This program is now what we have installed for clients to help take control of their health insurance costs. This program sheds light on the true drivers of health care costs.
Using case problems, this webinar will give attendees real-world examples of workplace wellness situations and help attendees learn from those situations so that they can design and implement a compliant wellness program. Through case problems, attendees will review compliance mistakes concerning HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws. Participants will learn how to use those laws to build a better workplace wellness program.
Learning Objectives:
* Understand how to apply laws to specific factual situations.
* Identify red flags in certain common workplace wellness practices.
* Learn the basics of HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws as those laws relate to workplace wellness programs.
Starting Your Corporate Wellness Program: Ideas and Compliance for HR Prosbenefitexpress
Review all of the requirements that an employer must follow to offer a valid wellness plan. In addition, learn the new rules released by the EEOC for wellness programs under ADA and GINA.
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
Did you know that chronic diseases cost American employers $153 billion in lost productivity per year?
Because of this and other reasons, companies are moving to a more fitness-focused work culture. Organizations understand that the health and wellbeing of their employees can have a positive impact on the bottom line. In 2016, workplace wellness programs reached a new milestone with 84% of U.S. companies offering wellness initiatives or planning on expanding them over the next few years.
What are the top wellness initiatives employers look to use in 2017 to keep employees healthy, productive, and saving thousands of dollars for themselves through reduced medical bills? We look into the ROI of wellness, the VOI of Wellness, some of the most innovative steps employers are taking to improve wellness, and much more in our latest infographic.
Using case problems, this webinar will give attendees real-world examples of workplace wellness situations and help attendees learn from those situations so that they can design and implement a compliant wellness program. Through case problems, attendees will review compliance mistakes concerning HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws. Participants will learn how to use those laws to build a better workplace wellness program.
Learning Objectives:
* Understand how to apply laws to specific factual situations.
* Identify red flags in certain common workplace wellness practices.
* Learn the basics of HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws as those laws relate to workplace wellness programs.
Starting Your Corporate Wellness Program: Ideas and Compliance for HR Prosbenefitexpress
Review all of the requirements that an employer must follow to offer a valid wellness plan. In addition, learn the new rules released by the EEOC for wellness programs under ADA and GINA.
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
Did you know that chronic diseases cost American employers $153 billion in lost productivity per year?
Because of this and other reasons, companies are moving to a more fitness-focused work culture. Organizations understand that the health and wellbeing of their employees can have a positive impact on the bottom line. In 2016, workplace wellness programs reached a new milestone with 84% of U.S. companies offering wellness initiatives or planning on expanding them over the next few years.
What are the top wellness initiatives employers look to use in 2017 to keep employees healthy, productive, and saving thousands of dollars for themselves through reduced medical bills? We look into the ROI of wellness, the VOI of Wellness, some of the most innovative steps employers are taking to improve wellness, and much more in our latest infographic.
Wellsource designs a revamped and improved Medicaid health assessment that streamlines the process and increases end user communication by up to 50%. For more information visit: http://www.wellsource.com/company-news/Wellsource-Designs-Medicaid-Health-Risk-Assessment.html
What should you know about Employee Wellness Programs in 2014 and Beyond? We've released an infographic, which provides an overview of the different types of wellness programs and their benefits, as well as a look at the trends among employers across the country regarding employee health and wellness.
Five years in, and the Affordable Care Act continues to command conversation in the benefits landscape. Industry players are still scrambling to implement new provisions, keep healthcare costs down, create infrastructure to support new reporting requirements, and develop new payer, provider and care delivery models.
This has, in turn pushed the respective hands of health plans, who have had to change their strategies to fit both the consumerization of insurance and the standards set forth under the ACA.
With end-users in the forefront, health plans must take the strategy implemented 15 years ago with the rise of the internet, and push the marketing and communication initiatives into overdrive to gain and retain customers.
Health plans are shifting their mentality and communication, ant the best of the best are putting time, money, and energy into literacy and new business initiatives.
To simplify, a health plan needs to put the consumer at the center of every decision it makes.
However, in order to plan, communicate, and effectively market to consumers, your health plan must know the consumer, the technology, and the future.
