The Wrong Tax Question in Wellness
Employers ask the same question every time a wellness vendor walks in the door: can we write off the program? The answer is yes. Accountants have deducted...
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Employers ask the same question every time a wellness vendor walks in the door: can we write off the program? The answer is yes. Accountants have deducted...
Employee assistance programs are among the least expensive benefits an employer can offer. A standard EAP contract typically costs between $12 and $40 per...
A high-performance provider network is a plan design tool, not a separate benefit. Employers and health plans use claims data, clinical quality measures,...
Most health engagement programs measure activity. They leave prevention unmeasured. A platform can report high monthly logins while the share of employees...
Employers that track where surgeries happen can cut their healthcare spend by thousands of dollars per case. The price difference between a procedure...
Employer healthcare costs vary more by geography than by industry. A 300-person trucking firm in Birmingham and a 300-person trucking firm in Seattle can...
Most employers that adopt reference-based pricing spend months preparing for provider balance bills. They negotiate hold-harmless language with repricing...
A hospital stay in December. The bill lands in February. The old stop-loss carrier says “no” because the policy ended at midnight on December 31. The...
A company that sponsors a self-funded health plan becomes a fiduciary the moment the plan document is signed. Most employers understand this means watching...
Healthcare costs are the second-largest line item for most employers after wages. Premiums have climbed 5 to 7 percent each year for the past two decades,...
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