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Benefits Quarterly

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https://www.readbyqxmd.com/read/27491142/pharmacies-denied-injunction-against-pharmacy-benefit-manager-grasso-enterprises-llc-v-express-scripts-inc-809-f-3d-1033-8th-cir-jan-11-2016
#1
(no author information available yet)
No abstract text is available yet for this article.
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27491141/engagement-and-empowerment-through-self-service
#2
Jason Endriss
Self-service tools represent the next frontier for leave and disability. This article discusses several critical com- ponents of a successful leave and disability self-service tool. If given the proper investment and thoughtfully designed, self-service tools have the potential to augment an organization's existing interaction channels, im- proving the employee experience while delivering efficiencies for an administrative model. In an operating en- vironment in which cost savings sometimes are at the expense of employee experience, such a win-win solution should not be taken lightly and, more importantly, should not be missed...
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27491140/don-t-let-disability-derail-long-term-financial-security-enhancing-retirement-security-in-a-dc-world
#3
Anna M Rappaport
Long-term disability (LTD) protection, such as a defined contribution (DC) disability supplement, is critical for good long-term security in a DC environment. For those with a strong LTD program already in place, this challenge can be addressed by providing a DC disability benefit that replaces DC contributions during periods of LTD. If there is no LTD program, that is needed first. Appropriate disability coverage is vital if the DC system truly is to deliver long-term retirement security. This article discusses issues in achieving such coverage and provides ideas to help in developing programs...
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27491139/a-generation-with-income-to-protect
#4
Amy C Friedrich
From an employee benefits perspective, generational differences undoubtedly play a big role in not only how to communicate with employees about their benefits but what benefits to offer. Yet while there's been a lot of talk about how to reach other generations, information about connecting with Generation X is harder to come by. This article discusses the state of Generation X's unique income protection and financial concerns. The author shows how offering income protection to Generation Xers not only helps them deal with today's expenses and prepare for the future but can also help employers meet business objectives such as attracting and retaining top talent...
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27491138/integrated-disability-management-implementing-a-customized-whole-person-approach
#5
Phil Bruen
This article describes how incorporating integrated disability management can address business challenges. It includes case studies featuring organizations that used a "whole-person approach" to result in (1) greater and more effective communication and reporting, (2) more satisfied and productive employees and (3) cost savings through quicker return to work when legally and medically appropriate, all in alignment with the particular needs of a given firm. One size most definitely does not fit all.
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27017797/helping-dc-plan-participants-hedge-longevity-risk
#6
Roberta Rafaloff
To help retirees turn savings into a steady, permanent income stream they won't outlive, the U.S. Treasury Department has made it easier for defined contribution plans to offer qualifying longevity annuity contracts (QLACs). This article explains the features of QLACs and why both employees and employers are finding this type of insurance an attractive option, as it protects people against their greatest risk in retirement--longevity. The author provides five steps a plan sponsor needs to take to add a QLAC...
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27017796/mythbusters-the-case-for-retirement-income-in-dc-plans
#7
Ron Austin, Steve Shepherd
Myths persist about retirement income solutions in defined contribution (DC) plans. The authors put six common myths to the test: (1) that few plans offer a retirement income option, (2) that retirement is solely a product decision, (3) that retirement income options lack fiduciary clarity, (4) that it's difficult to implement a retirement income option, (5) that retirement income options can be viewed similarly to an asset class and (6) that retirement solutions are too difficult to communicate to participants...
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27017795/how-to-open-the-door-to-the-roth-401-k-savings-opportunity
#8
Jamie Knopping
For many employees, Roth 401(k) contributions are a smart move toward strengthening retirement readiness, yet they remain markedly underused. Employers should consider providing the option, educating employees on its value and providing a good modeling tool to help plan participants make the Roth decision. Doing so could both increase overall 401(k) participation and lead employees to save more for retirement--which would help the enterprise meet organizational goals by maintaining high employee engagement and productivity levels and reducing talent-related risk...
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27017794/getting-the-horse-to-drink
#9
Jerry Patterson
Most employers understand the frustration of seeing their employees pass up retirement savings opportunities. This article reviews the problem of insufficient retirement savings and describes simple plan design features that can make it easier for employees to do what's best for their financial futures. The author provides a case example showing what impact such changes can have on participation, deferral rates and account balances.
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27017793/are-your-employees-retirement-ready
#10
Alan H Vorchheiner, Cynthia O Zaleta
Much of the discussion on the decumulation phase of retirement savings has focused on the lack of any lifetime annuities. But there is a whole range of options sponsors can employ to facilitate the generation of retirement income and bolster financial wellness. As U.S. employers show no sign of substantially increasing spending on compensation or benefits, it is imperative that human resources professionals help employees--particularly the retiring baby boomers--to maximize what they have saved. This article presents five first-step ideas toward achieving that goal...