If you’re looking to grow your health plan, we have just released a new guide to help your health plan leverage trends in the post-reform consumer marketplace.
In our latest whitepaper, we share the keys to success for health plans, including the following:
Consumer Trends: Top 5 Healthcare Executive Consumer Strategy Points, Today’s Healthcare Consumers: Six Types of Consumers You Need to Know, Millennial Consumers Special Report
Technology Trends: Big Data, Administration Technology, Payment Technology, mHealth and more.
Future Trends: Accountable Care Organizations, The Future of Telehealth, Continues Rise of Private Exchanges
All of this, and insights on how to make it work for your health plan.
Download this detailed guide, Health Plans: Your Guide to Leveraging Trends in the Post-Reform Consumer Marketplace, free from the Healthcare Trends Institute.
http://www.evolution1.com/health-plans-your-guide-to-leveraging-trends-in-the-post-reform-consumer-marketplace.html
Our Workplace Wellness PowerPoint addresses the concerns of today's businesses and how WillPowerUSA's Workplace Wellness Programs can reduce health care costs and disability claims, and increase productivity and workplace morale.
Does your wellness plan need a compliance check?Polsinelli PC
Wellness programs are designed to promote employee health and fitness in hopes of also lowering a company's costs in providing medical benefits. W. Andrew Douglass, Shareholder and chair of Polsinelli's Employee Benefits and Executive Compensation practice, was joined by Associate Anne Prenner Schmidt to discuss:
*General overview of wellness programs, including health screening features, premium incentives, and other common plan designs
*Compliance issues for wellness programs under the *Americans with Disabilities Act (ADA), Affordable Care Act (ACA), and other federal laws
*Discussion of recent lawsuits brought by the EEOC against employers, and expectations for the EEOC's future regulations for wellness programs
*Action items for in-house counsel, as well as human resources and financial professionals in navigating the uncertainties and risks in offering wellness programs to their employees.
The Healthcare Trends Institute, an educational platform focused on the rapidly changing healthcare benefits industry, conducted its fourth annual employer benefits study. The national survey went to over 250 human resources executives, benefit specialists and other benefit decision makers from organizations ranging in employee size from less than 50 to over 2,500. The quality and cost of healthcare is on every employer’s mind. The CMS has potential healthcare spending reaching $4.2 trillion by 2020. With our nation in a state of transition right now, there are some relevant considerations employers are facing as they look to transform the inevitable cost curve ahead and meet yearly organizational healthcare cost containment goals.
The Survey formed the basis for the 2016 Healthcare Benefits trends report on the following topics:
CURRENT HEALTHCARE BENEFIT BENEFITS: Identifies the most widely implemented health plan and benefit strategies employers are relying on to control costs, administer a wide-range of employee benefits and remain compliant in an ever-demanding regulatory environment.
Use of and Interest in Defined Contribution Plans, Benefits Redesign, and Employee Communication: Examines the awareness by organizations of defined contribution plans, their advancement in retooling benefit offerings, and commitment to communication efforts that educate and engage employees.
HEALTHCARE BENEFIT TRENDS – LOOKING FORWARD: Recognizes new market trends and approaches employers are considering to meet the needs of multi-generational, diverse employee populations.
Healthcare problems that have plagued the employee health for years, don't have the be norm. Leveraging direct primary care, pharmacy and other scopes of work can dramatically improve access to quality care while reducing the costs.
As healthcare costs rise for employers and employees, one of the trends that has been reshaping the market is that of defined contribution—specifically through a defined contribution marketplace. With an average savings per employee of 9.1%, the benefits to employers is immense. See how defined Contribution is changing the healthcare and benefits marketplace as we know it.
Wellsource designs a revamped and improved Medicaid health assessment that streamlines the process and increases end user communication by up to 50%. For more information visit: http://www.wellsource.com/company-news/Wellsource-Designs-Medicaid-Health-Risk-Assessment.html
What should you know about Employee Wellness Programs in 2014 and Beyond? We've released an infographic, which provides an overview of the different types of wellness programs and their benefits, as well as a look at the trends among employers across the country regarding employee health and wellness.
