Human Capital Management Blog

In the employer market, deductibles have increased 67% since 2010. As more employers steer plan participants toward High Deductible Health Plans (HDHPs), Health Savings Accounts (HSAs) can often sweeten the transition. HSAs are a benefit available only to members participating in a HDHP. Both employers and employees can make pre-tax contributions into the account, and store up pre-tax cash to pay down deductibles when they incur claims. To boot, employees can take their HSA with them once they leave the employer. Employee's contribute pre-tax, the accounts grow tax-free, and withdrawals for qualifying expenses are made tax-free. It has some great benefits. That being said, employers already offering a Flexible Spending Account (FSA) to employees ought to keep a few potential pitfalls in mind as they transition.

Recently had a disgruntled HR Director on the phone. Conversation went as follows… Me: “Can you describe to me your open enrollment process?” Her: “It’s all paper, it takes up too much time, it’s a mess, and I hate it every year.” For most people, November and December brings on thoughts of turkey, family, and Holiday cheer. For the rest of us with January renewals just around the corner, tis the season to be pushing paper! For the HR professional looking at ways to streamline their benefits open enrollment in the coming year and reduce the amount of labor and opportunity costs associated, here are 5 tips that have cut open enrollment timelines by 75% and returned nearly a month of productivity to HR departments.

Long gone are the days of smoking cigarettes  in the break room and a quick cocktail at lunch…..Corporate employee wellness plans are becoming wildly popular among many organizations as their overall goal is to create a corporate culture of health, while increasing productivity and employee morale. Most importantly their main goal is to prevent large unnecessary claims, therefore reducing overall health care spend.