Don’t forget to file revamped EE0-1 form

August 17, 2011 by Tim Gould

Heads up: The deadline for filing the new EEO-1 Form is fast approaching.

Employers with 100 or more employees, and federal contractors with 50 or more workers and a contract of $50,000 or more must file the EEO-1 by Sept. 30.

The form, which has been redesigned,  is used by the Equal Employment Opportunity Commission (EEOC) to track businesses’ diversity stats.

For more details on filing EEO-1 Form, Click Here.

Tip Tuesday! Finally: One area where health plans will see relief

August 9, 2011 by Christian Schappel

It’s about time: There’s a reason you can breathe a little easier about your company’s healthcare plan.

Seven of the world’s 20 best-selling prescription drugs are coming off patent and will have generic alternatives available by September 2012.

That means big cost savings for your company — and employees.

Two of the big-name drugs that’ll soon be available in generic form: Lipitor (retailing for nearly $190 a month) and Plavix (about $215 a month), according to a report by CNN Health.

Generics can cost as much as 80% less than their brand name equivalents. So those with a prescription drug plan could be looking at huge savings.

Better adherence

The initial savings from the switch to generics isn’t expected to be the only benefit to employers and their workers.

Doctors believe the lower costs for the meds will lead to more people adhering to their medication regimens — and that means healthier employees.

By the end of 2012 there will be generic alternatives for top-selling drugs used for blood pressure, asthma, diabetes, depression, high triglycerides, HIV and bipolar disorder.

Dramatic changes will take time

Although the drugs will come off patent soon, prices may not fall of the cliff immediately.

According to The Associated Press, in many cases only one generic version may be allowed for a drug losing patent protection within the first six months of losing its patent.

So chances are prices won’t really start to plummet until multiple generic makers are allowed to start producing their versions of the drugs.

But it’s still a good time to encourage employees to check to see if there’s a generic alternative of their medication available — or about to become available.

For a list from Medco Health Solutions of meds set to lose patent protection in the coming years Click Here.

Report: IRS to simplify health reform affordability test

August 18, 2011 by Christian Schappel

It looks like employers will soon have some clarity in how to calculate if their health plans are “affordable” and make sure they won’t be penalized under the reform law’s “pay or play” mandate.

The Internal Revenue Service will develop new, clearer rules for employers on how they can determine if their plans pass the reform law’s “affordability test,” according to a report byBusinessInsurance.com.

Currently, for a plan to pass the test an employee’s cost for single coverage cannot exceed 9.5% of his/her income. For each employee whose health premiums exceed that threshold, the employer must pay a $3,000 penalty.

The problem: When workers have more than one source of income, it is difficult for employers to calculate total income for the purposes of the affordability test.

The new rules are expected to allow employers to determine affordability based on an employee’s W-2 wages — and not total income, simplifying the calculation.

So to pass the test, employers will just have to make sure the cost for single coverage doesn’t exceed 9.5% of an employee’s W-2 wages.

The affordability test will only be applied to single coverage. Employers will be able to charge more for family coverage.

Click Here for the full article and more information.

Federal COBRA subsidy program ending

August 16, 2011 by Christian Schappel

Barring some last-minute extension, the federal COBRA premium subsidy program will die on Aug. 31.

Currently, there is no action from Congress pending to extend the program. So if you have COBRA participants that are still receiving the subsidy, you may want to provide them with a notice that their subsidy eligibility is coming to an end.

The last group of eligible participants (those who began receiving assistance in May 2010) could collect the subsidy for 15 months. That means they only have a few weeks of eligibility left.

The subsidy covered 65% of the cost of eligible individuals’ COBRA health insurance premiums.

Individuals who want to keep their COBRA coverage beyond the deadline will be responsible for 100% of the COBRA premiums.

Background

Since its inception in an economic stimulus measure Congress passed in early 2009, the program was extended several times.

Originally, employees laid off from Sept. 1, 2008, through Dec. 31, 2009, could collect the subsidy for a maximum of nine months.

The program was then extended and expanded in December 2009. At that time the subsidy was made available to those laid off through Feb. 28, 2010, and the amount of time participants could collect the subsidy was extended to 15 months.