Five years in, and the Affordable Care Act continues to command conversation in the benefits landscape. Industry players are still scrambling to implement new provisions, keep healthcare costs down, create infrastructure to support new reporting requirements, and develop new payer, provider and care delivery models.
This has, in turn pushed the respective hands of health plans, who have had to change their strategies to fit both the consumerization of insurance and the standards set forth under the ACA.
With end-users in the forefront, health plans must take the strategy implemented 15 years ago with the rise of the internet, and push the marketing and communication initiatives into overdrive to gain and retain customers.
Health plans are shifting their mentality and communication, ant the best of the best are putting time, money, and energy into literacy and new business initiatives.
To simplify, a health plan needs to put the consumer at the center of every decision it makes.
However, in order to plan, communicate, and effectively market to consumers, your health plan must know the consumer, the technology, and the future.
If you’re looking to grow your health plan, we have just released a new guide to help your health plan leverage trends in the post-reform consumer marketplace.
In our latest whitepaper, we share the keys to success for health plans, including the following:
Consumer Trends: Top 5 Healthcare Executive Consumer Strategy Points, Today’s Healthcare Consumers: Six Types of Consumers You Need to Know, Millennial Consumers Special Report
Technology Trends: Big Data, Administration Technology, Payment Technology, mHealth and more.
Future Trends: Accountable Care Organizations, The Future of Telehealth, Continues Rise of Private Exchanges
All of this, and insights on how to make it work for your health plan.
Download this detailed guide, Health Plans: Your Guide to Leveraging Trends in the Post-Reform Consumer Marketplace, free from the Healthcare Trends Institute.
http://www.evolution1.com/health-plans-your-guide-to-leveraging-trends-in-the-post-reform-consumer-marketplace.html
Our Workplace Wellness PowerPoint addresses the concerns of today's businesses and how WillPowerUSA's Workplace Wellness Programs can reduce health care costs and disability claims, and increase productivity and workplace morale.
Does your wellness plan need a compliance check?Polsinelli PC
Wellness programs are designed to promote employee health and fitness in hopes of also lowering a company's costs in providing medical benefits. W. Andrew Douglass, Shareholder and chair of Polsinelli's Employee Benefits and Executive Compensation practice, was joined by Associate Anne Prenner Schmidt to discuss:
*General overview of wellness programs, including health screening features, premium incentives, and other common plan designs
*Compliance issues for wellness programs under the *Americans with Disabilities Act (ADA), Affordable Care Act (ACA), and other federal laws
*Discussion of recent lawsuits brought by the EEOC against employers, and expectations for the EEOC's future regulations for wellness programs
*Action items for in-house counsel, as well as human resources and financial professionals in navigating the uncertainties and risks in offering wellness programs to their employees.
The Healthcare Trends Institute, an educational platform focused on the rapidly changing healthcare benefits industry, conducted its fourth annual employer benefits study. The national survey went to over 250 human resources executives, benefit specialists and other benefit decision makers from organizations ranging in employee size from less than 50 to over 2,500. The quality and cost of healthcare is on every employer’s mind. The CMS has potential healthcare spending reaching $4.2 trillion by 2020. With our nation in a state of transition right now, there are some relevant considerations employers are facing as they look to transform the inevitable cost curve ahead and meet yearly organizational healthcare cost containment goals.
The Survey formed the basis for the 2016 Healthcare Benefits trends report on the following topics:
CURRENT HEALTHCARE BENEFIT BENEFITS: Identifies the most widely implemented health plan and benefit strategies employers are relying on to control costs, administer a wide-range of employee benefits and remain compliant in an ever-demanding regulatory environment.
Use of and Interest in Defined Contribution Plans, Benefits Redesign, and Employee Communication: Examines the awareness by organizations of defined contribution plans, their advancement in retooling benefit offerings, and commitment to communication efforts that educate and engage employees.
HEALTHCARE BENEFIT TRENDS – LOOKING FORWARD: Recognizes new market trends and approaches employers are considering to meet the needs of multi-generational, diverse employee populations.
