Inflation Adjusted Amounts for HSAs in 2013

On April 27, 2012, the IRS released Rev. Proc. 2012-26 that provides the 2013 inflation adjusted amounts for health savings accounts (HSAs) as determined under Internal Revenue Code Section 223. Amounts effective for the 2013 calendar year are summarized below.

2013 Inflation Adjusted Items
Calendar Year	2013	2012	2011
Maximum Annual Contribution Limit (Self-only)	$3,250*	$3,100*	$3,050*
Maximum Annual Contribution Limit (Family)	$6,450*	$6,250*	$6,150*
Catch-up Contribution Limit	$1,000	$1,000	$1,000
Minimum Annual Deductible (Self-only)	$1,250	$1,200	$1,200
Minimum Annual Deductible (Family)	$2,500	$2,400	$2,400
Maximum Out-of-pocket (Self-only)	$6,250	$6,050	$5,950
Maximum Out-of-pocket (Family)	$12,500	$12,100	$11,900
*An employee is treated as being eligible for the entire calendar year as long as he or she is eligible during the last month of the calendar year. However, failure to maintain eligibility during the "testing period" will result in adverse tax consequences (including an additional excise tax). The testing period begins in December of the year in which the employee becomes eligible and ends the last day of December of the following year.

The full revenue procedure text is available on the IRS website.

Best Practices for Health and Fitness Month

May is Global Employee Health and Fitness Month. So Healthyroads is offering employers nine best practice tips to encourage organizations to build a culture of wellness at their worksites:

1. Understand Your Goals – Study claims data, absenteeism, and other issues to understand the causes of increasing health costs. Then develop a wellness program that addresses those issues.  For example, does the employer have a lot of smokers?  Smoking-related health issues may be increasing health care costs. Are work-related back injuries increasing medical utilization?

2. Know what motivates employees – Set achievable goals and create incentives to motivate healthy changes.

3. Get senior management to support health improvement initiatives – Encourage company leaders to set an example for healthier lifestyles. A manager who is ready to quit smoking, lose weight, or get fit can encourage employees. Conversely, if senior managers smoke, employees will have a hard time believing the company’s commitment to go smoke-free.

4. Build a champions network – This network should include representatives of the entire company who support company-wide health improvement initiatives.

5. Provide consistent communications throughout the year – It may take sending many messages to get through to people. Use various ways of communicating with posters, emails, meetings, contests, bulletin boards, word of mouth, and onsite health activities. Different approaches work for different people.

6. Offer onsite health activities throughout the year – This will generate awareness and enthusiasm, especially when you sponsor competitions.

7. Promote a culture of wellness – Encourage healthy alternatives at luncheons; offer healthy foods in vending machines; organize lunchtime run/walk clubs; invited community health and wellness professionals to provide lunch and learn seminars; and sponsor things like health fairs, onsite massage therapy, and gym membership discounts.

9. Initiate and integrate – Wellness programs should be included in the employee benefit plans (medical, prescription drug, disease management, EAP, etc.) to provide a seamless program design that streamlines communication and education. For more information, visit Healthyroads.com.

GETTING A REVERSE MORTGAGE

A reverse mortgage is a loan for senior homeowners that uses a portion of the home’s equity as collateral.
The loan generally does not have to be repaid until the last surviving homeowner permanently moves out of the property or passes away.

Eligibility for a reverse mortgage – For eligibility ... the FHA requires that all homeowners be at least 62.
Reverse mortgage vs. home equity loan – A home equity loan has strict requirements for income and credit
worthiness. A reverse mortgage has no nincome or credit score requirements.  Outliving the reverse mortgage – It cannot be outlived.  As long as at least one homeowner lives in the home as their primary residence and maintains the home in accordance with FHA.  Estate inheritance – In the event of death or that the home ceases to be the primary residence … the homeowner’s estate can choose to repay the reverse mortgage or put the home up for sale.  Loan limit – The amount available depends on four factors:
age, current interest rate, appraised value of home and imposed lending limits.  Proceeds – Proceeds can be received as: 1) a lump sum of cash, 2) equal monthly payments, 3) payments for a fi xed number of years, 4) a draw on a line of credit, or 5) any combination of above.  Contact a reverse mortgage specialist to explore options.

Source: Reverse Mortgage GuideAMS Senior Newsletter

Five Effective Ways to Control Benefit Costs

Focusing on five cost-saving measures could significantly lower benefit costs while minimizing the affect on employees, according to a white paper by Colonial Life. Colonial used in-house and industry-wide research as well as case studies to show the effectiveness of strategies to contain employee health benefit costs. The white paper finds the following strategies to be effective in controlling costs:
• Offering Wellness initiatives — Wellness initiatives were among the top cost-control strategies implemented by employers in a recent survey of government financial officers. Nearly 80% added wellness initiatives to their benefit programs and 90% of those would recommend them to others, according to a survey by the Government Finance Officers Association. A Society for Human Resource Management report reveals that 75% of employers offer wellness resources and information.
• Pre-taxing benefits/Section 125 participation – Seventy-seven percent of employers in the government financial officers survey offer pre-tax benefit plans and 86% of them recommend this option. It was the most enthusiastically endorsed strategy of the survey options.
• Providing Benefit communications and education — In the government financial officers survey, only 31% of employers were using an external service provider for benefit enrollment and 52% shifted benefit education and communication expense to suppliers. However, 78% of those who outsourced enrollment would recommend it and 84% recommended using a benefit carrier to handle benefit education and communication.
• Voluntary benefits — Only about a third of employers in the government financial officers study have moved non-core benefits to employee-paid voluntary coverage. However, 87% of employers that did so recommended this strategy.
• Dependent verification — Health plan audits can reveal a significant number of ineligible participants, including dependents who are over age or who aren’t a blood relative or a spouse, or former employees who haven’t been removed from the plan. The potential cost savings offered by dependent verification can be considerable and the service is sometimes available at no cost to the employer. Government employers who implemented these kinds of strategies report significant savings in their employee healthcare benefits. Fifty-five percent of participants in the government financial officers study saved at least 6% while 40% of them saved more than 10%. Other studies show an employer return on investment for wellness initiatives ranging from $3 to $6 for every dollar spent. The complete white paper is available in Colonial Life’s online newsroom at ColonialLife.com.

Health Care Reform Employer Compliance Obligations 2012

Following are compliance obligations under the Patient Protection and Affordable Care Act (" Health Care Reform Act") forthcoming in 2012.

Summary of Benefits and Coverage
Employer health plans (and insurers for insured plans) are required to prepare and distribute a document called a Summary of Benefits and Coverage ("SBC"). The purpose is to assist individuals in understanding and comparing their health coverage options. The SBC is in addition to, and not in lieu of, the Summary Plan Description (SPD) that employers must already provide to participants.

SBCs are subject to content and formatting rules and must be provided in a culturally and linguistically appropriate manner. Regulations recently issued by the governing federal agencies include SBC templates (along with instructions, sample language and uniform glossary).

The requirement to provide an SBC applies for disclosures to participants and beneficiaries who enroll or re-enroll in group health coverage through an open enrollment period beginning on the first day of the first open enrollment period that begins on or after September 23, 2012. For disclosures to participants and beneficiaries who enroll in group health plan coverage other than through an open enrollment period (including individuals who are newly eligible for coverage and special enrollees), the requirement applies beginning on the first day of the first plan year that begins on or after September 23, 2012.

Self-insured employers should consult with their third party administrators to determine whether they will be preparing, or will assist in preparation of, SBCs for the plans.

Comparative Effectiveness Fees
These are fees imposed on health insurance issuers and self-insured health plans to fund research. The purpose of the research is to determine the effectiveness of medical treatments, services and items. Some plans such as certain dental, vision and health flexible spending accounts are exempt.

