The Survey Results Seminar provided participants with exclusive insight into what other Michigan employers are doing to manage benefit plan costs, what changes are planned for the coming year, and a comparison to Southeast Michigan employers. In today’s economy, these statistically accurate findings are particularly important to employers in gauging market trends. Attendees earned 2.75 credits towards their PHR/SPHR/GPHR recertification.

Survey Participants learn what other Michigan school districts and employers are doing to manage benefit plan costs, review changes that are planned for the coming year, and other key findings

Survey Participants including local Municipalities and other government entities review the year’s findings, discuss local and national trends, and discuss what Michigan’s public and private employers are doing to manage benefit plan costs.

This seminar focused on the latest guidance and details as they pertained to the 2012-2013 issues such as W-2 Reporting, Summary of Benefits, and more. Attendees earned 2.75 continuing education credits towards their PHR/SPHR/GPHR recertification

The second wave of Health Care Reform hits in 2014, setting in motion several important changes: the “individual mandate”; the “Play or Pay” Rule for employers; the Health Insurance Exchanges. This seminar was designed to help attendees: understand the global impact Health Care Reform will have on the market and organizations; identify the potential cost impact; prepare for employees’ questions; and outline key issues to monitor and discuss with Upper Management. Attendees earned 2.75 continuing education credits towards their PHR/SPHR/GPHR recertification

This seminar provided Human Resources professionals with an overview of Health Care Reform as well as action steps for administering their plan in this new environment. Attendees earned 2.75 continuing education credits towards their PHR/SPHR/GPHR recertification

Employers are facing significant budgetary challenges, trying to survive the current economic environment – one that is particularly challenging in Michigan. Mid-size organizations (100 to 10,000 employees) must balance cost management with their need to offer a benefits package to help retain and recruit quality employees. So how do organizations manage their health care costs in light of current trends? McGraw Wentworth’s seminar shared strategic cost control strategies defined as: (1) Quick Hits – easy to implement and has potential to generate savings quickly; (2) Slow Plays – take more time to implement and see results over time; (3) “All In” – somewhat risky and involve some investment, savings could affect trend over long term. Attendees earned 2.75 continuing education credits towards their PHR/SPHR/GPHR recertification

Section 125 Cafeteria Plans are notoriously complex to administer. We reviewed the basic rules, regulatory requirements and midyear status changes. We then graduated to the more complex elements such as coordinating with FMLA, nondiscrimination issues, and more, to help HR professionals manage the day-to-day challenges that arise. Attendees earned 2.75 continuing education credits towards their PHR/SPHR/GPHR recertification

Identified cost savings opportunities and cost management strategies which are particularly important in the current challenging economic environment. In addition, we reviewed employee communications and engagement strategies. Attendees earned 2.75 credits towards their PHR/SPHR/GPHR recertification.

This is the topic most requested by seminar attendees as a “hot issue” to address. So, in this session, we addressed the basic elements of COBRA and compliance and then dove into more complex topics such as auditing. Attendees earned 2.75 credits towards their PHR/SPHR/GPHR recertification.

This issue has come to the forefront with the changes at the Big Three and the administration of VEBAs now being handled by unions. We provided updates on retiree/employee education, Medicare Part D, Medicare Advantage Plans, and cost management strategies such as HRAs and VEBAs. Attendees earned 2.75 credits towards their PHR/SPHR/GPHR recertification.

This seminar focused on a short list of popular cost control strategies and the pro’s and con’s of each strategy. More than just theory, we provided real-world examples of each strategy as it was put into action. Attendees earned 2.75 credits towards their PHR/SPHR/GPHR recertification

Consumerism is more than just CDHPs. This seminar highlighted a range of benefit plan options designed to engage employees in managing their health along with managing the cost of health care, including tools available to help HR professionals. Attendees earned 2.75 PHR/SPHR/GPHR Recertification Credits.

Attendees learned strategic as well as tactical steps for implementing and managing a cohesive and engaging wellness program. Guest speaker was D.W. Eddington Attendees earned 2.75 PHR/SPHR/GPHR Recertification Credits.

Overview of affected employers, potential state law changes or conflicts, notice requirements, and what employers could do to effectively manage FMLA.

Considered the core requirements and costs for retiree health care plans. Updated on information about Medicare Part D benefits and costs. Discussed options available to coordinate retiree health benefits with Medicare Part D. Learned about opportunities to help your baby boomer population plan and secure retiree health benefits with minimal cost to your organization.

Learned the latest strategies for integrating consumerism into your organization’s benefit plans. Examined in-depth disease management and wellness strategies that improve the overall health of your workforce. Understood the differences between Health Reimbursement Arrangements and Health Savings Accounts and gained insight in determining which may fit best in your organization. Reviewed other strategies available to manage costs if a full-blown consumer-driven health plan is not an option.

Explained regulations that determine when an employee may make a mid-year election change to a Section 125 plan. Highlighted what qualifies as a change in status event. Learned how to apply the sometimes confusing rules when a Section 125 plan change occurs. Provided real-life examples that illustrated how to apply the rules discussed.