There were two more extensions — one in March and one in April of 2010. The final extension made the subsidy available to those involuntarily terminated through May 31, 2010.

Click Here for the complete article and more information.

Tip Tuesday: New list of 8 preventive services plans must cover for women

August 12, 2011 by Christian Schappel

A few more preventive medical services were tacked on to the list non-grandfathered health plans must fully cover for participants.
The set of women’s preventive services — which was developed by the Institute of Medicine — that was added to the list of services plans must cover 100% under the healthcare reform law:

1. FDA-approved contraceptive methods, sterilization procedures, education and counseling for all women with reproductive capacity
2. Annual well-women visits (and any additional visits deemed necessary)
3. Screening for gestational diabetes
4. Human papillomavirus testing
5. Counseling for sexually-transmitted infections
6. HIV counseling and screenings
7. Breastfeeding support, supplies and counseling, and
8. Screening and counseling for domestic violence.

Background

The healthcare reform law tasked a consortium of government agencies with determining which medical services actually fall under “preventive.”

Beginning Aug. 1, 2012 (Jan. 1, 2013 for calendar-year plans), anything listed must be covered with no charge to a patient via a copayment, coinsurance or deductible when the services are performed by a network provider.

And rather than spell these services out, the feds are asking health plan administrators to refer to an array of continuous recommendations by these agencies. 

Some of the preventive services that must be covered without cost-sharing arrangements for all employees include:

• Routine immunizations of children, adolescents or adults — for things like Influenza, Hepatitis A & B, and
• Screenings — for things like high blood pressure, HIV, diabetes, hearing loss, etc.

The guidelines for what services must be covered will be updated on an ongoing bases, and health plans are required to comply with any changes in plan years beginning the year after the changes are published.

Click Here for the full article and useful links.

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What’s best for babies benefits moms, too

By Karis Gabrielson, R.N.


Breast milk is the perfect first food. Read on to learn more about some of the impressive health benefits of breast-feeding — for babies and moms, too. 

Best for babies
Breast milk is rich in nutrients and antibodies — and can help boost an infant's immune system. Babies who are breast-fed may gain protection against a number of health concerns, including:

• Infections. Breast-fed babies have fewer cases of diarrhea, colds, ear infections and pneumonia.
• Asthma and allergies. Moms with a history of these conditions should especially consider nursing, experts say.
• Obesity. Breast-fed babies have a lower risk of becoming overweight or obese as children and teens.
• Sudden infant death syndrome (SIDS). Doctors don't fully understand why, but breast-feeding reduces this risk.
• Diabetes and cancer. Infants who nurse are less likely to develop diabetes and some types of cancers.

And, here's another interesting fact: A mother's milk changes over time to meet the needs of her growing baby. 

Benefits for Mama
Many mothers feel joy and emotional satisfaction when nursing. But, the benefits are physical, as well. For starters, breast-feeding can help a woman's uterus return to its regular size sooner. It also burns calories. So, it may help her lose excess pregnancy weight more quickly. It's also been linked to a lower risk of:

• Type 2 diabetes
• Breast cancer
• Ovarian cancer
• Osteoporosis

Does it matter how long I breast-feed?
Some of these benefits — for moms and babies — depend on how many months an infant nurses. The American Academy of Pediatrics recommends that babies have only breast milk for the first four to six months of life. Then, solid foods can be introduced gradually. Ideally, infants continue to breast-feed until at least their first birthdays. Talk with your doctor about what's right for you and your baby. 

Of course, not every new mom chooses or is able to breast-feed. That's OK — you can still nourish and nurture your baby well. Talk with your doctor about healthy formula options for your baby. 

Bringing up baby
Click Here to discover more information and see the full article.

4 sly ways to cut calories – without going hungry

By Michael W. Rosen, M.D., and Melanie Polk, M.M.Sc., R.D., F.A.D.A.


When it comes to managing your weight, you can't argue with the value of portion control. But, you also don't want to go hungry. So, how about more bites with fewer calories? 