Fees will begin to be imposed for policy and plan years "ending after" September 30, 2012. The fee is not imposed for policy or plan years "ending after" September 30, 2019. For calendar year plans, this means the fee will apply for years 2012 through 2018. The fees will be treated as a tax and are imposed on the insurer for insured plans and the plan sponsor for self-insured plans. The fee imposed is equal to $2 ($1 in the case of plan years ending before October 1, 2013) times the average number of lives covered under the plan or policy for the year.

The IRS asked for public comments and plans to publish guidance on methods for determining the average number of lives covered by a plan or policy and other logistics. We will update you as further guidance is issued.

W-2 Reporting of Health Coverage Value
Required W-2 reporting of the value of certain health benefits begins with the W-2s for tax year 2012 (due in 2013). The IRS issued guidance on this requirement. Until further guidance is issued, an employer is not subject to the reporting requirement for any calendar year if the employer was required to file fewer than 250 W-2 Forms for the preceding calendar year. Special rules apply in determining whether fewer than 250 W-2s have to be filed.

Cap on Health Flexible Spending Account Salary Reductions
Effective January 1, 2013, the annual limit on salary reductions to a health flexible spending account program is $2,500 per year. The limit is inflation adjusted annually. Employers will need to amend their plans and employee communication materials this year to accommodate this change.

New Tax Rules Seek to Help Employers Provide Retirement Plans with Lifetime Income Options

"Although not all of the provisions have been finalized, employers may wish to begin exploring potential plan design changes, as well as examining the administrative, economic, and fiduciary implications of offering lifetime income distribution options, to accommodate the trend toward providing these options in defined contribution plans."

Ask us about your retirement plans and how we can assit you with our 401K palns?

Consumers Make Better Healthcare Choices with the Right Information

When asked to choose a healthcare provider based only on cost, consumers choose the more expensive option, according to a study funded by HHS’ Agency for Healthcare Research and Quality. Consumers worry that lower cost means lower quality care.

However, when consumers are shown the right mix of cost and quality information, they are more likely to choose providers that deliver high-quality care at a lower cost. The study appears in the March issue of Health Affairs. For more information about public reporting, visit

How to get the most from outside consultants

Getting the Most from Outside Consultants

At various points in its development, your business may benefit from the expertise and insight that only an external consultant can provide. But without the right selection process and procedures in place, bringing in an outside consultant can be a waste of time and money.

Here are some tips for selecting and effectively utilizing outside consultants: read more here:

Trading Pay For Benefits

Workers Would Trade Pay for BenefitsAn increasing number of U.S. workers are willing to trade some of their pay for more generous retirement and healthcare benefits, according to a survey by Towers Watson.

Fifty-five percent of respondents are willing to pay more from each paycheck to ensure a guaranteed retirement. That compares with 46% two years ago. Fifty-percent of respondents would trade a portion of their pay to have healthcare benefits if they retire before they are eligible for Medicare, versus 40% in 2009.

“Since the economic crisis, employees have been paying much closer attention to their retirement readiness and many are willing to look at new ways to balance their mix of pay and benefits,” said Kevin Wagner, a senior retirement consultant at Towers.

Retirement security has become especially important to older employees who may be facing declines in their retirement accounts and their home values. But, the growing interest in retirement security is not limited to older workers. In fact, some of the most dramatic changes in attitudes have been among younger employees and those with a defined benefit plan. Seventy percent of defined-benefit plan participants who are younger than 40 are willing to pay for a guaranteed retirement benefit compared to 66% in 2011 and 39% in 2009.

Forty-four percent of workers are worried about reductions to their retirement benefits over the next two years. Younger defined benefit plan participants are particularly concerned (63%).

Employees are even more concerned about healthcare costs. Seventy-three percent are concerned about higher out-of-pocket health costs and co-pays over the next two years, compared to 67% in 2007.

The rise in healthcare costs is the most important reason employees are concerned about retirement security, cited by 64% of respondents. Fifty-six percent cited concerns over Social Security or Medicare benefits and higher prices for necessities.

Older employees, women, lower-paid workers, and those with health issues are most willing to relinquish control over their retirement investments in exchange for more long-term stability in their retirement benefits.

For more information, visit http://www.towerswatson.com/newsletters/insider/6411.

Key Features of the Law; Affordable Health Care Act

The health care law offers clear choices for consumers and provides new ways to hold insurance companies accountable. The most important parts of the law are broken into groups below. We’ll highlight new features of the law here as they roll out between now and 2014.

Rights and Protections
If you have insurance, these consumer protections can help you get the most out of your plan.

Insurance Choices
If you need insurance coverage or have been rejected due to a health condition or disability, you may be eligible for coverage through one of these programs.

Insurance Costs
How does your health insurance policy affect your wallet? Find out how the law helps you get the most value for your premium dollar.

65 or Older
The health care law strengthens Medicare and provides access to preventive services and prescription drug discounts for seniors.

Employers
Tax credits and new programs are available to small businesses to help make care more affordable for employers, employees, and early retirees.



If you need help dealing with your insurance, finding insurance, or getting answers to questions about how the health care system works, visit the Get Help Using Insurance section. Use our interactive FAQ tool at answers.healthcare.gov to find answers to your questions about health care and insurance.

Good News for Employess_Payroll Tax Holiday Extended

On February 17, 2012, Congress passed the Middle Class Tax Relief and Job Creation Act of 2012 (H.R. 3630). President Obama signed the bill February 22, 2012.

In addition to a number of other provisions, H.R. 3630 extended the payroll tax reduction which had previously been scheduled to expire at the end of February. Under the new law, for all of 2012, employees will pay the Old-Age, Survivors, and Disability Insurance (OASDI) portion of the payroll tax at a 4.2% rate (compared with 6.2%), on the first $110,100 in wages. Similarly, self-employed individuals will pay OASDI at a rate of 10.4% (rather than 12.4%) on the first $110,100 in self-employment income. The 2.0% reduction in OASDI does not apply to employers; an employer’s share of OASDI remains at 6.2%

The Medicare Hospital Insurance (HI) tax remains at 1.45% each for employers and employees, and at 2.90% for self-employed individuals, on all wages and earnings.

Amsinsure.com - Torrance, CA - Insurance Agent in Torrance, California

Amsinsure.com - Torrance, CA - Insurance Agent in Torrance, California

Target Date Funds Inspire Confidence

WORKPLACE RETIREMENT PLANS

Employees who participate in workplace retirement plans and use target-date funds are more confident about reaching their retirement goals and managing their portfolios, according to a study by ING. “Like many of the latest 401(k) features, target date funds …make saving for retirement easier and more automatic for the average plan investor. These funds are being designed into the newest breed of guaranteed income solutions,” said Rick Mason, president of Corporate Markets, ING U.S. Retirement.

Target date funds offer automatic asset allocation, over time, through a single age- and risk-appropriate investment. This simplified approach to investing is becoming increasingly popular among employers and employees. Target date assets have grown from $15 billion in 2002 to $363 billion in 2011, According to Morningstar and Financial Research Corporation.

Workplace investors have a strong preference for funds that are managed by multiple investment managers and provide a guaranteed income stream at retirement. Ninety-three percent of those who use target date funds say they would want a target date fund with stronger protection against market losses in the years leading up to and including retirement. Additionally, 80% prefer less market risk at that stage of the investment cycle.

“These findings suggest that diversified, age-adjusted target date funds may work better than traditional offerings in bridging the gap between investor knowledge and long-term retirement objectives,” said Paul Zemsky, Chief Investment Officer of Multi-Asset Strategies for ING Investment Management.

