No More Fear!
The Government Gives You the POWER and PROTECTION to Control and Reduce Costs
On December 13, 2006, the federal government finally clarified the new HIPAA and wellness regulations so employers are able to understand specifically what they can do to control and reduce employee health insurance claims costs. Until now, fear of personal and corporate law suits and fines prevented employers from enforcing wellness and disease management programs. That has all changed. Once employers understand the legal do’s and don’ts of the final HIPAA nondiscrimination rules (effective for plan years beginning on or after July 1, 2007), they can wield a “big stick” to enforce compliance with full protection. First, they need to understand what is permissible.
NOW YOU CAN GET ANSWERS TO YOUR BURNING QUESTIONS!
- How much more can you charge employees for your health plans depending on their various health activities?
- Can I terminate an employee’s coverage for non-compliance?
- Can I enforce mandatory participation in wellness and disease management programs?
- What type of incentives can I give employees to do the right thing?
- What if employees can’t accomplish these goals?
- How do I accommodate an employee’s physician and still comply with the alternative care provisions?
- What are my options to handle spouses who represent 30-40% of claims?
- Now that I am personally and corporately protected, how do I develop a plan that my employees embrace and believe is in their best interest without appearing like I am “big brother?"
WHAT CAN AN EMPLOYER DO?
- By understanding the boundaries of permissible incentives, an employer can structure wellness programs that really drive the long-term health of its employees.
- Through careful design of program elements, spouses and dependents (the often unseen drivers of cost escalation) can become an integral part of the group’s overall health improvement.
- Using properly developed HIPAA ‘firewalls,’ employers can pinpoint areas of potential abuse and develop programs that target the specific needs of their population…no more shotgun approach to wellness!
- Employers can determine whether an immediate increase in benefits can actually result in decreased insurance premiums.
- Structuring the incentive and design strategies correctly enables employees who would otherwise ignore calls for improved health to become the plan’s most ardent proponents.
Knowing the likely course of future regulatory change, the employer can initiate a program today that will mesh seamlessly with tomorrow’s push toward lifestyle-centered benefit plans. For additional information and FAQs About The HIPAA Nondiscrimination Requirements, please click here. WANT TO LEARN MORE?
It’s liberating! In short, you now have the power to really control your costs without any liability. The question is how will you use this power? Wellness and disease management can reduce your costs up to 25%! It’s proven. Call Corporate Synergies today at 1.866.CSG.1719 or click here to contact us. We have model plans, designs, communications and the legal answers to make sure you’re protected.
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