In the world of consumer driven health care, employees are encouraged to make wise health care decisions and get the most for their money. However, consumers often find the world of health care to be complex and confusing.
Comparison shopping, understanding diagnoses and treatment options, confusing medical terminology and negotiating insurance claims have all heightened the need for an intermediary. Thanks to patient advocate services, a growing number of patients are gaining comfort and security as they navigate today’s health care system.
As technology has developed, so has people’s ability to overcome the traditional communication barriers of time and distance. The practice of telemedicine is a step forward in the health care industry to use telecommunication to bridge the gap of time, distance and affordability to reach patients in need of medical attention.
What is Telemedicine?
Telemedicine uses technology to facilitate communication, whether real-time or delayed, between a doctor and patient who are not in the same physical location for the purpose of medical evaluation, diagnosis and treatment. Advances in telecommunication allow the exchange of medical information from one site to another to serve patients in a clinical setting.
Employees are used to sharing in the cost of their employee benefits. What often goes unnoticed however are the value-added programs that are often available with today’s benefit plans. These programs can provide professional resources and expertise to help employees make the most of their coverage, while promoting productivity and wellness.
Health savings accounts (HSAs) are a growing trend in health care. An HSA is a tax-exempt savings account established for the purpose of paying for the qualified medical expenses of an individual and/or his or her spouse and tax dependents. HSAs are designed to provide eligible individuals with the following federal tax benefits:
In addition to tax benefits, individuals covered under an HSA are more likely to seek preventive care, choose generic drugs, not misuse the emergency room, and use online tools to research health care providers.
The year may be winding down, but experts are already making their predictions for the hottest employee benefits in 2018. In a recent Employee Benefits News article, industry leaders expect benefits in the category of financial well-being to be the highest in demand.
Holiday-related stress and depression can cause headaches, excessive alcohol consumption, overeating and insomnia.
To combat these side effects, it is best to identify the cause of your stress and then take steps to rectify them. Consider the following suggestions:
The United States is experiencing an ever-tightening labor market, where the number of jobs available exceeds the number of qualified candidates. One way employers can recruit and retain top talent is by offering voluntary benefits and educating employees on how to use the voluntary benefits they offer.
According to Gallup, nearly 50 percent of employees report they would leave their employer for a company that offered benefits beyond medical insurance. Offering these benefits isn’t all employers need to do, though. In order for employers and employees to get the most out of these benefits, employees must be made aware that they exist and be educated on how to use them.
Open enrollment is the perfect time to start talking to employees about the voluntary benefits that are offered at your organization.
The holidays are often a stressful time of year, and money problems are one of the leading causes of that stress.
If you haven’t budgeted ahead for the holiday gift season, don’t despair—with proper budgeting and a handful of smart shopping ideas, it is still possible to find the perfect gift for everyone on your list without breaking the bank!
Hospitals face unique challenges that contribute to the risk of injury and illness. From lifting and moving patients, needlesticks, slips, trips, and falls – when an employee gets hurt on the job, hospitals pay the price in many ways, including:
While simple in theory, life insurance benefits can quickly become complex when beneficiary designations are incomplete, inaccurate, or out of date. As an employee benefit, group life insurance is intended to help employees protect the financial futures of their family members or individuals or organizations they care about. Without careful beneficiary planning, intended recipients may face long delays in receiving benefits—or miss out completely.
Employees can name any person or entity (except their own employer) as a beneficiary, including family members, friends, trusts or charities. But without proper beneficiary designations, an employee’s death benefit can sometimes be left to chance. If there is no beneficiary on file, death benefits are typically paid according to the group policy provisions. In these cases, the beneficiaries may or may not be who the employee had in mind.