Healthcare problems that have plagued the employee health for years, don't have the be norm. Leveraging direct primary care, pharmacy and other scopes of work can dramatically improve access to quality care while reducing the costs.
As healthcare costs rise for employers and employees, one of the trends that has been reshaping the market is that of defined contribution—specifically through a defined contribution marketplace. With an average savings per employee of 9.1%, the benefits to employers is immense. See how defined Contribution is changing the healthcare and benefits marketplace as we know it.
Mobile Onsite Moms Services Event Solution is a pop up childcare service for events, conferences, workshops, etc..... Any where, Every where with adequate spacing.
The PLEI Portal project has developed a set of six user personas as an aid in the design of a website consolidating legal information and education aimed at British Columbians.
Learn why hundreds of corporations, tech firms, universities, health care organizations and government agencies are partnering with KinderCare Education to provide value-added family care benefits.
AppSphere 15 - Performance and Scalability Optimizations - Xerox Government H...AppDynamics
The Xerox Government Solutions Health Enterprise Portal supports all of the Health Care Program and Decision Support needs for MMIS management for several states. The solution is based on different IBM products, leveraging IBM Digital Experience and WebSphere Portal Server, WebSphere Application Server, Smarter Process and IBM Security Solutions. To ensure the best possible performance for the users of this major enterprise solution Xerox and IBM worked on optimizing the performance of the solution. To monitor and troubleshoot the solution and optimize the performance AppDynamics Performance Management was used. The session will explain the business drivers, use cases, and architecture choices selected for deployment. We will also discuss in detail how the team leveraged AppDynamics and other tools to optimize and manage the performance of the enterprise health care solution. Join us for a real world showcase how performance was optimized for a state of the art enterprise Health Care solution.
This deck was originally presented at AppSphere 2015.
Making IA Real: Planning an Information Architecture StrategyChiara Fox Ogan
Presented at Internet Librarian conference in 2001. Provides an introduction to what information architecture is and how you can use the methods to develop a good website.
Salesforce Communities Portal Conversion SolutionPerficient, Inc.
Our dedicated portal & communities practice has 11+ years of developing adoption roadmaps and working with our clients to implement successful governance procedures.
Whether your audience is customers, partners, or internal employees, Perficient’s proven industry leadership translates to high levels of adoption and engagement for communities we build.
Connecting the Healthcare Ecosystem - An Architecture for Improved HealthProlifics
While healthcare reform has many underlying goals and will solve many problems in the healthcare ecosystem, the essence is to provide seamless and secure connectivity, enabling the exchange of patient information, allowing improved continuity and coordination of care. The correct approach to enabling this connectivity will allow information to flow on an unprecedented scale, enabling better clinical decisions while allowing the patient, payer and provider to collaborate in new and meaningful ways. Join us in this session to learn how the WebSphere Healthcare ESB (Message Broker and Healthcare Pack), content and predictive analytics, Worklight mobile technology and Portal form the perfect building blocks for the future of healthcare.
Worksite Wellness: Small Steps to Healthier Employeesszapp
Many chronic health problems are caused by unhealthy, modifiable risk factors. Learn the importance of a health lifestyle and how implement a healthy behavior change program within your workplace.
Healthy Advantage Rewards is a new wellness product offered to employers through Security Health Plan. Visit www.securityhealth.org/healthyrewards for more information.
This white paper was written for Meritain Health, an AETNA company. It describes the value of an employee wellness program on an employer's bottom line and provides steps to successfully implementing a wellness program.
