Employers often report being frustrated when they offer what they believe to be an innovative health insurance option to employees and few people select it during the enrollment period. This experience makes employers less likely to offer such options, even though they are convinced that their workers would be healthier and costs over time lower if employees took advantage of the opportunity.
One solution: force employees to opt out, rather than opt in, to such programs. But how well does that work?
Researchers at UCLA can offer some insight into that. The short answer: Yes, opt out works very well. But how did they determine this?
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Dan Cook
Dan Cook is a journalist and communications consultant based in Portland, OR. During his journalism career he has been a reporter and editor for a variety of media companies, including American Lawyer Media, BusinessWeek, Newhouse Newspapers, Knight-Ridder, Time Inc., and Reuters. He specializes in health care and insurance related coverage for BenefitsPRO.