Other key findings of the study include the following:

• 88% of target date investors want a target date fund that offers guaranteed income at retirement.

• 61% of target date investors prefer multi-manager strategies and 14% prefer a single-manager.
To view a report, visit the ING Retirement Research Institute.

AMS Benefit Consultants has avocated these plans and all of our plans include them. Our expierence has been that employees contribute more to plans which they have confidence in performance with lower risk.

More Businesses Will Qualify for the Healthcare Tax Credit

President Obama is expanding the Small Business Healthcare Tax Credit tax credit so that more businesses can qualify. The Fiscal Year 2013 budget proposal increases the maximum size of eligible companies from 25 employees to 50; proposes more generous phase-out provisions; and simplifies the credit, making it easier to claim. The White House says that the proposed changes would benefit about half a million employers who provide healthcare to 4 million workers in 2012 alone. Over the next decade, this proposal would provide an additional $14 billion in tax credits to small employers across the country. For more information, visit www.healthcare.gov.

Manta confirms AMS philosophy on client services with thier tip of the day?

Respond Promptly to Requests for Information

When customers request information about your company via email, a website form, over the phone or through some other means, they expect a quick response. When a company fails to respond--due to poor organization, incorrect contacts or a busy schedule--customers are left feeling abandoned and likely won't do business with you now or in the future.

Learn More about HSA plans from AMS

HSA FAQ
What is a Health Savings Account (“HSA”)?
A Health Savings Account is a special type of savings account like an Individual Retirement Account (IRA) that offers a different way for consumers to pay for their health care. HSAs enable you to pay for current health expenses and/or save for future qualified medical and retiree health expenses on a tax-free basis.You must be covered by a High Deductible Health Plan (HDHP) to be able to take advantage of HSAs. An HDHP generally costs less than what traditional health care coverage costs, so the money that you save on insurance can therefore be put into the Health Savings Account.

You own and you control the money in your HSA. Decisions on how to spend the money are made by you without interference from a third party or a health insurer. You also decide what types of investments to make with the money in the account in order to make it grow.

What Is a “High Deductible Health Plan” (HDHP)?
You must be covered by an HDHP if you want to open an HSA. Sometimes referred to as a “catastrophic” health insurance plan, an HDHP is an inexpensive health insurance plan that generally doesn’t pay for the first several thousand dollars of health care expenses (i.e., your “deductible”) but will generally cover you after that. Of course, your HSA is available to help you pay for the expenses your plan does not cover.

For 2012, an HDHP must have a deductible no lower than $1,200 for individuals with self-only coverage or $2,400 for family coverage. In addition, the HDHP must limit your out-of-pocket expenses to no more than $6,050 (self) or $12,100 (family). HDHPs can have first dollar coverage (no deductible) for preventive care and higher out-of-pocket (copays & coinsurance) for services received outside the plan’s provider network.

for more information click here:

Why Use an Online Payroll Service?

Payroll. The Hollywood image of an unobtrusive character in the back room poring over figures may come to mind but that’s so last century. Today, businesses don’t have the luxury of dedicating large chunks of time and other resources to getting employees paid accurately and on time and to complying with the myriad regulations associated with payroll. Indeed, payroll, though an essential element in operating any business, must proceed transparently freeing owners, managers and other employees to get on with the business of business.

Below are some of the best reasons to consider using an online payroll service:

Save Time and Money - In business, time is money and running payroll can’t be a full time job. It’s an overhead expense that doesn’t directly add to the business’ bottom line and it is one of the most commonly outsourced functions. While employing an accounting firm or more traditional payroll outsourcer may be beyond the reach of many small businesses, online payroll services provide a critical array of services at rather nominal prices.

Ease of Use - Processing payroll is regarded as a rather arduous task by most business operators but inputting data into an online payroll service is intuitive, quick and easy. The initial setup is critical because future calculations are based on it, but online payroll service providers have made the process about as simple as one could imagine. What’s more, they generally provide support to assist in getting things set up right initially as well as resolving any problems that may arise.

Avoid Costly Errors - Getting it right the first time is a major advantage that online payroll services provide. In addition to making data entry simple, they generally present a completed payroll for review before live submission. The services also use their expertise and systemization to make certain that all payroll tax reporting and payments are made accurately and on time thus avoiding costly penalties.

Stay Current - A major complaint of business operators is always that there’s too much government regulation and that they are often not aware of changes as they occur. Keeping up to date on applicable regulations from the multiple levels of taxing authorities is at the heart of an online payroll services business so that their clients are liberated from the need to be payroll experts and can concentrate on running their businesses.

Online Payroll Services: What to Look For

Pricing
We don’t want to place any more emphasis on the price of an online payroll service than is absolutely necessary, but the reality is that the cost of the service is one of the most significant distinguishing factors. The reporting and deposit requirements that an online payroll service must meet are, for the most part, statutory in nature and the features that are offered from one service to the next don’t vary greatly. These facts result in price being an important factor in choosing a provider. When comparing prices of the various providers, don’t forget to consider those features that some companies include in their overall service while others impose additional fees.

Ease of Use
Of course you should consider ease of use. But online software and services are now almost universally conforming to best practices when it comes to user interfaces. So unless you encounter a design that happens to annoy you, ease of use is not the most important feature to examine.

Features
If you have less than 150 employees, you might prefer the ability to print checks locally. Some online payroll services let you print checks and paystubs locally, but some offer centrally printed checks only. Direct deposit is a standard feature, but some vendors include it in the monthly fee and others charge more for the feature.

Pay Options
These days, most employees receive their pay via direct deposit to a bank account but some still find the option of getting a paper check preferable. Payroll cards are becoming more popular, particularly for employees who don’t have a bank account. These are essentially debit cards that can be used to make purchases as well as to make cash withdrawals.

Tax Compliance Features
When thinking of payroll processing, the first thing that comes to mind is likely to be getting employees paid. But for employers, the biggest problems associated with payroll involve compliance with a multitude of tax regulations. An online payroll service can file the quarterly and annual returns that are required by the various levels of taxing authorities and make the mandatory periodic deposits. Most offer the option of doing the filings on behalf of the client or of providing ready for signature documents that the customer then files.

Help & Support
In a competitive industry in which everybody provides services that strongly resemble one another, customer service is deciding factor. Payroll issues are usually time sensitive and missed deadlines are costly. While many online payroll service providers guarantee timeliness and accuracy, the business operator always deserves and should insist upon superb customer support.

Software Integration
The data entered into an online payroll service can generally be exported to other accounting software. Some services allow for integration with multiple software packages, while others only support the use of one or two. The important point is that the data should be compatible with the accounting software used by your business. An online payroll service should make running a business easier and more productive rather than requiring duplicate data entry or a complete changeover of accounting software.

We’ve taken care to evaluate online payroll services with the needs of small businesses in mind. As you compare services on our side-by-side matrix, take note of those characteristics that are best for a small business.

Our affiliate offers substantial discounts to our clients.

info@amsinsure.com

2013 Reporting W-2 employee benefits.

For employers that issue less than 250 w-2's not employees a year there is currently no requirement to report under this part of Health Care Reform. For employers that issue more than 250 w-2's a year they will have to report the value of health care benefits.

AMS is avialable to discuss the importance of this issue and also clinets or prospects should be discussing with there CPA, Payroll Vendor, or others who would provide services for internal payroll departments.