The Security Rule is widely perceived as an Information Technology responsibility. While many of the action items should be handled by your Information Technology Department, your Human Resources Department will be responsible for compliance steps as well. This session familiarized attendees with the purpose of the Security Rule and its primary goals, reviewed how this Rule applies to various organizations, and delivered a comprehensive action plan organizations can use to implement a compliance plan.

The launch of Medicare Part D will have impact on many organizations. This session will address the details of Part D and its impact on retiree health plans. For organizations that do not sponsor formal retiree health care programs, the session will address strategies they can use to assist their employees with retiree health care needs without sponsoring a retiree health care plan.

Health care costs continue to be the number one concern of most top-level executives. The costs have become a major expense in most organizations and managing this expense is exceptionally challenging. The Attacking Health Care Cost seminar discussed a wide range of strategies organizations can consider to reign in skyrocketing medical costs. Tactics and strategies examined included eligibility management, prescription drug plan management, wellness and disease management initiatives and Consumer Driven Health Plans. The problems related to the health care delivery system in the United States have not been solved. It will take diligent and persistent efforts in most organizations to keep this risk manageable and affordable.

Tired of handling all your benefit administrative transactions in paper? You are not alone. Many companies are moving much of their administrative task work from the paper to the electronic realm. We will examine electronic data management and address many of the complexities involved in working in the electronic realm. You will learn:
How organizations are using technology in benefits administration and human resource data management; Strategies your organization can use to streamline the administrative process; Internet enrollment vendors and options to investigate;. Potential pitfalls of the Internet enrollment process. This session will be an educational opportunity to assist your organization in analyzing what technology tools can be used to simplify the administrative process. This seminar will not promote one strategy to meet every organization’s needs, but will offer an education on how electronic management works and how to evaluate which options will work for you.

The Security Rule is widely perceived as an Information Technology responsibility. While many of the action items should be handled by your Information Technology Department, your Human Resources Department will be responsible for compliance steps as well. This session will acquaint you with the purpose of the Security Rule and its primary goals. In addition, we will review how this Rule applies to various organizations. We will also deliver a comprehensive action plan your organization can use to implement a compliance plan.

Prescription drugs represent a significant portion of health plan costs. For self-funded plans, Pharmacy Benefit Managers have significant control over the cost of your prescription drug program. This seminar addressed: How PBMs operate; Contract provisions; Rebate structures; Internal management programs. Understanding these provisions and programs will help organizations better negotiate with your vendor and secure optimum pricing on your prescription drug program

The Security Rule is widely perceived as an Information Technology responsibility. While many of the action items should be handled by your Information Technology Department, your Human Resources Department will be responsible for compliance steps as well. This session will acquaint you with the purpose of the Security Rule and its primary goals. In addition, we will review how this Rule applies to various organizations. We will also deliver a comprehensive action plan your organization can use to implement a compliance plan.

Health care costs continue to rise at an alarming rate, and many employers are struggling with ways to contain these costs. This seminar reviews the historical development of the health care system and how it relates to employers today. We will also explore creative ways for employers to reduce healthcare costs including cost sharing strategies and consumer driven arrangements.

This seminar provided a comprehensive explanation of the Privacy Rule under the Health Insurance Portability and Accountability Act (HIPAA). We discussed what parties are affected by the rule, the compliance dates, and the scope of the rule. We also addressed what employers need to do to comply with the rule, and we provided an action plan.

HIPAA’s Electronic and Code Set Rules – The first section of the seminar provided an overview of the Electronic and Code Set Rules under the Health Insurance Portability and Accountability Act (HIPAA) and discussed how these rules impact employers’ plans.
Electronic Distribution of Key Plan Documents -The second section of the seminar explored the Department of Labor’s electronic distribution regulations. We discussed what types of documents can be distributed electronically as well as review the requirements employers need to adhere to in order to distribute documents electronically.
Family Medical Leave Act – although FMLA has been in effect for ten years, questions still remain. During the final section of the seminar our legal counsel provided an overview of several “tough” FMLA questions and discussed the non-benefit related FMLA questions that still arise.

This seminar provided a comprehensive explanation of the Privacy Rule under the Health Insurance Portability and Accountability Act (HIPAA). We discussed what parties are affected by the rule, the compliance dates, and the scope of the rule. We also addressed what employers need to do to comply with the rule, and we provided an action plan

Medical Claim Regulations – The seminar provided a thorough explanation of the recent Department of Labor medical claim regulations and how they affect employers’ health care plans.

This seminar thoroughly explained the history, basic provisions, and reporting and disclosure responsibilities of ERISA. Additionally, we discussed the impact of ERISA on plan documents, summary plan descriptions and Form 5500 filing. We also addressed revisions to the law and how the changes affect employers’ plans.

Disability Claim Regulations – This seminar thoroughly explained the recent Department of Labor disability claim regulations and how they affect employers’ health care plans.

This seminar discussed the changes in COBRA regulations over the last several years and how they impact your company’s COBRA administration.