Medical Expense Reimbursement Plans (MERPs), such as Health Reimbursement Arrangements, and Healthcare Reimbursement Plans, are defined as self-insured group health plans. As such, MERPs are required to follow group health plan non-discrimination rules. This article outlines the non-discrimination rules and how they related to MERPs.
We write a lot about employee benefit trends and how to offer great work benefits on a small business budget. Yes, there are lists of top types of employee benefits, but what it really comes down to is offering cost-effective benefits that help your unique company recruit and retain key employees. It’s about offering benefits that will have a positive return on your investment. So, how do you track and measure what employees value in work benefits? One simple, powerful tactic is to ask employees through surveys - then listen and take action. The steps are simple.
A Health Savings Account (HSA) is a tax-advantaged financial account paired with a qualified high-deductible health plan (HDHP). An HSA may be used to pay for qualified medical expenses tax-free, and to save for the future. Many employers offer employees HSA contributions as part of their healthcare benefits packages. With an HSA, there is an annual contribution limit adjusted each year by the Internal Revenue Service (IRS). This article outlines the HSA contribution limits, and other HSA guidelines, for 2017.
As group health insurance costs continue to rise, one strategy employers evaluate is a formal wellness program. In fact, a recent Wells Fargo Insurance survey found 51 percent of employers are looking to add or increase wellness initiatives to improve the health of their workforce. Employees appear to be on board as well. According to a recent HealthMine Survey, 75 percent of employees want their employer to offer health and wellness incentives. So, do wellness programs really save companies money? The answer may not be so cut and dry.
Your small business offers employees health insurance, or a contribution toward employees' healthcare, and you want to ensure you are not making any expensive compliance mistakes. At the same time, you need to understand and address compliance quickly to avoid costly fees during an audit. Sound familiar? If so, this article will help.
As the landscape of employee benefits changes, employers are faced with new challenges. According to a recent employer survey by Benefits Selling, the top four employee benefits issues in 2015 were: increasing costs, handling benefit changes, working with brokers, and dealing with health care reform. So, how can employers - especially smaller employers - deal with these employee benefits challenges? Keep reading. In this article, we'll cover the top four employee benefits challenges and outline strategies for dealing with these issues on a small business budget.
Job benefits are important component of employee retention. After all, worker appreciation can foster loyalty, productivity, and stronger business results. Times are changing, though, and so are employee expectations. So, just what do employees appreciate? And, what type of job benefits really work?
When the Affordable Care Act, also known as Obamacare, was signed into law in 2010, the public’s view of the health reform law was polarized - some loved it, others hated it, and some simply did not know. Today, the public’s view remains much the same. This is according to the Kaiser Family Foundation (KFF) ACA opinion polls, which have tracked the public’s view on Obamacare since 2010. This article provides a brief look at the findings from the poll over time and by demographic.
Healthcare reform mandates applicable large employers to either offer health insurance coverage or pay a tax penalty. A common question we receive from small business owners is, “Will I be fined if an employee declines our company provided health insurance?”
Whether you’re a small business owner or a small business advisor, here’s a phrase we all know too well - health care costs are rising. But, why? Here is a concise summary of eight key trends driving the rising costs of health insurance in America today.
Disclaimer: The information provided on this website is general in nature and does not apply to any specific U.S. state except where noted. Health insurance regulations differ in each state. See a licensed agent for detailed information on your state. Zane Benefits, Inc. does not sell health insurance.