Your healthcare and business costs are determined by the health of your employee population and how they manage their well-being. Using data to manage your cost and create benefit packages that energize and engage employees can help you stay ahead of your competition. We harness the power of our broad and deep intellectual capital to transform your raw data into practical, useful information. We use your business history, our client experiences, and insights gleaned from national trends to support your decision making.
Using a robust clinical data analytic tool, along with the help of skilled health management consultants, you can pinpoint drivers behind your healthcare costs. Our team looks for risks associated with your employee population, the role chronic conditions may play in your employees’ health, gaps in care, use of healthcare services across the continuum and other indicators to guide benefit decision making.
Our on-staff actuary takes things one step further by identifying not just cost advantages but also behavioral changes that take place whenever you alter your plan design. We compare trends in cost, utilization and population health to help you create a healthier, more productive workforce. Employee surveys are also considered to provide insights to help shape programs and your benefit packages.
Understanding your claims experience and what matters most to your employees empowers you to manage costs, improve the health of your employees while increasing productivity and engagement.
May Threat Intelligence highlights include cyber attacks on Microsoft’s SharePoint software, Windows 10, various business applications, online college bookstores, tax accounting software, and even a church.
The July 31 Form 5500 filing deadline for calendar-year ERISA plan sponsors is right around the corner. You may think you have all of your ducks in a row, but employers sponsoring health and welfare plans often make common errors which can lead to hefty penalties. It’s worth your time to take a closer look and make sure none of your ducks have gone astray.
The question is relatively straightforward: How do you as an employer offer salaries and compensation structures that are attractive to employees, while still promoting your organizational profitability? The answer is simple: salary benchmarking. Understanding the process is considerably more complex.
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