The Patient Centered Outcomes Research Institute (PCORI)—established under the Affordable Care Act to help pay for research to evaluate medical treatments—gets its funding in part from fees paid by self-funded employers. For all self-funded health plans, PCORI fees are due by July 31—just 10 days from now.
Now that the July 4 fireworks have died down, it’s time to start sparking some creative ideas about how to craft a seamless and successful annual enrollment season. Employers have a lot to think about—including health care (reform compliance plus plan design considerations), FSA rollovers (yes or no?) and same-sex spouse treatments.
Join our webinar, Building engagement: Making HDHPs and HSAs a success, at 11am PT to learn not only the formula for getting good enrollment in high-deductible plans (yes, there is one!) but also how to sustain engagement throughout the year.
As HR/benefits professionals, anything that even remotely addresses your employees’ personal lives is usually met with a “don’t touch it with a 10-foot pole” response. However, there also are good reasons why encouraging workplace friendships can be beneficial to your company—with data to back them up. Here are five for you to consider.
Good design drives good decisions. This is why it’s crucial for companies to focus on not only external branding and communications, but internal communications as well. Our Art Director Lauren Turetsky shares some design tips to make sure your internal communications are as successful as your external ones.
Since originally publishing our white paper in 2010, our ingredients for successful benefits communication have been used by thousands of companies. In our newly updated version, Creating Results with Benefits Communication, we have laid out our proven three-step process for effective communication. I encourage you to download it today.
For the last week, there has been uproar over AOL CEO Tim Armstrong’s remarks to employees regarding the timing and rationale for changing the company’s 401(k) match. Benefit changes can always be done in a way that respects the needs of employees and the company—but the way Armstrong communicated the move was a cautionary tale in what not to do. He violated these four key tenets that should guide all companies through benefits changes.