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/27017792/an-individual-perspective-on-risk-in-a-dc-usually-401-k-environment
#11
Anna M Rappaport
Traditional benefit packages once typically included defined benefit (DB) pension plans and focused on identifying the key financial risks facing employees, deciding which were more serious and developing strategies to protect employees from those risks. Today, defined contribution (DC) plans often are the primary retirement security vehicle, and much of the risk protection has been taken out of the benefits package. This article focuses on some of the risks facing employees, identifies which are covered by the typical 401(k) plan and which are not and provides ideas for managing risks not covered directly by the typical plan...
2016: Benefits Quarterly
https://www.readbyqxmd.com/read/26666092/catastrophic-medical-claimants-after-aca-s-removal-of-annual-and-lifetime-limits
#12
Ryan A Siemers
Among the many provisions of the Affordable Care Act, one that initially received lesser attention or concern was the removal of annual or lifetime dollar maximums on group and individual health insurance. It was a rare occurrence for claimants to even approach the formerly lofty limit of perhaps $1 million or $2 million lifetime. However, their removal has aligned with a significant uptick in severely catastrophic claimants--particularly those in excess of $1 million or more. The drivers are several, and alert plan sponsors need to take proper actions to protect the financial viability of their self-funded medical plans...
2015: Benefits Quarterly
https://www.readbyqxmd.com/read/26666091/strategic-planning-for-health-care-cost-controls-in-a-constantly-changing-environment
#13
William E Hembree
Health care cost increases are showing a resurgence. Despite recent years' comparatively modest increases, the projections for 2015 cost increases range from 6.6% to 7%--three to four times larger than 2015's expected underlying inflation. This resurgence is just one of many rapidly changing external and internal challenges health plan sponsors must overcome (and this resurgence advances the date when the majority of employers will trigger the "Cadillac tax"). What's needed is a planning approach that is effective in overcoming all known and yet-to-be-discovered challenges, not just affordability...
2015: Benefits Quarterly
https://www.readbyqxmd.com/read/26666090/step-into-patients-shoes-how-to-understand-and-apply-a-patient-centered-perspective
#14
Liz Webler Rowell
Is your health plan truly encouraging employees to be health care consumers? Research in health literacy and patient health engagement may unlock new solutions. This article offers concrete ways employers can shift their frame when designing and communicating health plans, empowering employees to be better self-advocates.
2015: Benefits Quarterly
https://www.readbyqxmd.com/read/26666089/health-care-consumerism-lessons-my-401-k-plan-taught-me
#15
Allen T Steinberg
Changes to the U.S. health care system are here. As we think about how individuals will pay for health care--while actively employed and while retired--our experiences with 401(k) plans provide some valuable lessons. In order to support employees in this new health care world--a challenge arguably more daunting than the 401(k) challenge we faced 20 years ago--some very different types of support are needed. Employers should consider providing their employees with the resources to manage health care changes.
2015: Benefits Quarterly
https://www.readbyqxmd.com/read/26666088/restructuring-employee-benefits-to-meet-health-care-needs-in-retirement
#16
Richard M Ward, Robert B Weinman
Health care expenses in retirement are the proverbial elephant in the room. Most employees don't know how big the elephant is. As Medicare solvency and retiree health care issues receive increasing attention, it is time to rethink overall benefit approaches and assess what is appropriate and affordable for an organization to help achieve workforce renewal goals and solve delayed retirement challenges. Just as Medicare was never designed to cover all of the post-65 retiree health care costs, neither is a workplace retirement plan designed to cover 100% of preretiree income...
2015: Benefits Quarterly
https://www.readbyqxmd.com/read/26666087/fine-tuning-the-impact-of-play-or-pay-strategies-evaluating-compensation-adjustments
#17
Elliot N Dinkin
One of the options available to employers under the Affordable Care Act is to drop health care coverage, pay a penalty and provide some form of additional compensation to employees. This article describes a process for evaluating this option, including considerations for establishing the amount of compensation to be provided, if any. It identifies a number of complexities and provides hypothetical examples of how employers might apply this option to employees with different salaries, ages and family statuses...
2015: Benefits Quarterly
https://www.readbyqxmd.com/read/26666086/individual-vs-employer-based-health-care-changing-solutions-for-discrete-populations
#18
Jim Winkler
The Affordable Care Act has served as a catalyst for the changes currently underway in the U.S. health care system and accelerated change underway over the past two decades. Employers are striving to make sense of an evolving health environment while meeting the needs of an increasingly diverse workforce. The health care landscape has shifted from the "Era of the Health Plan" to the "Era of the Person," where employers must pay heed to the distinct needs of each discrete population. To achieve optimal business performance, employers must adopt differentiated solutions that make health care local, personal and specific...
2015: Benefits Quarterly
https://www.readbyqxmd.com/read/26540966/chiropractors-class-action-certification-demaria-v-horizon-healthcare-services-no-11-7298-d-n-j-june-1-2015
#19
(no author information available yet)
No abstract text is available yet for this article.
2015: Benefits Quarterly
https://www.readbyqxmd.com/read/26540965/official-plan-documents-rule-prichard-v-metro-life-ins-co-783-f-3d-1166-9th-cir-2015
#20
(no author information available yet)
No abstract text is available yet for this article.
2015: Benefits Quarterly
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