Commentary

The program offers more benefits, but using the benefits is not always easy.

The executive order and related changes impact not only federal employers but also private businesses, government contractors and educational institutions.

Just as baseball teams once fixated on home run hitters while overlooking equally valuable players with different skill sets, many organizations focus heavily on traditional big-ticket benefits like premium health care plans while missing opportunities to create greater value through strategically allocating their benefits budget.

A good compliance program takes both reactive and proactive approach to ensure that the organization is up to date and meets disclosure requirements in the states where the organization operates and currently has employees and in states where its next employees may be. 

Automated, technology-driven solutions offer a clear path to eliminate costly billing discrepancies, streamline administrative processes, and provide deeper financial insights, ultimately safeguarding against overspending and driving long-term savings.

Seventy-nine percent of U.S. employees feel detached from their job.

If we can play at being race care drivers and airplane pilots, why not take a turn as the nervous stewards of dwindling pots of premium dollars?

While rising costs are concerning, there’s good news -- 84% of employers’ health plan spend is tied to areas can be managed strategically to reduce costs without compromising care.