Compliance with HIPAA non-discrimination rules is a big challenge for wellness programs. The old rules were unclear about which incentives passed muster.
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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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Generally when we hear about racial and ethnic profiling, it’s in a negative light. But what about when it comes to wellness programs?
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Oil companies have nothing on hospitals when it comes to price gouging. Here’s how you’re being ripped off.
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Think you’ve turned every stone for ways to make health costs more manageable — without cutting benefits or waiting for a wellness program to work? Here are some overlooked areas where you can still find savings.
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Shopping for health plans through a broker is a fact of life for the vast majority of companies. But how well is your broker meeting your needs?
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Are your healthcare programs delivering on your vendors’ promises? Just as importantly, how can you hold vendors accountable if you’re not getting what you paid for?
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It’s easy to feel like your pharmacy benefits manager (PBM) holds all the power over your company’s prescription plan costs. In most cases, they do - and your firm pays through the nose.
Generally speaking, organizations that start wellness programs shouldn’t expect a positive return on their investment (ROI) for at least 18 months. Actually, companies can pretty quickly gain a fair amount of “soft” ROI: improved morale, employees feeling like you care about them more, and similar touchy-feely returns. But CEOs, CFOs, controllers, and finance directors are rarely impressed by soft returns.
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