Thursday, November 26, 2009
Monday, November 23, 2009
Health Savings Account Plans Explained
As brokers we provide the widest selection in HSA high deductible major medical plans coupled with chooses in types of HSA Savings accounts (interest, mutual funds and stocks) which will most benefit you. An additional added feature is an administration vehicle to help select, choose and pay for services at the right costs, that you may elect to use. To learn more refer to our FAQ on HSA.
New Page 1
New Page 1: "Your One-Stop HR Solutions Provider… The Internets most advanced HR resource and solutions platform for small to mid-sized businesses experts in the HR field. The Basic package of HR services delivered to your desktop. A Value Added (no cost service) arranged by AMSINSURE.COM for there clients. This free package includes an easy to use employee handbook, all employment forms, and a reference library of updated Federal and State HR legislation."
Friday, November 06, 2009
It Pays to keep employees healthy! Small Employers Too
SACRAMENTO -- Recognizing the value of a fit and healthy workplace to organizations and workers alike, the California Task Force on Youth and Workplace Wellness today honored 71 employers with the 2009 Fit Business Awards at a red carpet dinner ceremony held at the Elks Tower Ballroom.
Each award winner was presented with a Gold, Silver, Bronze, or Honorable Mention award by State Senator Alex Padilla, Chair of the California Task Force on Youth and Workplace Wellness; and Master of Ceremonies Dean Karnazes, internationally renowned health and fitness advocate and Board Member of the California Task Force on Youth and Workplace Wellness. The Fit Business Awards seek to increase awareness among employers by promoting the positive connection between employee health and the return on investment.
This year, seven organizations were honored with the Gold Medal for their clear commitment to employee wellness:
· BD Biosciences – San Diego
· County of Ventura
· DES Architects + Engineers
· McDonough Holland & Allen PC
· Safeway Inc
· Vons
Contact: info@amsinsure.com for more ideas on how your business can particpate in benefting the employees and the business health costs.
Keep Employees Healthy and Fit
SAN DIEGO, Nov. 6, 2009 (GLOBE NEWSWIRE) -- American Specialty Health (ASH), a national health and wellness organization, recently received a Silver California Fit Business Award for the third time from the California Task Force on Youth and Workplace Wellness. ASH received the same award in both 2007 and 2008.
Contact: info@amsinsure.com for information on how you can keep your employees fit and happy.
Contact: info@amsinsure.com for information on how you can keep your employees fit and happy.
Sunday, October 25, 2009
Wednesday, October 21, 2009
Importants of HR in a down economy
In this down economy, HR faces some serious risks as employees are worried about money and the possible loss of their jobs. Nonetheless, HR managers can be proactive to protect their companies from harm.
Here are just a few things to consider:
1. The Pilfering Privilege. The risk of employees accessing company documents and trade secrets is high, because employees have access to much of the company's data through computer usage.
2. Txtul hrsmnt--no lol (Translated: Textual Harassment--not laughing out loud). Inappropriate texting leading to harrasement claims.
3. $how Me the MONEY! Wage and Hour claims.
4. We Shall Overcome. Possible unionization of workplace.
5. Will You Still Love Me When I'm 64? Age discrimation claims on the rise.
This is only a partial list where employers may want to cosider the need of an HR program to help answer questions, defense againest problems, and help ease the consequence of a problem.
OUR value added resources are available to clients of AMS.
Here are just a few things to consider:
1. The Pilfering Privilege. The risk of employees accessing company documents and trade secrets is high, because employees have access to much of the company's data through computer usage.
2. Txtul hrsmnt--no lol (Translated: Textual Harassment--not laughing out loud). Inappropriate texting leading to harrasement claims.
3. $how Me the MONEY! Wage and Hour claims.
4. We Shall Overcome. Possible unionization of workplace.
5. Will You Still Love Me When I'm 64? Age discrimation claims on the rise.
This is only a partial list where employers may want to cosider the need of an HR program to help answer questions, defense againest problems, and help ease the consequence of a problem.
OUR value added resources are available to clients of AMS.
Medicare Changes will still be good business for carrier's even with changes
Oct. 20 (Bloomberg) -- Insurers led by United Health Care Group and Humana Inc. rose in New York trading after UnitedHealth Chief Executive Officer Stephen Hemsley said Medicare will stay a profitable business even with cuts in government payments.
Higher premiums and other benefit changes will keep up Medicare profit margins even with U.S. plans to cut insurer payments by 5 percent, Hemsley said on a conference call. That optimism, along with UnitedHealth’s success at holding down medical costs, bodes well for other insurers, said Jason Nogueira, an analyst at T. Rowe Price Group Inc. of Baltimore.
Higher premiums and other benefit changes will keep up Medicare profit margins even with U.S. plans to cut insurer payments by 5 percent, Hemsley said on a conference call. That optimism, along with UnitedHealth’s success at holding down medical costs, bodes well for other insurers, said Jason Nogueira, an analyst at T. Rowe Price Group Inc. of Baltimore.
Monday, October 12, 2009
Small Business and Health Care Reform
Small businesses around the country have rallied around legislative measures that would force insurers to accept all applicants and offer government subsidies to low-income workers, they've winced at mandates to provide coverage for every employee or pay a penalty equal to as much as 8 percent of payroll.