That's the idea behind choosing foods lower in calorie density. 

Foods with high calorie density are chock-full of calories and offer very little in the way of nutrition. They're generally high in fat or added sugars, which boosts their calorie count. They tend to include:

• Fatty foods, such as fries, butter, sausage, bacon and creamy sauces
• Sugary foods, such as cookies, cakes and some beverages
• Chips, crackers or other processed snacks

But, foods with low calorie density are not only low in calories, they're also some of the most nutritious foods you can find. They generally have more water or fiber and are low in fat. They include:

• Vegetables and fruit
• Beans and other legumes
• Whole grains
• Broth- or tomato-based soups

4 tips to go low!
Help yourself feel full on fewer calories with these changes: 

1. Develop a slant toward plants. Serve up mostly fruits, veggies, whole grains and beans. Still, keep portions sensible. Even low-calorie foods can add up if you eat them in excess. 

2. Make less-dense dishes. Add low-calorie items — such as broth, veggies or beans — to soups, stews, sauces and pastas. Even better: Use them to replace high-calorie ingredients. 

3. Trim the fat. A few tips:

• Switch to low-fat or fat-free milk and other dairy products.
• Select lean meats, trim any excess fat and remove poultry skins.
• Have fried foods less often — try roasting, steaming or grilling instead.
• Skip creamy sauces and dressings.

4. Savor rich bites. If you do eat a calorie-dense item, make it a small treat. 

Finally, try not to think of these changes as dieting to-dos. They're healthful ways to eat — no matter your weight. 

Find fitness, too!
Click Here for more information!

Benefit Advisors - Best Companies To Work For 2011

Big 3: Summer perks employees want most

August 15, 2011 by Christian Schappel

What’s the No. 1 thing employees crave from their employers during the summer?

Answer: “Summer Fridays” — the ability to leave early on certain days.

The majority (60%) of the 1,000 workers polled recently by Opinion Research Corporation said that’s what they want from their employers come summertime. 

Coming in second: 53% said they’d like extra vacation time.

Rounding out the top three (and this one won’t cost you a dime): 42% said they want the ability to dress down.

Where to draw the line

Of course, the problem with casual dress codes is: Where do you draw the line?

Employees say the line should be drawn at flip flops, mini-skirts and strapless tops and/or dresses.

Those wears where the three deemed the most inappropriate for the work place by 71%, 70% and 66% of those surveyed, respectively. 

More active in the summer

Some good news for your health and wellness plans: The survey, which was conducted on behalf of Adecco Staffing US, a recruiting and staffing company, also revealed that employees are paying more attention to their health and fitness in the summer.

Some findings:

• 57% said they’ve taken walks on their lunch break
• 49% said they go to the gym before or after work during the summer
• 36% have incorporated exercise in their commute
• 25% played in at least one summer sports league, and
• 21% have participated in one employer-sponsored fitness class.

Click Here for the complete article and other links.

Tip Tuesday: Speak from your heart – at your next doctor visit

By Michael W. Rosen, M.D.


One simple question may hold a key to a longer, healthier life: "Can we talk about my heart health?" 

If you've never asked this at a doctor visit, plan to do so soon. Heart disease is the nation's leading cause of death. But, it's also highly preventable — and the sooner you start taking care of your heart, the better. 

Get personal
A conversation with your doctor can help you learn more about your risk of heart disease. These points are all worth discussing: 

Your family tree. Heart disease risk goes up if:

• Your father or brother was diagnosed with it before age 55
• Your mother or sister was diagnosed with it before age 65

Your daily habits. Some lifestyle choices affect your risk. Be honest about:

• Whether you smoke or have in the past
• How much exercise you get
• Your eating and drinking habits and stress levels

Your numbers. Your weight, blood pressure, cholesterol levels and blood sugar all factor into your heart health. With formulas available today, your doctor can use these numbers — and other factors — to determine your risk of a heart attack or heart disease. 