Employee Morale Shapes Business Success

The start of a new year represents an excellent time to contemplate employee morale within the organization. One success formula for an employer is to place and retain the right employees in the right jobs. Although monetary incentives are one way to help employees cope with economic downturns and challenges, the quality of work/life issues is a vital element that impacts the morale and the successful contributions of your employees.
The first step is to take time to assess how employees feel about their current roles and what the company can do to ensure they are positioning themselves as an attractive employer. Remember to recognize exceptional workers within the organization. Having employees who are valued, recognized and appreciated for their efforts will generally boost the overall morale of the organization. Such employees may also provide critical business and employee referrals to further contribute to the company’s success.
Management immediately can do a great deal to help increase employee morale. Consider the following three tips:
• Analyze the Business Situation. Question where improvements need to be made or enhancements should take place for employees to effectively and efficiently carry out their work duties.
• Communicate with Your Employees. Inform employees about changes within staff, budgeting, etc. and take feedback into consideration.
• Increase Workplace Incentives. Provide an environment with growth opportunities, monetary and non-monetary rewards, and a positive business culture. One simple example that can be easily overlooked is to thank your employees periodically for their efforts in email communications or staff meetings.
In this new year, resolve to make employee morale a priority. A business can prosper with the right mind-set, tools, and the greatest asset – its employees. When employees feel respected, appreciated, and recognized, the increased success of a business will generally follow.



Tool of the Month:
Essential Job Functions Worksheet
Essential job functions are the fundamental duties of a job position – the duties an employee with that job absolutely must be able to perform. In the event a charge is filed (e.g. under the Americans with Disabilities Act), a crucial and basic component of the charge will be the employer’s definition of and justification for the essential functions of the employee’s job in question. Therefore, carefully assess and document the essential functions for each job in your company.
The Essentials Job Functions Worksheet will help you with the following:
• Identify key characteristics of an essential function,
• Determine which functions are essential or non-essential to a specific job,
• Develop documentation of employer good faiths efforts to establish essential job functions.

Request more information:

HR TIPS

Clearing the Smoke on Smoking in the Workplace
Is it a smart move for an employer to discriminate against an individual who uses tobacco? This month’s HRCast will explore the benefits and the pitfalls surrounding this question.
On February 15th, be sure to visit the HR Support Center and listen to this month’s HRCast to learn more about this topic.


Manage Workplace Stress
Workplace stress results from multiple internal and external factors. Internal factors can be attributed to budgets, employee performance issues, sales and profit outlooks, and overall employee relationships within the business. External factors can result from economic uncertainty, competitors, and market value prices. To help reduce and control workplace stress for your employees, consider applying certain coping mechanisms. One stress-reducing technique is to provide workers with opportunities to participate in decisions that affect their jobs (e.g. work scheduling and advancement opportunities).


34%
According to a December 2011 survey, more than one-third (34%) of employers have terminated an employee for being late to work. (Source: Harris Interactive)


"Unless commitment is made, there are only promises and hopes…but no plans."
- Peter Drucker

Medicare Advantage Plans Improve Diabetic Care

Medicare Advantage Chronic Special Needs Plans are effective in managing care for some of Medicare’s most vulnerable beneficiaries with diabetes, according to a study published in the January issue of Health Affairs.

The study compared 36,000 Care Improvement Plus members with diabetes to a similar population enrolled in traditional Medicare. Members of special needs plans members had more primary care. They had reduced rates of hospitalization and hospital readmissions. The study indicates that offering additional services to people with chronic diseases could result in lower Medicare spending and may improve the quality of life for beneficiaries with diabetes.

The plans were able to reduce hospital readmission rates, by as much as 40%, by offering services such as in-home preventive health visits. these include services such as foot exams, social needs assessments, and medication reviews. The plans were able to reduce hospitalizations and readmissions for non-Caucasian members at rates greater than their Caucasian counterparts, suggesting that the plan’s model is effective in addressing ethnic and racial disparities in healthcare.

What Will Healthcare Look Like in 2025?

By 2025, patient-doctor relationships and healthcare delivery will look radically different, according to a forecast by the Institute for Alternative Futures. Working with more than 50 national healthcare leaders, the Institute created four scenarios to show what primary care might look like in 2025. The scenarios take into consideration the nation’s economic challenges, political polarization, and opportunities afforded by technological advances and new delivery systems. Clem Bezold, Institute for Alternative Futures chair and senior futurist said, “In all four scenarios, we forecast that electronic records will become ubiquitous. Community health centers will give high-quality care to low-income people, and a small persistent group of affluent will receive great fee-for-service concierge healthcare. You will see more virtual care, personal health avatars and doctors operating remotely.”

Wellness Programs Get Results

Forty-one percent of workers agree that having a wellness program encourages them to work harder and perform better at work, according to the latest Principal Financial Well-Being Index. The index surveys American workers at growing businesses with 10 to 1,000 workers and is conducted by Harris Interactive. Fifty-two percent of workers (up from 37% last year) say they have more energy to be more productive at work because they participated in a wellness program. Another 35% (up from 28% a year ago) and say they missed fewer days of work. Forty-five percent of workers chose better overall physical health as the top benefit to participating in a wellness program. Other top mentions included receiving a meaningful incentive from their employer for participation (30%) and reduced personal healthcare costs, greater chance of living a longer, healthier life and reduced stress (29% each). Fifty-five percent of workers rated wellness activities offered by an employer as very successful or somewhat successful in improving health and reducing health risks. The top four wellness benefits workers would most like to see their employer offer are fitness center discounts (25%), on-site preventive screenings (22%), access to wellness experts such as nutritionists (21%), and onsite fitness facilities (19%). However, the top four wellness benefits offered by employers are online wellness information (19%), educational tools or resources (18%), fitness center discounts (17%), and printed wellness information (17%). Interestingly, access to wellness experts was only available to 11% of those surveyed.

Berkley Wellness Newsletter

This is one of the best places to stay informed on health topics and receive great emails with current state of the art information.

* Special Offer From Berkeley Wellness Alerts *


Dear Health-Conscious Friend,

Not long ago you expressed an interest in receiving information from Berkeley Wellness Alerts. We thought you might be interested in the special report on high blood pressure described below.

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For all of us, the risk of high blood pressure-hypertension-increases as we get older.
It's one of the most common chronic disorders that we face.

Health Insurnace

Health insurance is a necessity for a family. However, with the price of health insurance rising, more families are looking for affordable options. With a little bit of time and effort, affordable health insurance can be found for the right price.

Health insurance through an employer utilizes a group plan, so the premiums are less expensive. Some employers will also pay a percentage of the premium for each employee. Dependents such as a spouse or children can be enrolled in your employer's health plan in order for the whole family to have insurance coverage.

If you are self-employed or if your job does not offer health insurance benefits, you can obtain private health insurance for yourself and your family. Private insurance tends to be more expensive than insurance through an employer, but there are ways to make it more affordable. When shopping for private health insurance, seek the assistance of an experienced health insurance broker. An insurance broker does not work for just one insurance company; they can sell policies from many different companies, and this allows them to compare different policies to find the best rates. A way to save money is to choose an HMO plan; these offer good coverage and tend to be less expensive than a PPO insurance plan. You will also pay less in premiums if you choose to have a higher deductible. The higher the deductible, the lower the monthly premium.

If money is tight, you may want to purchase a "catastrophe" health insurance plan for yourself and your family. These plans are very affordable, but the deductible can be between $5,000 and $10,000. With a catastrophe health insurance plan, you are responsible for the first $5,000 or $10,000 of medical bills and the insurance company pays the rest. This plan is very useful in case of serious illness or injury that requires an expensive stay in the hospital. If there is no way you can afford to pay for any type of health insurance coverage right now, look into your state's programs. Most states will offer health coverage for children for very little or no cost.

Health insurance can be very expensive, but not having health insurance can be even costlier. There are ways to save money on health insurance; look at all of your options and find the plan that is the best fit for you and your family.

Solution to the Hospital Super Bugs may be at hand.

