opportunities of the new law," said Mark Maselli, North American Health and Group Benefits Leaders for Towers Watson, in prepared remarks. "While many employers have not yet assessed the full impact that reform will have on their businesses, they do realize that the responsibilty to hold costs down will fall primarily on their shoulders."
click here for additional article:
Thursday, May 27, 2010
Investors Tap Into 401(k) Money Tax-Free for Business Startups - BusinessWeek
May 27 (Bloomberg) -- Hal Mottet, a Lake Oswego, Oregon, businessman bought a family-owned packaging company for $3.5 million in late 2007, and he and a partner financed 40 percent of the sales price with their retirement money.
Start a 401 K plan today: Pension Plans
More Americans Enrolling in Health Savings Accounts
"A new census released by America’s Health Insurance Plans (AHIP) has found that ten million Americans are now using a Health Savings Account (HSA), an increase of 25% since last year. With upcoming changes likely to most insurance plans due to the health care reform law, will an HSA benefit you?" Read More
HSA Heatlh Plan Quotes: Affordable HSA PLANS
Learn about HSA here: HSA Plans explained
HSA Heatlh Plan Quotes: Affordable HSA PLANS
Learn about HSA here: HSA Plans explained
Federal Plans and What They Mean for Small Business
Employee Benefit Newsletter The United States Small Business Administration states that, among the 25.8 million businesses in the United States, over 99 percent of employers are small businesses. In fact, small businesses are key drivers of growth in the U.S. economy, creating more than 66 percent of all new jobs each year. President Obama’s initiatives to create jobs reflect these statistics by including substantial assistance plans for small businesses to free up access to capital, ease the burdens of health care costs, and fund innovation and development.
According to Obama, “The true engine of job creation will always be businesses. What government can do is fuel that engine: by giving entrepreneurs and companies the support to open their doors, expand, and hire more workers. Today, we're taking another step towards assisting small business owners to get the capital they need to grow and hire.”
The Small Business Lending Fund and Other Financing Sources
The Administration has earmarked $30 billion in Small Business Lending Fund capital to assist community-based banks in increasing lending to small businesses.
Approximately 8,000 banks fit the mold, with assets of just under $10 billion and a customer base of local community businesses.
Small Business Lending Funds would provide these banks with the necessary liquidity to loosen the reins on small business lending and jump-start growth in this sector. This initiative would be funded by repayments from large banks that benefited from the $700 billion Troubled Asset Relief Program (TARP) bailout of Wall Street’s financial crisis that culminated in the fall of 2009. In addition, banks would receive a substantial cut in the dividend tax rate for up to 5 years. For small businesses, it provides new and expanded access to capital necessary to invest, hire, and grow.
In addition to government-sponsored programs to fuel lending to small business, other financing options include angel investors and venture capitalists, commercial bank loans, Small Business Administration loans, and home-equity loans.
Small Business Real Estate Refinancing
The President has also proposed a program to allow small business owners to refinance existing mortgages through a Small Business Administration 504 Loan Program that provides guarantees for loans for the development of real estate and other fixed assets. SBA Administrator Karen Mills states, “Thousands of good, creditworthy businesses find themselves caught by declining real estate values as a result of this recession. With many of them now facing mortgages coming due in the next few years, the ability to refinance into SBA’s 504 loan will give them the chance to lock in long-term, stable financing, as well as protect jobs by protecting small businesses from foreclosure.” Learn more about 504 loans.
Health Care Initiatives
Providing health care to employees without the bargaining power and leverage held by large corporations has made health care costs prohibitive to owners of small businesses. In response, Obama has proposed:
•A tax credit of up to 50 percent of the premiums paid to cover workers for firms with 25 full-time workers or less. The White House Council of Economic Advisers states that approximately 4 million small businesses will be eligible for this tax credit for providing health insurance to their employees.
•Creation of The National Health Exchange, a low-cost, high-quality source of health insurance that all small businesses can buy into, raising the collective purchasing power and spreading the risk and administrative costs.
•Reimbursement of catastrophic costs, or “reinsurance” for small business employers of those workers with chronic illness.