Move forward with heart!
Once you've learned more about where you stand personally, don't stop there. Let your doctor know that you'd like to work together on a plan for your heart health. For example, you might discuss the best steps you can take to:

• Get more regular exercise
• Lose weight
• Quit smoking
• Follow a heart-healthy diet
• Manage stress

In addition to these steps, some people may need medication to lower their cholesterol, blood pressure or blood sugar. 

Bonus points
Finally, consider this: The healthy changes you make to prevent heart disease can protect your health in other ways, too. For example, they can help reduce your risk of a stroke, diabetes and some cancers. 

What's your risk?
Click Here to discover more information and resources at myuhc.com

Drug prices to plummet in wave of expiring patents – including Lipitor, Plavix

By Associated Press

The cost of prescription medicines used by millions of people every day is about to plummet.

The next 14 months will bring generic versions of seven of the world's 20 best-selling drugs, including the top two: cholesterol fighter Lipitor and blood thinner Plavix.

The magnitude of this wave of expiring drugs patents is unprecedented. Between now and 2016, blockbusters with about $255 billion in global annual sales are set to go off patent, notes EvaluatePharma Ltd., a London research firm. Generic competition will decimate sales of the brand-name drugs and slash the cost to patients and companies that provide health benefits.

Top drugs getting generic competition by September 2012 are taken by millions every day: Lipitor alone is taken by about 4.3 million Americans and Plavix by 1.4 million. Generic versions of big-selling drugs for blood pressure, asthma, diabetes, depression, high triglycerides, HIV and bipolar disorder also are coming by then.

The flood of generics will continue for the next decade or so, as about 120 brand-name prescription drugs lose market exclusivity, according to prescription benefit manager Medco Health Solutions Inc.

"My estimation is at least 15 percent of the population is currently using one of the drugs whose patents will expire in 2011 or 2012," says Joel Owerbach, chief pharmacy officer for Excellus Blue Cross Blue Shield, which serves most of upstate New York.

Those patients, along with businesses and taxpayers who help pay for prescription drugs through corporate and government prescription plans, collectively will save a small fortune. That's because generic drugs typically cost 20 percent to 80 percent less than the brand names.

Doctors hope the lower prices will significantly reduce the number of people jeopardizing their health because they can't afford medicines they need.

Click Here to read the full article.

Employee loyalty weakens, benefits blames

August 2, 2011 by Christian Schappel

Employees may have hit their breaking point when it comes to the amount of benefits cuts they’re willing to accept without looking for other employment.

In 2008, 62% of small business employees said they felt a strong sense of loyalty to their employer.

Since then, they’ve endured a major recession, wage freezes and benefits cuts. As a result, in the fourth quarter of 2010, fewer than 50% said they felt a strong sense of loyalty to their employer.

And 34% said, flat out, they’d rather be working for another organization.

The reason so many employees are considering jumping ship: Nearly half of those surveyed blamed company benefits.

That data comes from MetLife’s 9th Annual Study of Employee Benefit Trends. The study consisted of two sets of research:

• An employer survey comprised of 1,508 interviews with benefits decision-makers at companies with staff sizes of at least two employees, and
• An employee survey comprised 1,412 interviews with full-time employees age 21 and over, at companies with a minimum of two employees.

Cost-shifting the culprit

It should come as no surprise that one of biggest reasons employees are unhappy with their benefits is that employers continue to shift more the health insurance cost burden on to employees.

In fact, more than a third of employers (36%) said cost shifting is one of their most important strategies — and close to two out of three companies (61%) recognize that shifting costs to employees is now an accepted practice, and is necessary if they are to continue to provide the benefits.

Voluntary benefits

A close look at the data did reveal one way employers may be able to strengthen employee loyalty: Provide voluntary benefits.

The study found about half of employees surveyed wanted their employers to make less prevalent benefits — like dental and disability coverage — available to them, even if it meant employees had to pay for them.

For more info and a complete breakdown for the 68 page study Click Here!

Tip Tuesday: Raises key to overall strategy to retain A-players

August 5, 2011 by Tim Gould

If there’s one change the recession’s caused in overall business practices, it’s gotta be this: The old “I’ve been here another year, so I’ll automatically get a raise” concept is gone.