TEL AVIV, ISRAEL - Researchers at Sackler School of Medicine, Tel Aviv University reported that they have developed a new method of restoring antibiotic sensitivity to resistant bacteria. They published their findings in the January issue of the journal Applied and Environmental Microbiology.

They report that their process could eventually be used to fight hospital superbugs. In the United States, an estimated 70% of hospital-acquired infections are due to bacteria that are resistant to at least one antibiotic.

Using a process called lysogenization, scientists used bacteriophages to invade the cell wall of resistant bacteria and restore their sensitivity to antibiotics. Bacteriophages are viruses that can infect bacteria. They conducted their initial experiments with the bacteria Escherichia Coli and the antibiotics streptomycin and nalidixic acid. Genes from mutant or antibiotic-resistant E. coli were isolated in laboratory cultures and genetically engineered to reverse the resistance mechanism. The researchers then targeted the resistant genes using bacteriophages, which contianed the engineered genes. This process rendered the resistant E. coli significantly more sensitive to the antibiotics than control phages carrying mock genes.

The scientists noted that they believe that genetically engineered bacteriophages can be developed for any bacterium and used in hospital settings to reverse antibiotic resistance in bacteria that cause hospital-acquired infections.

Researchers said they expect genetically altered bacteriophages can be developed for any bacterium; these viruses then can be used in a hospital setting to reverse antibiotic resistance in bacteria that cause hospital-acquired infections. Once bacteria are lysogenized, they are less likely to infect humans and perpetuate the cycle of antibiotic-resistance.

The researchers also conducted experiments with Tellurite, which is a substance that is toxic to bacteria. Supplementary treatment with Tellurite would kill bacteria missed by the bacteriophages.

One particularly virulent form of bacterium is methicillin-resistant Staphylococcus aureus (MRSA). Hopefully, a future study by the Israeli researchers will focus on this organism. S. aureus is an extremely versatile organism that can cause infections ranging from mild to severe in humans and animals. MRSA can cause a large number of serious illnesses that do not respond well to current medical treatment. It has evolved the ability to survive treatment with a number of antibiotics, including penicillin, methicillin, and cephalosporins. MRSA infections commonly occur in hospitals and other healthcare facilities, such as nursing homes.

Researchers around the globe are devoting a considerable to find treatments to combat MRSA and other hospital-acquired infections. For example, last August investigators at the David Geffen School of Medicine at UCLA and the University of Texas Medical Branch at Galveston announced that they had discovered a molecular process by which the body can defend against the effects of Clostridium difficile infection (CDI), pointing the way to a promising new approach for treating an intestinal disease that has become more common, more severe and harder to cure in recent years. Each year, several million people in the U.S. are infected with CDI, about double the incidence of a decade ago, mainly due to the emergence of a new, highly virulent strain of the bacteria that causes CDI. As a result of the study findings, the researchers are preparing to launch clinical trials using their discovery as a new CDI therapeutic approach.

CDI is a bacterial infection that can cause diarrhea and more serious intestinal conditions, such as colitis (inflammation of the colon). In the most severe cases, CDI can be fatal. It is most commonly acquired in hospitals by patients, particularly the elderly, who are being treated with antibiotics for another infection. Currently, one of two potent antibiotics is used to treat the infection; however, up to 20% of patients experience a relapse and a return of symptoms within a few weeks. C. difficile causes diarrhea and colitis by releasing two potent toxins into the gut lumen that bind to intestinal epithelial cells, initiating an inflammatory response. These toxins are released only when the bacteria are multiplying. When antibiotics are used to treat another infection, it changes the bacterial landscape in the intestines and, in the process, may kill bacteria that under normal conditions would compete with C. difficile for energy. Scientists believe this may be what provides the opportunity for the bacteria to grow and release their toxins.

The researchers found in laboratory studies that upon infection with C. difficile, human cells in the intestine are capable of releasing molecules that will neutralize these toxins, rendering them harmless. In animal studies, the researchers showed that using a drug to induce this process, known as protein s-nitrosylation, inhibited the toxins from destroying intestinal cells. This new approach might also be applied to the treatment of other bacterial infections. Forthcoming clinical trials will test this approach in humans. Caveat: Bacteriophages have yet to be tested on hospital superbugs such as methicillin-resistant Staphylococcus aureus (MRSA).

1% of U.S. Residents Accounting for 20% of Total Health Spending

1% of U.S. Residents Accounting for 20% of Total Health Spending
One percent of U.S. residents accounted for more than 20% of overall health care spending in 2009, according to a report by the Agency for Healthcare Research and Quality, HealthLeaders Media reports (Clark, HealthLeaders Media, 1/12).

Further, just 5% of U.S. residents accounted for 50% of health spending, the report found (Kennedy, USA Today, 1/11).

The findings support previous analyses finding that a relatively small number of sick individuals have a large effect on national health care spending, according to National Journal (Sanger-Katz, National Journal, 1/11). However, the study noted that there has been a "decrease in this concentration at the upper tail of the expenditure distribution." For example, in 1996, the top 1% accounted for 28% of total health care spending.

Additional Findings

The report also found that:

■For the top 1% of spenders, average annual health spending was about $90,061 (HealthLeaders Media, 1/12);
■The top 5% of spenders averaged $36,000 annually in health care costs (USA Today, 1/11);
■The bottom 50% of health care spenders accounted for just 2.9% of spending in 2009 and 3.1% in 2008 (HealthLeaders Media, 1/12); and
■About 20% of U.S. residents remained in the top 1% of health care spenders for at least two consecutive years.
Individuals who remained in the top 1% for at least two consecutive years tended to be white women in poor health, elderly and those enrolled in public health insurance plans (USA Today, 1/11).

Highest, Lowest Spenders on Health Care

The report also found that high-income individuals and those with health plans tended to be the highest spenders (National Journal, 1/11). The report noted the following characteristics of the health care spenders in the top 10% in 2009:

■80% were white;
■60% were women (USA Today, 1/11);
■42.9% were ages 65 or older (HealthLeaders Media, 1/12);
■3% were between ages 18 and 29; and
■2% were Asian.

In addition, Hispanics tended to spend less on health care, with 25% of Hispanics among the bottom half of health care spending and just 7% in the top 10% of spenders (USA Today, 1/11).

Read more: http://www.californiahealthline.org/articles/2012/1/12/1-of-us-residents-accounting-for-20-of-total-health-spending.aspx#ixzz1jpkSsrux

Not Good News for California Employers or Employees

By Marc Lifsher, Los Angeles Times

January 4, 2012, 5:22 p.m.
Reporting from Sacramento— Fewer California companies offered their workers health insurance last year, and the ones that did charged employees more for their coverage.

That's among the findings of an annual California Employer Health Benefits Survey released Wednesday by the California HealthCare Foundation, a research and grant-making nonprofit organization.

According to the survey, premiums for employer health insurance plans have risen 153.5% since 2002, a rate that's more than five times the increase in California's inflation rate.

In the last two years alone, the proportion of state employers offering coverage to workers fell to 63% from 73%, the survey said.

"This is a departure from previous years and could be an early sign of future changes," the foundation report noted in commentary on data collected between July and October 2011 in interviews with 770 private firm benefit managers.

The steady rise in costs during a prolonged economic downturn contributed to decisions by about a quarter of employers to either reduce benefits or increase cost sharing for employees in 2011. A slightly smaller percentage, 22%, opted to make workers pay more of the share of the higher premiums.

Health insurance is expected to take even more money out of workers' pockets this year. The survey indicated that 36% of California firms said they were either "very" or somewhat" likely to raise the amount that their staff paid in premiums in 2012.

Rising costs and shrinking coverage are accelerating, said Anthony Wright, executive director of Health Access California, a group that advocates for expanded health insurance coverage.