Keep up-to-date on the latest health care reforms impacting small business.
Tax Incentives and Additional Funds for Small Business
The Obama Administration has proposed the elimination of all capital gains taxes for small and start-up businesses to create incentives for investment in the small business sector. Last year’s Recovery Act instituted an exemption of 75 percent. This proposal would increase that exemption to 100 percent on investments in small business.
In addition, Obama states that he would like to double federal funding for research, alternative energy sources, continued advancement of broadband technology, and implementation of a research and development tax credit to help businesses invest in innovation.
By Jim Casey
Leader, Small Business Marketing, D&B
Wednesday, May 26, 2010
Employees with Company Health Insurance Will Pay More
Will health care reform will push up an already escalating cost for health insurance.
If you are an employee with a big company and you have health insurance, chances are your employer will continue to provide you with insurance. However, 88 percent of employers plan to pass along increases in health care to their employees, which in turn will make it hardly anymore affordable for the workers.
Helping Employers and Employees to find affordable health care coverages.
If you are an employee with a big company and you have health insurance, chances are your employer will continue to provide you with insurance. However, 88 percent of employers plan to pass along increases in health care to their employees, which in turn will make it hardly anymore affordable for the workers.
Helping Employers and Employees to find affordable health care coverages.
More Medicare, Medicaid Patients Turning to Alternative Therapies?
Submitted by Denise Reynolds RD on 2010-05-26
The use of complementary and alternative medicine (CAM) is increasing in the United States. According to the National Center for Complementary and Alternative Medicine (NCCAM), about 38% of adults in the US used some form of CAM in 2007. Most of those are women with higher levels of education and income, however it appears that more patients on government healthcare plans, such as Medicare and Medicaid, are also using CAM due to frustration with access to standard healthcare. click on the here for full article
The use of complementary and alternative medicine (CAM) is increasing in the United States. According to the National Center for Complementary and Alternative Medicine (NCCAM), about 38% of adults in the US used some form of CAM in 2007. Most of those are women with higher levels of education and income, however it appears that more patients on government healthcare plans, such as Medicare and Medicaid, are also using CAM due to frustration with access to standard healthcare. click on the here for full article
Looking for medicare coverage: Medicare Supplements
Wednesday, May 05, 2010
Employee Fraud and how to cope!
If you ever worry about the risk of being defrauded, here's a number to take your breath away: almost a trillion dollars per year.
That's how much businesses lose to occupational fraud –
inside jobs, usually by employees. Shocking, isn't it? It
represents about 7% of total company revenues.
The numbers come from the experts – the Association of
Certified Fraud Examiners (ACFE) – in their latest annual report.
Not surprisingly, the firms that lose the most are the ones
that have taken the least action to try to prevent employee fraud.
And the crime is disproportionately worse in small and medium
sized businesses, which are the most vulnerable.
You won’t be surprised to know that most employee fraud originates
in the accounting department, but it's distressing to learn that second
place goes to executives and management, followed by
operations and sales departments.
And although you can actually insure against loss through
fraud, I'm sure you'd agree that taking some smart and simple
steps to prevent the crime is your best starting point – and the
best way of keeping any insurance premium as low as possible!
Nothing's fool-proof but I've compiled this list of a dozen things
you can start to do right now to virtually eliminate the risk of
employee fraud – or to quickly expose the culprits:
1. Build your company culture on integrity. Be a role model of honesty yourself.
2. Be seen to deal quickly and firmly with any employee misconduct whatsoever.
3. Don’t allow one employee to be responsible for both billing and handling payments.
4. Insist that all checks above a fairly low amount have two signatures.
5. Never sign blank checks, or checks for new suppliers without verifying them.
6. Tell your bank not to permit transfers between accounts without your say-so.
7. Carefully screen all new employees, taking up references and monitoring them.
8. Keep an eye on disgruntled employees or those who seem to be living above their means.
9. Regularly check financial statements yourself – take a course if you're not up to scratch.
10. Conduct surprise audits – with no warnings, or when your bookkeeper is on vacation.
11. Use sequential numbering on checks, purchase orders, invoices, so it's easy to spot gaps.
12. Run a test by submitting a money order or check as an unspecified payment.
It's important to let your employees know of these policies –
especially items 2 and 12 – since that's the easiest way to
discourage fraud in the first place.
