Each year, a new record for outpatient and inpatient surgeries is set. And employers feel the pain, in the form of costs being passed along in premium hikes.
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Many wellness programs do a good job at dealing with — and controlling the long-term costs of — lifestyle-related health problems.
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Any organization with short-term disability benefits walks a fine line. On the one hand, you want to help employees who are legitimately in need.
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Advances in medical diagnosis and treatment can have an unexpected impact on your health costs. Conditions that rarely showed up in past claims become important cost-drivers.
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Even the most diligent executives can’t think of everything when it comes to cutting workers’ compensation costs.
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There has been much ado about the feds’ recent ban on mandatory genetic testing of employees. But why should most employers care?
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When it comes to changes in benefits law, state governments move much faster than the feds. The latest trend: mandatory paid medical and/or family leave.
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Having even one problem drinker on your health plan – including a covered family member with abuse issues – can cost your firm up to $35,000 a year. What’s your company’s risk?
Cancer cases cost employers more – in both financial and human terms – than any other health threat. The average expected employer cost for a newly diagnosed cancer patient’s treatment is $83,084.