"They are frankly multi-decade trends," he said. "What is notable is that this is more significant than usual."

What's been a "gradual erosion of employer-based coverage in good years" has evolved into "a steep one in bad years," Wright said. "To be down to 63% [of California companies offering coverage] is huge. It used to be up over 80%."

Patrick Johnston, president of the California Assn. of Health Plans, blamed the rising premiums on expensive technology, the spread of chronic disease and an aging population, among other factors. Johnston's organization represents 40 California health plans that cover 21 million people.

What's more, he noted that years of cutting reimbursements to doctors and hospitals by the government-run Medi-Cal program have created a "cost shift" that has to be "made up in negotiations for higher rates for commercial payers such as employers."

Insurer profits, Johnston argued, are not a leading cost driver since publicly traded California insurers keep only 13 cents out of every premium dollar to pay for expenses and to secure earnings that average 3% to 5% of revenue.

Both Wright and Johnston predicted that full implementation of President Obama's healthcare reform plan in 2014 could go a long way toward broadening coverage and to an eventual control of raging medical cost inflation.

"I hope that some of the reforms start to change the picture," Wright said. "It's clear that if we repeal [the law] or retreat back to the status quo, we will have some trends that simply are unsustainable."

marc.lifsher@latimes.com
Copyright © 2012, Los Angeles Times

Consumers Are Using HSAs to Control Healthcare Costs

Employers and consumers are adopting health savings accounts (HSAs) to manage their healthcare costs without compromising care, according to two national surveys. Seventy-seven percent of small employers believe that high deductible health plans (HDHP) with an HSA are key in controlling healthcare costs. Additionally, 56% of account holders have found that their HSA-qualified plan provides an affordable healthcare option, according to the “2011 Employer and Account Holder Surveys,” commissioned by ACS, A Xerox Company and conducted by Buck Consultants. “HSAs are doing more than just saving consumers and employers money. They are prompting a shift in behavior that is helping employees make better decisions about their own healthcare,” said Tom Hricik of ACS.

Three-quarters of respondents say that the ability to control their own health costs is an extremely or very important benefit of HSAs. Account holders are setting aside more money to cover potential medical costs than before they had an HSA (54%); engaging in healthier lifestyle choices (18%); researching preventive care programs (18%); shopping for lower priced prescription drugs (28%); and planning healthcare better throughout the year (31%). People perceive that they consume medical services at approximately the same rate but are shopping around for care more than before.

Employers report that the cost of providing HSA-qualified plans is less than the cost of providing a standard PPO. The average direct cost to provide an HDHP/HSA is $5,469 for individual coverage and $9,909 for family coverage. In comparison, the average PPO cost is $7,158 for individuals and $10,691 for family.

Surveyed employers are extremely committed to offering employer-sponsored health insurance and retaining their HSA-qualified plans. Only 6% said they are very likely to discontinue the HSA-qualified plan. And only 7% said they are very likely to move employees to future healthcare exchanges.

Other significant findings include the following:

• The average employer that implemented an HDHP and HSA program has 49% of eligible employees enrolled.

• 69% of employers contributed to their employees’ HSA accounts.

• Employer HSA contributions average $1,000 for individual coverage and $1,500 for family coverage.

• 72% of account holders chose the HSA-qualified plan over other plan options.

• 82% of account holders said that the ability to save tax-free money was extremely or very important in selecting an HSA-qualified plan.

• 79% of account holders say that having an HSA is valuable to them.

• Sixty-four percent of account holders say that their HDHP/HSA combination meets their family’s needs

Every Small Business Needs to Know About These Potential Regulatory Changes

Our Payroll Affiliate released its list of the top 12 potential regulatory changes that small businesses need to know about in 2012.

• Health Coverage W2 – The IRS further delayed a requirement for smaller employers to report the cost of employer-sponsored health coverage on employee Forms W-2, indefinitely postponing it until further guidance is issued. However, employers that file 250 or more Forms W-2 in 2011 must include this cost on the W-2 starting in tax year 2012. The healthcare amounts reported on the W-2 will be strictly informational and not taxable to the employee.

• Healthcare Reform – The Supreme Court is expected to rule in 2012 on the constitutionality of the individual mandate provision in the Affordable Care Act.

• 401(k) – In 2012, 401(k) service providers will have to make additional fee disclosures to plan sponsors and plan sponsors will have to make additional fee disclosures to participants. Contribution limits will increase in 2012. Regulations will be enacted in 2012 or are under consideration to broaden the definition of a plan fiduciary, make investment advice more accessible to plan participants, and restrict the number of loans an employee can take from their 401(k).

• Job Creation – Congress passed legislation in 2011 to provide a tax credit for hiring veterans. The temporary reduction of employee payroll taxes was due to expire on December 31, 2011, but Congress extended the provision for two more months. A new recapture provision applies to employees who earn more than $18,350 during the two-month period. The tax cut could extend through 2012, pending further negotiations. Congress is considering additional measures, such as earmarking funding for infrastructure projects and passing measures to help small businesses access capital.

• Worker Classification – IRS is allowing eligible employers to reclassify workers as employees in exchange for partial tax relief from past federal employment taxes. In late 2011, the Dept. of Labor agreed to work with the IRS and several states to coordinate enforcement. Legislation in several states to increase fines for worker misclassification may affect employers in 2012.

• Deficit Reduction – Proposed legislation focuses on reducing the deficit through spending reductions and tax increases. Many of the ideas involve reforming personal and business tax and closing of tax loopholes.

• Immigration – The federal government is conducting rigorous worksite enforcement and paperwork inspections of companies of all sizes to crack down on the employment of illegal immigrants. In 2012, state laws will require more private sector employers to use the federal E-verify system for employee verification. Also possible in 2012 are Congressional immigration reform proposals that may include additional federal employment verification obligations.

• Employment Law – Many states restrict employers from using an employee’s credit information in employment-related decisions or are considering these resrictions. The Dept. of Labor and many states have enacted or are considering regulations to provide greater transparency of pay checks. These regulations focus on how workers’ pay is calculated, especially as it relates to minimum wage and overtime requirements.

• Security and Privacy – Cybercrime and corporate bank account takeovers against small businesses are becoming more widespread. Employers should take security precautions, such as using stand-alone computers for online banking; not clicking on attachments or hyperlinks from unknown sources; and working with their bank to implement fraud detection tools on their accounts. Many states have enacted onerous privacy and security breach regulations.

• Dodd-Frank – The sweeping Dodd-Frank financial law is focused primarily on Wall Street reforms and consumer protection. However small businesses may face limited access to credit and higher costs of credit or other financial services because of the increased burden it places on some industries.

• Unemployment Insurance – Virtually all businesses will face higher unemployment insurance taxes if Congress reinstates the federal unemployment surtax. In many states, employers will see higher taxes because of the repayment of outstanding federal loans that were taken to continue paying benefits and replenish depleted state unemployment trust funds. Many states are cosidering additional employer reporting requirements to combat unemployment insurance fraud.

• Taxes – 2012 will bring a number of important tax changes including a higher Social Security wage base and changes to assistance benefit limits. The accelerated depreciation benefits, which were in place in 2011, may expire or be scaled back in 2012. All employers will need to keep an eye on what are likely to be additional tax changes as the year progresses.

Contact us with your questions or concerns and we can assit you and get the answers you need.

800-334-7875 or email; info@amsinsure.com

Employees Don’t Understand Their Benefits

HR decision makers say that only about 60% of their employees understand their benefits, according to a study. Surprisingly, 36% of large employers and 66% of midsized employers have no budget set aside for employee benefit communications. About half of HR decision-makers say their budget for benefit communications has remained the same in the past year and only a minority expect it to increase in one or two years.

