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An opt-out may encourage healthy individuals to drop coverage, leaving the employer with a pool of employees who will incur higher-dollar claims. (Photo: Shutterstock)Recommended Stories
IN-DEPTH – A 7% health plan hike in 2024: What’s behind the numbers?
The PwC Health Research Institute queried health plans on multiple factors, which could help employer plan sponsors take action now to deflect some of the “cost inflators” predicted to boost medical spending next year.
Ready to implement SECURE 2.0? Manual HR processes will leave organizations scrambling
With SECURE 2.0 signed into law, featuring new auto-enrollment requirements, retirement advisors can help prepare payroll systems for the new regulations, otherwise employers will face the possibility of fines.
Resource Center
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Overcoming Rising Healthcare Costs: Insights from Recent Research
This report’s key findings provide valuable insights for clients considering or implementing programs aimed at cost reduction, while also wanting to ensure that employees have access to high-quality care.
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Is It Time To Change Your Team's Wellness Plan?
If your health & wellness plans aren’t cohesive, don’t include costly aspects of wellness like chronic conditions, or don’t feel tailored to the specific needs of your people, it’s time to consider another solution. Download this white paper to learn how to check all the right boxes and deliver value--for both your people and your bottom line.
Checklist
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What Type of Employer Should Brokers and Consultants Be Introducing to TPAs?
This checklist will help you determine which of your clients will benefit most from a TPA and acts as a helpful resource for them to ensure a successful transition from a fully funded model to a self-funded plan.
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