You might also want to implement – and tell everyone about it –
an anonymous "whistleblower" policy that enables suspicious
employees to report their concerns to you.
With a little bit of forethought, you can slash the likelihood of
fraud in your business – even the ACFE figures show that.
If you're not already doing it, there's no time like the present
to tackle my Top 12 list!
Monday, May 03, 2010
Dr. Oz Gives GMA Viewers Six Step Plan for Long Life
Because of the many demands placed on us today, many people find it difficult to take the necessary time to exercise and plan for healthy meals. But Dr. Mehmet Oz, physician, talk show host and author, told AARP Magazine and Good Morning America Viewers to “stop making excuses”. Poor diet and lack of exercise can be more harmful than a disease.
Dr. Oz says that it is never too late to start following a better lifestyle, and one of the best ways to go about making major changes is to do them in a step-wise fashion, incorporating them slowly so that they become habits and not burdens.
Dr. Oz Gives GMA Viewers Six Step Plan for Long Life click here for more information
Dr. Oz says that it is never too late to start following a better lifestyle, and one of the best ways to go about making major changes is to do them in a step-wise fashion, incorporating them slowly so that they become habits and not burdens.
Dr. Oz Gives GMA Viewers Six Step Plan for Long Life click here for more information
Saturday, May 01, 2010
May is Mental Health Awareness Month and Hopes to Remove Stigma
Mental health issues affect all of society in some way, shape, or form. It is estimated 26.2 percent of Americans ages 18 and older — about one in four adults — suffer from a diagnosable mental disorder in a given year and that translates to about 57.7 million people.
May is Mental Health Awareness Month and Hopes to Remove Stigma: click here for more information
May is Mental Health Awareness Month and Hopes to Remove Stigma: click here for more information
Grocery Shopping with Food Safety in Mind
According to the Centers for Disease Control and Prevention, food-borne illnesses cause about 325,000 hospitalizations and 5,200 deaths each year across the US. Congress introduced legislation last year, called HR 875 (S510 in the Senate) Food Safety Modernization Act to establish a Food Safety Administration within the Department of Health and Human Services to protect the public from preventable contaminants that cause food-borne illness, however the bill has been delayed because of the recent healthcare reform law and, most recently, consideration of financial regulatory reform.
Grocery Shopping with Food Safety in Mind for more information click here.
Grocery Shopping with Food Safety in Mind for more information click here.
Friday, April 30, 2010
Companies which are implementing the child coverage early.
We’re pleased to report that the following insurance companies are implementing prior to September date for covering children dependents to age 26: These are the companies in California which moved early.
Blue Shield of California Blue, Kaiser Permanente, Cigna,Aetna,United, WellPoint (Anthem B.C.), Kaiser Foundation Health Plan Oakland, California The Permanente Federation, Oakland, California Priority Health,
This is another step forward in the work to provide coverage to young adults with the release of new guidance from the Internal Revenue Service specifically stating that children can be covered tax-free now on their parents' health insurance policy. The new guidance also discusses incentives the Affordable Care Act provides for employers to immediately extend health insurance coverage to young adults.
Blue Shield of California Blue, Kaiser Permanente, Cigna,Aetna,United, WellPoint (Anthem B.C.), Kaiser Foundation Health Plan Oakland, California The Permanente Federation, Oakland, California Priority Health,
This is another step forward in the work to provide coverage to young adults with the release of new guidance from the Internal Revenue Service specifically stating that children can be covered tax-free now on their parents' health insurance policy. The new guidance also discusses incentives the Affordable Care Act provides for employers to immediately extend health insurance coverage to young adults.
Thursday, April 29, 2010
Business Edge Newsletter
Cost Management Creates a Firm Foundation
From the smallest proprietorship to the largest international conglomerate, cutting costs can often be perceived as a “quick fix” for improving bottom line. However, such cost management decisions may not the best long-term interest of an otherwise healthy company.