Fifty-one percent of large employers and 72% of midsized companies don’t provide decision support tools to help employees understand their benefits, even though a majority of HR decision makers say that these tools are important. Decision support tools are typically software applications, available through a company website, that allow employees to compare healthcare plans.

The following are the most commonly used decision support tools: a flexible spending account calculator, a plan-comparison chart, a medical-cost calculator, and wellness-incentive modeling. One out of five large companies that do not provide decision support tools plan to do so in the next couple of years. Only 13% of midsized companies that do not provide decision support tools plan to do so in the next year or two. Sixty percent of HR decision makers say that mobile access to benefit information is important, yet only 46% of large companies and 39% of midsized companies provide it.

The following are the mobile application features that HR decision-makers are most interested in: healthcare provider information, benefit alerts, and single sign-on.

Eighty-six percent of large companies and 71% of midsized companies offer employee benefit information online. Eighty-six percent of large and midsized employers with a web-based portal think it is important for employees to have 24/7 access to benefit information, yet only 72% of large employers and 66% of midsized employers provide it.

HR decision-makers say that allowing employees to modify their own data allows them to maintain more accurate information, field fewer calls from employees, and lower their administrative burden. For more information, visit www.ADP.com.

2012 Minimum Wage Rates Guide

. It is vital for managers to stay in compliance with state and federal minimum wage laws. If the state minimum wage rate is different than the federal minimum wage rate, then the employer should apply the higher rate to its employees.

The 2012 Minimum Wage Guide helps you:
• Get an overview of the federal and state minimum wage rates,
• Determine which rates to provide employees in a particular state,
• Confirm whether current minimum wage law posters are in place, and
• Provides a historical perspective of minimum wage rates in past recent years.

Our HR Support has access to the 2012 Minimum Wage Rates Guide, visit the HR Support Center, see if this is something for you and then ask us how you get it.

info@amsinsure.com

Accident Coverage: Helping Insureds

Many people think they’re most likely to get injured in a car accident or on the job. But home-related injuries cause nearly 20,000 deaths and 21 million medical visits each year. Unintentional home injuries cost Americans at least $222 billion per year in medical expenses, with an additional $165 billion in medical costs from injuries that possibly occurred in the home. Are you financially prepared for the toll an accidental injury can take? Read on for details.

Existing labor laws updated for 2012

All employers should begin the new year by considering the changes that have been made, as usual, to California employment laws.

Although none of the new laws that come into effect this year represents a sea change in the world of labor, and many involve obscure issues that will likely not effect the average employer, there are a number of important revisions to existing laws that need to be considered.

Perhaps the biggest change is AB 469, which requires employers, as of today, to provide new hires with written notice of their pay rate, the amount of any allowances (such as meals or lodging), the designated payday, the employer’s name and any fictitious business names, the physical address and telephone number of the employer's main office, information regarding the employer's workers' compensation insurance carrier and any other information the California labor commissioner might determine is necessary.

Fortunately, the law only applies to non-exempt employees and the labor commissioner will prepare a template for employers to follow in making this disclosure.

However, the law allows employees to now collect attorneys’ fees to enforce a judgment for unpaid wages, increases the statute of limitations for the Department of Labor Standards Enforcement to collect unpaid wages from one to three years and makes it a misdemeanor if an employer willfully fails to pay wages within 90 days after a final judgment for wages is issued.

In addition, SB 299 requires employers with five or more employees to maintain and pay for health care coverage under a group health plan for females employees who take pregnancy disability leave. On a related subject, AB 592 revises language within the California Family Rights Act and the Pregnancy Disability Leave law that makes it unlawful to interfere with the exercise of those rights.

Another issue that has endlessly vexed employers, and more than a few lawyers, is whether a worker should be treated as an employee or an “independent contractor.”

The general rule tends to fall within the realm of “you know it when you see it” as California law looks at a series of somewhat subjective factors to determine how a worker should be classified.

The single most important factor is whether the employer has the right to control “the manner and means of accomplishing the result desired.” In other words, does the employer ultimately “call the shots” or is it left to the discretion of the person doing the work.

Secondary factors include whether the person is treated the same or nearly the same as the regular employees of the company (do they receive, for example, the same pay or benefits) and do both the employer and employee believe they have created an employer-employee relationship.

The question of whether to treat a worker as an independent contractor has always been fraught with risk for employers. There are serious tax implications involved, and in California there are potentially expensive wage and hour violations if a person is paid as an independent contractor when they should have been treated as an employee.

New SB 459 adds to the seriousness of the issue by imposing significant penalties on employers who “willfully misclassify” employees as independent contractors. Penalties of $5,000 to $25,000 per violation are now possible under this new statute.

The key issue in the statute is, of course, what does “willfully misclassify” mean? The statute defines the term as “avoiding employee status for an individual by voluntarily and knowingly misclassifying that individual as an independent contractor.”

This doesn’t tell us much other than the courts will apparently look not only at whether a potential employee has been misclassified but also at the employer’s intent in arriving at a classification. Thus, as with all of these new laws, the possibility of getting into serious trouble always exists and employers must tread as carefully as possible.

We offer an HR Portal which can help you stay up with changes, provide all your HR needs and its a free value added service for our clients.

Special Announcement 2012 Key Employment Law Alerts

Your business must satisfy many workplace obligations especially when it comes to Federal and State law regulations and requirements. It is anticipated that 2012 will continue the increasing trend of new laws that can impact your business.

Today, we offer you a friendly reminder about a great resource - your HR Support Center - designed to help you stay on top of the latest employment law updates. For the most current information regarding the state(s) where you do business, visit your HR Support Center, check out the “Laws” section, and click on the Alerts area. Make sure to visit often as the HR Pros regularly post new alerts.

An additional option to help you get timely employment law updates is to sign up for eAlerts! Within the HR Support Center, simply visit the “My Account” section in order to update your eAlert preferences. Once this is complete, look forward to important announcements emailed directly to your inbox.

If you have any questions, please let us know.

Thank you. info@amsinsure.com

How to Boost Employee Engagement in a Slow Economy

With companies running lean and mean, none can afford even one disengaged employee, say researchers
You’ve thrown an employee appreciation party. The job satisfaction numbers on the annual survey look decent. Is it time to check “improve employee engagement” off your list?

Not so fast! According to experts, job satisfaction isn’t the most important goal. An “attitude of commitment” to the mission is the key, particularly during tough times, says Kevin Groves, associate professor of organization theory and management at Pepperdine University. Companies should make things like action-learning projects (a group of people from different divisions are invited to work together and tackle a challenge) and job cross-training a part of the daily culture. “Whatever you can do to build networks and allow people to see beyond their silo to how their roles really matter to the company is valuable,” he says.

Marcie Pitt-Catsouphes, Ph.D., director of the Sloan Center on Aging & Work at Boston College and author of Engaging the 21st Century Multigenerational Workforce, agrees.[1] “With companies running lean and mean these days, they can’t afford to have even one employee show up who is not engaged. It can have a major impact on the business,” she says.

Workers who are emotionally engaged in a company’s mission are more likely to tackle tough problems and look for creative ways to expand the business. They contribute more to the bottom line, too: Significantly increasing engagement levels among employees can up their discretionary effort by more than 50 percent, according to research done by the Corporate Leadership Council.[2] In a Gallup study of nearly 8,000 business units across 21 industries, companies whose engagement scores rose into the top 25 percent achieved 7 percent higher productivity.[3]

But the benefits of engagement extend deeper. High engagement allows a company to weather difficult times without excess turnover. “We’ve found [higher engagement] adds to people’s resilience in getting through high-pressure times,” says Pitt-Catsouphes. In addition, engaged employees are healthier, and, over the long haul, less costly workers. “It’s the difference between people who cross the threshold totally wiped out at the end of the day and those who feel invigorated by what they do. Those are the people who are more willing and able to go the extra mile,” she says.