According to a study from HR consultant MercerHR,  the average increase in base pay is expected to be 3.0% in 2012, up slightly from 2.9% in 2011 and 2.7% in 2010.

But for top-performing employees – just 8% of the workforce – salary increases will remain high as organizations struggle to balance relatively stable compensation planning budgets with retention of critical talent.

According to Mercer’s 2011/2012 US Compensation Planning Survey, 97% of organizations are planning to award base pay increases in 2012.

As organizations continue to struggle with balancing reward programs and limited budgets with the need to retain critical talent, they are segmenting their workforce and concentrating rewards on key and top employees, Mercer says.

As a result, the gap between high-performing employees and those in the lower performing categories is widening significantly. Mercer’s survey shows the highest-performing employees received average base pay increases of 4.4% in 2011 compared to 2.8% for average performers (54% of the workforce) and 0.4% for the weakest performers (2% of the workforce).

Small raises on the horizon for most companies

July 12, 2011 by Tim Gould
Looks like a lot of companies — yours might be one of them — are opening the coffers for raises this year. But don’t expect employees to be overjoyed: The pay hikes aren’t likely to cover the inflation rate.

Compensation consultant World At Work recently canvassed 2,200 U.S. companies, asking for salary-budget increases for their companies in 2010, for 2011, and what they’re planning to give workers 2012.

Some highlights of the results:
Average increases for non-union, nonexempt hourly employees
2010: 2.4%
2011: 2.9%
projected for 2012: 2.9%

Average increases for exempt salaried employees
2010: 2.5%
2011: 2.9%
2012 projection: 2.9%

Average increases for top executives
2010: 2.5%
2011: 3%
2012: 2.9%

To see other results of the survey: Click Here

This means war: 75% of employers lost top talent in the last year

By Kelley M. Butler

July 28, 2011

Despite the generally slow job market, three out of four organizations lost high-performing employees they did not want to lose during the past year, compared to 54% a year ago, according to a survey by Right Management.
 
“We found that most organizations are finding it tough to hold onto their best people even when there are relatively few job openings,” said Bram Lowsky, Right Management’s group executive vice president for the Americas. “Previous research findings tell us there’s a furious war for top talent under way, constant poaching of high performers by competing companies and, overall, a very restive workforce. The latest survey shows organizations losing the employees they need, erosion that may accelerate once the job market picks up.”


Lowsky cautions employers who may be complacent in their retention efforts, due to the sluggish economy. “It’s really not enough to tell them to wait until the economy improves, especially if they’re new employees and more impatient for opportunity and advancement,” he says.

Indeed, a report in this month’s EBN cites Deloitte statistics showing that only 35% of employees plan to remain with their current employer, a 10 percentage point decrease from a similar survey conducted in September 2009. Nearly two out of three employees (65%) surveyed are passively or actively looking elsewhere.

“There are a lot of people out there with a wandering eye,” Jay Meschke, president of EFL Associates, a CBIZ company, tells EBN. Read the report and gain insight on how to get top talent to stay put.

For more information and links Click Here.

Tip Tuesday: 6 tips for making preventive care more prominent for employees

By Liz Rowell

July 28, 2011

 

“I’m here because my father got cancer,” I said to the doctor at my first annual check up in almost four years. She was running about 40 minutes behind.
“He didn’t get his regular check ups, so they caught his cancer at an advanced stage,” I continued with some conviction. She nodded and told me to come back the next day at 8 a.m. — after fasting — to get blood drawn.
What? Why not right now? Didn’t she know how hard it was to get time off work plus a babysitter so I could get to this appointment? Does it surprise you to know that — two years later — I’m still thinking about the lab work I need to do?
Clearly, a teachable moment like my own father’s diagnosis propelled me into the doctor office. Your employees are having similar ah-ha moments. But, no one was helping me make it priority. I just had my first child. I was renovating a house. My list goes on, just as your employees’ does.
It’s true that under the Patient Protection and Affordable Care Act, most employer-sponsored plans will be offering network preventive care free of charge. That’s one less barrier to completing the recommended screenings.

Click Here are a few ideas and the full article: