Healthcare Reform Designed to Fail - Forecasts

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

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BenefitsLink Retirement Plans Newsletter for December 9, 2009

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

Pension Plans from AMS Benefits

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

BenefitsLink Retirement Plans Newsletter for December 9, 2009

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

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

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

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

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

To learn more contact info@amsinsure.com

Health Without Borders: Medical Tourism

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

To learn more contact info@amsinsure.com

BenefitsLink Health & Welfare Plans Newsletter for December 8, 2009

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

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

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




* What does parity actually entail?

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

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

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

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

EyeMed Discount Plan Offer Expanded

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

BenefitsLink Health & Welfare Plans Newsletter for December 3, 2009

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

BenefitsLink Health & Welfare Plans Newsletter for December 3, 2009

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

Labor Department Issues New COBRA Subsidy Guidance

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

BenefitsLink Retirement Plans Newsletter for December 3, 2009

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

A Little Strategic HR for Bigger Business Success

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

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

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



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



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



• Does Management address employee training and performance development well?
  



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



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



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

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

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

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

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