Here are some strategies experts recommend for boosting engagement:

Tailor engagement programs for different audiences. People want to be heard, but what they are asking for varies, Pitt-Catsouphes says. Gen Xers particularly value training and development through stretch assignments, while workplace flexibility makes women and Gen Y workers tick.

Abolish blanket reward systems. Nothing can drain engagement faster than a committed employee who receives the same acknowledgment for meeting a goal as the team’s weak link, says Groves.

Minimize “status” hierarchy. Southwest Airlines, software developer SAS and others foster engaging corporate cultures by having everyone eat in the same cafeteria, follow a similar dress code and park in the same lot. “Symbolic differences can carry a lot of weight. Feeling like ‘I can only communicate with people at my own level’ stymies communication and undermines the feeling that everyone’s commitment matters,” Groves says.

Invest in Wellness. Healthier people are more engaged, according to Pitt-Catsouphes’ findings. While it’s hard to untangle the cause from the effect (does engagement protect against stress, or is it easier to be engaged if you’re feeling well?), the finding underscores the notion that funding for a company gym or nurse hotline is money well spent.




--------------------------------------------------------------------------------

[1] http://www.metlife.com/assets/cao/mmi/publications/studies/mmi-engaging-21st-century-workforce-study.pdf

[2] Driving Performance Through Retention and Employee Engagement, http://www.usc.edu/programs/cwfl/pdf/Employee%20engagement.pdf

[3] http://www.gallup.com/poll/150383/Majority-American-Workers-Not-Engaged-Jobs.aspx



This article was featured in the December 2011 issue of Working Mother Research Institute’s email newsletter, Working Mother Research Institute Essentials. To read additional stories from that issue, see the related content section above. To subscribe to Working Mother Research Institute Essentials, register on the newsletter page of this website.

Flue Season and time for a shot, its simple and easy.

We are in the FLU SEASON and shots are available at most HMO Medical Groups, and at Walgreens as wellas other retailers. If you have a PPO check to see for coverage's and or use one of the low cost retailers. If you have Kaiser Health Plans you can click on the link below for there locations.


KAISER FLU SHOT LOCATIONS

What is a Tax Deferred Annuity?

A “tax-deferred” annuity is an annuity in which taxation of interest or other growth is deferred until it is actually paid. The contract owner contributes funds to the annuity in a lump sum or through annual payments to the annuity. The money is then allowed to grow for a period of time on a tax-deferred basis. At a future date the money is “annuitized”, and accumulated funds are paid out, generally through periodic payments made over either a specified period of time, or the life of an individual or the joint lives of a couple.

Annuities are used for many purposes in addition to providing lifetime income. They may be used to accumulate funds for some future event, e.g. education, a court settlement, or a lottery.

What are the tax advantages of an annuity calculator?


What is the future value of an annuity calculator?

Eight Tips for Talking to Your Kids About Their Weight

Submitted by Timothy Boyer on 2011-12-01


Child Health and Safety Weight Loss Program News Analysis Talking to our children about drugs and sex (but never rock and roll because our tastes are just too out of the times with the current generation’s tastes) has added a new dimension lately—talking to your kids about their weight. Dr. David Katz, an expert on weight management, nutrition and disease warns us that today’s younger generation will not live as long or as healthfully as their parents. He believes that one of the ways to counter this trend is for parents to start talking to their children about weight management and healthy lifestyle choices.

Weight loss and children

The following are eight tips for talking to your kids about their weight printed in its entirety courtesy of Dr. Katz and MindStream Academy - a full-service boarding school for teens and tweens who want to get healthy, fit, lose weight, take control of their lives, build self-esteem, and pursue a personal passion.

1. Put the focus squarely on health and off weight. Whether by default or by design, each family has a health and wellness “culture.” This includes the types of food that are kept in the house, how heavily physical activity is emphasized, what sleep patterns are encouraged, how much health information is available, and more. As a parent, you should emphasize each aspect of this health culture, not just your child’s weight. Remember, healthy weight follows good lifestyle behaviors, but good lifestyle behaviors typically don’t follow weight-loss diets.

2. Recognize that you spend too much time focusing on weight. Most people don’t realize how much they use weight as a yardstick to measure their overall quality of life as well as their worth. For example, how many times have you asked about a piece of clothing, “Does this make me look fat?”—with the understanding that if the answer is “yes,” you’ve somehow failed? That’s why, when broaching the subject of weight with your child (and in your own life), it’s important to stop talking about weight—and even, to some extent, appearance—and emphasize other characteristics. For example, talk about how an unhealthy lifestyle influences your child’s self-esteem and thus demeanor, as well as how he expresses himself and the impression he makes on other people.

3. Ask your child what would help. Yes, you’re the authority figure in this relationship, but it can be a mistake to assume that you know the best way to help your child become healthier. One of the problems with giving support from a position of experience is that you tend to think that your child’s situation is the same as yours, and therefore, the things that worked for you will work for her. That’s not necessarily the case. Instead, it’s always a great idea to ask what your child thinks the best course of action would be. This, Dr. Katz says, is a main talking point when working with the families of MindStream students.

4. Focus on change, even if you run into resistance. The purpose of any discussion about losing weight and living a healthier lifestyle is to bring about change. In other words, talking to your teen about his weight angst for an hour might have some value because it allows him to vent, but try not to leave the discussion there. Try to take one step forward, too, even if your child is resistant to change.

According to Dr. Katz, an effective way to overcome resistance (or even cut the conversation short if things are getting heated) is to get a commitment to make just one change in the next week. That might be anything from drinking fewer sodas and more water to walking three days a week. Dr. Katz adds that focusing on one simple change a week seems manageable (as opposed to dropping 30 pounds, which is overwhelming), and is a very constructive way to move the conversation forward without getting too bogged down.

5. Observe how your child (and the whole family) uses food. Your discussion will be better received and more effective if you are well informed, so before instigating “the talk,” observe how your child uses food. For example, if you see that she eats in order to manage her emotions, you’ve gained an important piece of information about a very damaging habit. The truth is, we aren’t always the best observers of ourselves. So if you can determine whether or not your child is using food as a drug to avoid discomfort or as a stress manager, you’re one step closer to attacking the root of the problem. You can explain to your child that this underlying eating “trigger,” not food itself, is what she’ll need to focus on managing.

6. Don’t be judgmental. One thing is for sure: Nobody is perfect. And another thing is also for sure: If you attack someone, he’ll stop listening to you. Taking those two truths into account, Dr. Katz insists that you should avoid blaming your child at all costs. The fact is, we live in a fat culture, and the majority of Americans are overweight—so in many ways, your child’s struggle isn’t his fault. However, it is his and your responsibility to do something about it. The focus should always be on how you can help your child move forward from here, expressed as lovingly as possible.

7. Walk the walk. In the end, your example is the best way to change your child’s health behaviors. Dr. Katz points out that teens in particular are sensitive to hypocrisy. So if you aren’t ready to make any and all of the changes that you’re asking of your child, don’t instigate the weight discussion in the first place. If you can’t walk the walk, then your actions will simply be encouraging your children to continue with deadly habits that will have a major negative impact on their lives.

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8. And if you really can’t get through… Sometimes, despite their best efforts, parents just can’t get a positive response from their children. If this happens in your family, Dr. Katz is adamant that someone needs to have the weight discussion with your child. Getting professional help is always a good idea, but there may be siblings, other relatives, friends, or even teachers who might get a more receptive response. And if all else fails? Well, Dr. Katz insists, all else can’t be allowed to fail. Your child’s life is too important.

Reference: MindStream Academy