Click on the title link to read more:
From the smallest proprietorship to the largest international conglomerate, cutting costs can often be perceived as a “quick fix” for improving bottom line. However, such cost management decisions may not the best long-term interest of an otherwise healthy company.
Click on the title link to read more:
Financial Monitor Newsletter
Guidelines to Consider When Planning Your Estate
Estate planning is not just a matter of saving dollars and minimizing taxes. The process of planning your estate also raises some difficult emotional and personal issues. First, it forces you to face the fact of your
own mortality; you are trying to plan for a time when you won’t be around to make decisions. Others, particularly those you love, will be affected by the plans you make now and will be required to exercise their own judgment once you are gone. For many people, the most difficult step in the
estate planning process is deciding who gets what and when.
Click on title link to read more:
Estate planning is not just a matter of saving dollars and minimizing taxes. The process of planning your estate also raises some difficult emotional and personal issues. First, it forces you to face the fact of your
own mortality; you are trying to plan for a time when you won’t be around to make decisions. Others, particularly those you love, will be affected by the plans you make now and will be required to exercise their own judgment once you are gone. For many people, the most difficult step in the
estate planning process is deciding who gets what and when.
Click on title link to read more:
Tuesday, April 27, 2010
Chamber Of Commerce Advises Businesses About Healthcare Law While Criticizing It.
CQ HealthBeat (4/27, Norman, subscription required) reports, "The US Chamber of Commerce is lambasting the new healthcare law, yet, at the same time offering advice to befuddled businesses large and small as portions of the law kick into effect as soon as later this year." This "puts the business group in an odd place, though one where it has many opportunities to publicly poke at the holes it sees in the overhaul's fabric. Bruce Josten, executive vice president for government affairs at the chamber, said Monday that his organization opposed the law (PL 111-148) out of the belief it will fail to lower rising health care costs and in the end will in fact increase them." Nevertheless, "'the fact of the matter is we have a new law,' he said, describing it as a 'stimulus bill for actuaries, benefit consultants and compliance attorneys.'"
Saturday, April 24, 2010
Health Reform May Lower Medicare Premiums, Boost Overall Health Tab.
The Los Angeles Times (4/23, Levey) reports, "The new healthcare overhaul championed by President Obama may result in lower Medicare premiums for seniors and a more sustainable Medicare program, according to an analysis of the legislation issued Thursday night by independent actuaries at" HHS. In addition, this analysis "suggests that the Medicare program will remain viable until 2029 -- longer than some earlier projections. Before passage of the healthcare overhaul, Medicare had been projected to slip into the red in 2017." Nevertheless, "the healthcare law also will push up the nation's total healthcare tab, as the federal government spends more than $800 billion over the next decade to expand health coverage to more than 33 million Americans, the analysts concluded."
Tuesday, April 20, 2010
Report Indicates Brand-Name Drug Prices Increased 9.1% In 2009.
The Wall Street Journal (4/20, Mathews, subscription required) reports that drugmakers increased prices for brand-name drugs by 9.1% in 2009, according to a report by Express Scripts Inc. Meanwhile, specialty drug prices jumped 11.5%, compared to 9.4% in 2008. While some drugmakers claim their pricing was not affected by the healthcare overhaul, analysts suggest the increases were tied to higher Medicaid rebates among other expenses drugmakers would have under the new law.
Medicare Payments For Acute-Care Hospitals' Inpatient Services Will Decline Under Proposed Rule.
Modern Healthcare (4/20, subscription required) reports that "Medicare payments to acute-care hospitals for inpatient services will decline by 0.1%, or $142 million, in fiscal 2011 under a proposed rule issued by the CMS." Modern Healthcare adds that, "in a written statement, Richard Umbdenstock, president and CEO of the American Hospital Association, said his membership was 'deeply disappointed with [the] proposal. Plain and simple: this policy will undermine hospitals' ability to care for patients and communities across the country.'"
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