Webinars

December 17, 2020 • 1:00 PM – 2:00 PM ET

Pain and disability due to musculoskeletal injuries have increased over the past four decades, placing a heavy impact not only on the cost of our health care but also on the quality of life, mobility, productivity, and lost workdays of our employees.

There are a range of choices – analogous to a spectrum of light – associated with the products and services that can be offered within a self-funded plan. The flexibility and value of self-funded plans is your ability to have choice“

All employers struggle with managing benefits data. These challenges impose costs on HR organizations, and limit the ability of HR and benefits leaders to execute their plans.

While employers and brokers continue to develop health benefit offerings that are positioned to improve health outcomes and lower benefit costs, the needs of today’s workforce also require a focus on gender equality and diversity.

The health insurance marketplace is complex, expensive, and fragmented.  With Net Promoter Scores often in the negative, many people are unhappy with their health insurance and find accessing care and navigating their insurance company difficult.

In the U.S., consumers very rarely know in advance what they are paying for health care or if there are any alternatives. This is one of the major reasons why employer health care costs are on the rise today.

Healthcare costs have been skyrocketing for years. Employers want to provide comprehensive and affordable coverage for their employees, but don’t know how to tell which performance claims are true and which are smoke and mirrors.

57% of Americans have received a surprise medical bill in the last five years. For those who haven’t received one, it’s likely that their employer is picking up the tab (often times without even realizing it). Surprise medical bills stress employees out and could be inflating employer health care costs unnecessarily. It’s a lose-lose situation for everyone – except the provider.