With our solutions, employers can
Realize Maximize Advance Accelerate
their benefit strategies, creating a healthier and more engaged workforce.
E3
Through education programs, benchmarking surveys and networking opportunities, members can REALIZE their potential to implement
cutting-edge benefit strategies.
Collective
Strategy
With our collective strategy programs, members’ unique strategies are MAXIMIZED through the use of group purchasing solutions.
InSight
Through our benefits solutions, employers can better understand their benefits, which can ADVANCE their strategies to keep their workforces healthy and productive.
Accelerate
Plan sponsors can ACCELERATE their strategies to deliver comprehensive health benefits through a trusted team of advisors encouraging a culture of health.
Pharmacy Benefits Management
Employers Health is a leading coalition for pharmacy group purchasing
Plan sponsors get the most from the PBM relationship, while implementing their own
plan design strategies,managing vendors or working through established consultants.
Right Direction
A first-of-its-kind educational initiative for the workplace to help decrease stigma associated with depression, which is a leading cause of lost productivity.
The Tax Cuts and Jobs Act: What Does it Mean for You?
Written By: Steven Burger, MBA, CPA // Chief Financial OfficerPublished: March 2018
It’s hard to believe that we’re almost through the first quarter of 2018. With the start of the new year, and the signing of the Tax Cuts and Jobs Act (TCJA) in December 2017, we have seen many changes regarding tax reform. I have been reading various articles and talking to other CPA’s on the topic to understand the impact of the new law on not only our team at Employers Health, but also our member organizations.
Now or Later: Rebate Considerations for Plan Sponsors
Written By: Mike Stull, MBA // Chief Marketing OfficerPublished: March 2018
In the era of high deductibles and co-insurance, what plan sponsors do with rebate dollars generated from brand drug utilization has come under more intense focus. Today, many plan sponsors utilize rebate dollars received from the Pharmacy Benefit Manager (PBM) to offset total plan costs, thereby factoring into the rate-setting methodology and/or offsetting contributions made by employees towards the total cost of care.
Employers Health is a Great Place to Work
Written By: Emily Clevenger // Marketing and Communications SpecialistPublished: March 2018
Employers Health was certified as a great workplace by the independent analysts at Great Place to Work®. Employers Health earned this credential based on extensive ratings provided by its employees in anonymous surveys. Great Place to Work® is the global authority on high-trust, high-performance workplace cultures.
Surveys were completed by 29 employees ranking their trust, pride and confidence in the organization. Employees gave the organization a rating of 100 percent for offering great challenges, a great atmosphere and great pride in the organization. A summary of the ratings can be found at http://reviews.greatplacetowork.com/employers-health.
Voluntary Means Voluntary? AARP Prevails in Challenge to EEOC’s Interpretation of Voluntary and How Plans Should Respond
Written By: Garrett Brown, J.D., GBA // Assistant General CounselPublished: February 2018
A December 2018 court ruling dealt many incentivized wellness programs a serious blow. This comes as wellness programs continue to lose some of their luster for many plan sponsors. The ruling itself is generally summed up as a condemnation of the Equal Employment Opportunity Commission’s (EEOC’s) definition of voluntary resulting in a grey area around wellness incentives and penalties related to the collection of health and generic information. Certainly, a response depends on the plan’s philosophical stance on wellness. This article recaps the ruling, its background and rationale and briefly explores potential plan responses. For the complete article, click here.