“They really want reform, but then there are the ones thinking, ‘How much will this cost me, and will it hurt my business?’ ” said Amanda Austin, the lead Washington, D.C., lobbyist for the National Federation of Independent Business. “It's a little bit of a mixed bag.”
About 70 percent of the small-business owners in California who provide health coverage to workers are straining to continue the benefit, while 86 percent of those who don't blame high premiums, according to a poll published in August by the nonprofit Small Business Majority, a national group based in Sausalito.
In a separate study, the organization concluded that he
Health reform legislation as currently envisioned in Washington could cut small businesses' medical costs by as much as $855 billion nationwide over the next decade.
“The basic framework in D.C. is certainly much more helpful to small businesses than doing nothing,” said John Arensmeyer, founder and CEO of Small Business Majority.
Overall, the small-business community's mixed reactions help to explain why its voice largely hasn't been heard in recent months amid intense debates on Capitol Hill and in town hall meetings nationwide.
“The basic framework in D.C. is certainly much more helpful to small businesses than doing nothing,” said John Arensmeyer, founder and CEO of Small Business Majority.
Overall, the small-business community's mixed reactions help to explain why its voice largely hasn't been heard in recent months amid intense debates on Capitol Hill and in town hall meetings nationwide.
Unlike big corporations and generously funded special interest groups, most small-business owners are too busy running their shops, bakeries, salons, restaurants and professional firms to study proposals that fill thousands of pages.
“It's an incredibly complex issue,” said Marshal Scarr, a partner in the downtown San Diego real estate law firm Peterson & Price. “It's hard to know what is the best thing to do, and it's hard to know what is realistic and effective.”
Small businesses, the self-employed and those with fewer than 500 workers number 26.9 million. They employ roughly half of the nation's work force — or more than 60 million people, according to the National Small Business Association.
California had 637,730 companies that each employed fewer than 20 workers in 2006, the most recent year for statistics from the U.S. Small Business Administration. The figure accounted for 88 percent of all companies in the state that year.
Health care analysts generally agree that small businesses have fewer options than large corporations for dealing with ever-rising medical costs, including the ability to use large numbers of potential enrollees as leverage during negotiations with insurers.
Forty-nine percent of U.S. companies with three to nine employees and 78 percent of businesses with 10 to 24 workers offered health coverage last year, according to a July report from President Barack Obama's Council of Economic Advisers.
In contrast, the council reported, 99 percent of companies with more than 200 workers provided health insurance.
Monday, October 05, 2009
Health Insurance Carriers not imune to the economy.
Like many companies Wellpoint, Inc. (the countries largest health insurer) has just anounced some lays and changes to there employees health plans. This change means higher dedcutibles and costs with more premium comming out of there pay checks. As enrollments have shrunk from higher unemployement and costs reducing the number of people covered by health inurance like other businesses a change comes about in income and benefits.
Does your business need to trim costs, check with us and we can help you in the small business market with 2 to 50 employees.
Does your business need to trim costs, check with us and we can help you in the small business market with 2 to 50 employees.
Friday, September 25, 2009
Nearly Half of Employers Now Auto-Enroll Employees in 401(k) Plans, Watson Wyatt Survey Finds
WASHINGTON, Sept. 23 /PRNewswire-FirstCall/ -- In a trend that is likely to continue, nearly half of U.S. companies are automatically enrolling workers into 401(k) plans to encourage them to save for retirement, according to a survey by Watson Wyatt, a leading global consulting firm. The survey also found that the number of companies that use target-date or lifecycle funds as their default investment option has increased sharply in the last few years.
"Employees need to participate more effectively in their company defined contribution plan as this is increasingly the primary vehicle they use to save for retirement," said Chris DeMeo, senior investment consultant at Watson Wyatt. "Taking an interest and actively participating in their plans will allow employees to make more informed decisions and develop investment strategies that take into account their goals and risk profiles."
The survey found that nearly half of surveyed companies (47 percent) now auto-enroll their employees into their defined contribution (DC) plan. Additionally, one-third of those that do not currently auto-enroll are considering it. Watson Wyatt's survey was conducted in March and April 2009, and includes responses from 149 mainly large companies, representing a total of more than 2 million employees across a broad range of industry sectors.
Nearly all companies (96 percent) have a default investment option. The number of companies using lifecycle or target-date funds as their default investment option has increased significantly, from 38 percent in 2006* to 62 percent today. More than 10 percent still offer stable value and money market funds as their default, despite Department of Labor (DOL) regulations issued in 2007 that stated that these options would not be given fiduciary protection.
Plan sponsors that auto-enroll their employees use a median initial contribution rate of 3 percent, with a range from 1 percent to 7 percent. Slightly more than half (51 percent) of the plan sponsors that auto-enroll also automatically increase the contribution rate by a certain amount each year for their participants. The final contribution rate is between 3 percent and 20 percent, with a median rate of 6 percent.