2. The Concept New legislation allows employer sponsored health plans to give rewards or assess penalties based on the results of a health assessment Premium Contribution Differentials Benefit Plan Differentials (deductibles, co-pays, co-insurance levels) Bravo Wellness has unique expertise in the design and administration of compliant wellness designs and fills a major gap in the health care and insurance industry
3. The Industry of Wellness Chronic diseases related to lifestyle account for 75% of national medical costs. Eleven separate studies by the Centers for Disease Control suggest that worksite wellness programs can produce significant improvements in employee health. —Centers for Disease Control,2006 53% of U.S. Adults think its fair to ask those with unhealthy lifestyles to pay more for their health insurance. (Up from 37% only three years ago.) —Wall Street Journal/Harris Interactive Poll
5. Percent of Adults Who Are Overweight or Obese* 67% 2/3 of adults are overweight or obese *Source: The Culprit and the Cure - Aldona
6. Health Management in the Workplace Better Employee Gains for the Organization Healthier Person 1. Health Status 2. Life Expectancy 3. Disease Care Costs 4. Health Care Costs 5. Productivity a. Absence b. Disability c. Worker’s compensation d. Presenteeism e. Quality multiplier 6. Recruitment and Retention 7. Company Visibility 8. Social Responsibility Lifestyle Choices Environmental 1. Leadership Vision 2. Policies/Procedures 3. Benefit Plans 4. Health Plans 5. Job Design 6. Incentives Health Management Programs 1981, 1995, 2000, 2006 D.W. Edington
7. Non-Discrimination Law 101 1996: HIPAA requires uniform coverage and non-discrimination 2001: Interim “bona-fide wellness rules” introduce exceptions for wellness plans – very restrictive 2007: Final Wellness Rules issued Distinction between incentives for participation and incentives “contingent upon the satisfaction of a health standard” “Benign discrimination provision” available 2008: FAB 2008-02 issued. Checklist for Wellness Programs
9. The Rewards TPA or Carrier Eligibility Manager BeniCompAdvantage Payroll Vendor Reward wellness with a reduced payroll contribution, a better health plan, a deductible credit or HRA deposit or a supplemental insurance policy – Expect 92% participation! Bravo Wellness administers program including screenings appeals and alternatives, calculates rewards and feeds to partner selected
11. Sample Design: Employee Earns Contribution Reduction or Penalty NOTE: Bravo Wellness manages appeals and gives alternatives if these goals are medically inadvisable or unreasonably difficult due to a medical condition.
12. Sample Design: Employee Earns Contribution Reduction or Penalty * Assumes previous contribution was 20%
13. Sample Design: Employee Earns Contribution Reduction or Penalty * Can pay $67 deposit plus $6.50/mo.
15. Healthy People = Healthy Company Tools for Healthy Living Meaningful Incentives Healthy Employees Cost Savings Productivity Gains Quality of Life Positive Message Legal/ Complaint Administration Quality Health Assessments
16. Program Process Review Design Engage Conducted by Bravo Wellness
17. Program Process [continued] Assess Employees Improve Health Reward Supplemented by Custom or Private Labeled Health Improvement Tools Bravo Wellness
18. Review Bravo Wellness reviews: Current plan designs and contributions Wellness initiatives to date Projected costs in multiple scenarios Health improvement tools available Corporate culture; readiness for change Can maintain current carrier/TPA
19. Design Based on Review phase findings, Bravo Wellness designs a compliant wellness program: Participation-based incentives Results-based incentives Tools for healthy living Communication campaign Outline optimal partners and workflows
20. Engage Launch employee communications Coordinate employee assessments (local and remote) Establish vendor contracts and business associate agreements Direct workflows
21. Assess Employees Bravo Wellness coordinates vendors for on-site screenings. Pre-Register at: www.bravowell.com/”companyname” Link to the Health Risk Assessment and complete questionnaire (i.e. Know Your Numbers Program) From confirmation e-mail, schedule your time for an on-site biometric screening Attend the on-site screening event Results will be sent confidentially to Bravo Wellness You will receive e-mail link to view your comprehensive results report
28. Improve Health Optional tools like Lifetime Fitness and Mayo Clinic’s EmbodyHealth Program available to employees and spouses Personal Wellness Portal Tools and Tracking Health Information Personal Health Record Self-help tools for better health
34. Reward Bravo Wellness communicates results and rewards earned Offers appeals in accordance with HIPAA Offers “reasonable alternatives” when required SSE&G provides legal opinion, plan language modifications and privacy releases
35. Summary Employers can engage a true solution Promotes healthy living and prevention Identifies high-risk issues early Immediately reduces health plan costs Creates a corporate culture of wellness Provides employees with access to tools to improve their health and a financial reason to want to