"While plan sponsors have made progress towards encouraging greater participation, saving and educated decision making, there is still room for improvement," said Robyn Credico, senior retirement consultant at Watson Wyatt. "Designing the optimum plan is tricky and requires plan sponsors to juggle many factors including overall plan design, investment, communication and governance. However, the potential upside is great and could cause DC plans to emerge stronger from the current economic crisis."
"Employees need to participate more effectively in their company defined contribution plan as this is increasingly the primary vehicle they use to save for retirement," said Chris DeMeo, senior investment consultant at Watson Wyatt. "Taking an interest and actively participating in their plans will allow employees to make more informed decisions and develop investment strategies that take into account their goals and risk profiles."
The survey found that nearly half of surveyed companies (47 percent) now auto-enroll their employees into their defined contribution (DC) plan. Additionally, one-third of those that do not currently auto-enroll are considering it. Watson Wyatt's survey was conducted in March and April 2009, and includes responses from 149 mainly large companies, representing a total of more than 2 million employees across a broad range of industry sectors.
Nearly all companies (96 percent) have a default investment option. The number of companies using lifecycle or target-date funds as their default investment option has increased significantly, from 38 percent in 2006* to 62 percent today. More than 10 percent still offer stable value and money market funds as their default, despite Department of Labor (DOL) regulations issued in 2007 that stated that these options would not be given fiduciary protection.
Plan sponsors that auto-enroll their employees use a median initial contribution rate of 3 percent, with a range from 1 percent to 7 percent. Slightly more than half (51 percent) of the plan sponsors that auto-enroll also automatically increase the contribution rate by a certain amount each year for their participants. The final contribution rate is between 3 percent and 20 percent, with a median rate of 6 percent.
"While plan sponsors have made progress towards encouraging greater participation, saving and educated decision making, there is still room for improvement," said Robyn Credico, senior retirement consultant at Watson Wyatt. "Designing the optimum plan is tricky and requires plan sponsors to juggle many factors including overall plan design, investment, communication and governance. However, the potential upside is great and could cause DC plans to emerge stronger from the current economic crisis."
Thursday, September 24, 2009
Employees and Employers Reveal High Satisfaction and Improved Cost Control with HSAs, Surveys Report
Most employers and account holders utilizing Health Savings Accounts (HSAs) and HSA-qualified health plans are satisfied with their coverage, spend less, and are more engaged in managing health benefits, separate surveys released today indicate.
The tax-favored health care savings accounts are designed to help individuals pay for current qualified health care expenses and save for future medical and retiree health care expenses.
"With the vigorous debate over health care reform, and more specifically health insurance reform, the survey results indicate that employers and account holders more effectively control costs and are satisfied with their coverage by utilizing HSAs," said Tom Hricik, national director, AMS Groups or AMS Personal Plans.
"The survey results also indicate that HSAs are being used by account holders as an important vehicle to save for future medical expenses."
Health Savings Accounts provide a convenient way to pay for today's health care expenses and to save and invest for the future.
The tax-favored health care savings accounts are designed to help individuals pay for current qualified health care expenses and save for future medical and retiree health care expenses.
"With the vigorous debate over health care reform, and more specifically health insurance reform, the survey results indicate that employers and account holders more effectively control costs and are satisfied with their coverage by utilizing HSAs," said Tom Hricik, national director, AMS Groups or AMS Personal Plans.
"The survey results also indicate that HSAs are being used by account holders as an important vehicle to save for future medical expenses."
Health Savings Accounts provide a convenient way to pay for today's health care expenses and to save and invest for the future.
Monday, September 21, 2009
Voluntary Dental Plans good for small business owners!
In today's economy, many small businesses find themselves struggling to add or retain employee benefits. Before an employer considers dropping dental benefits, it should consider a AMS Dental voluntary plan.
How it works
Voluntary plans offer convenience and cost savings for both employers and employees.
• The plan is sponsored by an employer and allows employees to choose whether or not to sign up.
• Employees who elect the coverage pay part of or the entire premium, while enjoying a group rate for the plan.
• The employer collects monthly premiums through payroll deductions and submits eligibility information to Delta Dental.
Benefits of a voluntary plan
The voluntary plan is a great option for groups looking to reduce their costs while still offering their employees comprehensive group dental coverage.
• Plans encourage regular use of diagnostic and preventive services (such as cleanings), reducing long-term costs for both employee and employer.
• Improved oral health can lead to better overall health and fewer days away from the job for oral or other health problems.
Unique benefits of AMS Dental voluntary plans
In addition to the usual elements of a voluntary plan, Delta Dental offers some unique features that may appeal to both employers and employees.
• An extra cleaning each year for pregnant women
• Coverage for implants
• Coverage for dental accidents
• Shelf-rates (that is, the same rate for all groups, regardless of level of employee participation)
• Low average annual rate increase (an average increase of only 2.9 percent over the past nine years)
Voluntary PPO plans are available for employers with five to 99 eligible employees. If you'd like more information about Delta Dental's voluntary plan offerings, please contact info@amsinsure.com
Friday, September 11, 2009
A Guide to State Guaranteed Coverage in California
The purpose of this post is to provide a concise guide to purchasing guaranteed issue individual health insurance in California. If you have questions, please leave a comment.
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