Whether fully-insured or self-funded, employers are losing to insurers by routinely miscalculating what is actually in their best interest. Learn how the industry is failing employers, encouraging the wrong decisions and driving insurer profits. • What your health risk really is and why you are measuring it incorrectly • How health plan funding actually works • Why medical reporting is deceptive and irrelevant • How to “beat the system” by using your data in a way the industry cannot

It is the era of advanced data-driven analytics. The staggering amount of employer information continues to increase, as does the opportunity cost of failing to use it effectively. A cutting-edge, competitively advantageous approach for Risk Managers and HR Professionals with oversight of work comp, safety and health & welfare • Why competition for financial and human capital is driving companies to a total cost strategy • How good decision-making on a departmental basis is bad decision-making on an organizational basis • Why the marketplace is fearful of employers aggregating their data and how to exploit this

The scope of total compensation continues to expand from offering eligible employees insurance to extending non-insurance programs to ineligibles and families. What are the tools and strategies that organizations are now implementing and what do employers need to know? • Why innovative employers use non-insurance offerings as a powerful enhancement to total compensation • Why the current industry practices for claim substitution are increasing costs and worsening patient outcomes • How reducing employee cost share reduces employer costs despite the marketplace’s suggestions to the contrary • How “bundling” can broaden benefits while lowering both prices and risk

Decision-makers are tasked with improving organizational health, satisfying recruitment/retention needs and managing the bottom line. This seminar presents a counterintuitive yet actionable approach to meeting these objectives. • 84% of employers offer a High Deductible Health Plan -- the other 16% are right • The only kind of wellness program that works and why it has nothing to do with wellness • How consumerism is being used against employers • The opportunities employers have to improve plan design and lower costs

The market is saturated with alternative solutions to standard medical stop loss insurance. Products such as medical captives, cooperatives, group purchasing pools and aggregating specifics all report to be a better solution for employers struggling with how to best insure against the most crippling medical/Rx claims associated with their health plans. However, the complexity of the products, coupled with too little comparative information, leaves most employers blind to the actual financial ramifications of the choices they’re presented with. This session will remove the confusion and provide plan fiduciaries with the knowledge to navigate the world of medical reinsurance. • Stop loss contracts – The stuff insurers do not want you to know • Understand reinsurer motivations – Why premiums and risk are not always connected • How to use your data to your advantage in a way the reinsurer cannot • Why your broker’s help usually hurts

Although many popular ideas about medical plans are based on truths, the complicated issues involved are often misunderstood or oversimplified to the point of being false or misleading. A favorite among attendees, this seminar seeks to provide a deeper understanding of how many decisions plan sponsors make often have unforeseen and detrimental consequences. • Why you shouldn’t trust the solutions the industry is providing for increased Rx costs • Why your spouses don’t cost what you think and why spousal programs don’t work • Why your medical plan is managing the wrong population’s health • How your broker’s best intentions actually cost you money

Learn how to avoid costly mistakes: Most employers are aware that the pharmaceutical marketplace is evolving rapidly. However, most employers are not aware of how the changes are to their detriment. • Why pharma is the most profitable sector in healthcare and what it means to you • The mechanism that rewards doctors and hospitals for increased drug costs • How the chaos of drug pricing is exploited at the expense of employers and employees • When drugs reduce plan costs and when they don’t

Eye-opening and strongly contrary to conventional wisdom, this foundational seminar establishes the critical thinking necessary to effectively manage a health plan. This seminar is for plan sponsors that are serious about optimizing recruitment and retention while minimizing cost and maximizing employee satisfaction. • Why employers are failing at health plan management • How “best practices” are repelling the best talent and souring corporate culture • Why the industry benchmarks are wrong and are driving the costs of your health plan higher • How to structure your medical offering to increase the value of benefits and reduce costs

High Deductible Health Plans (HDHPs) and Health Savings Accounts (HSAs) have long been considered important to employers’ overall health and welfare benefit programs. Employers may consider offering HDHPs and related HSAs under their benefit plan due to the reduced administrative burden related to HSAs, as the account is owned by the employee HSA account holder. Employees may also benefit from HSAs due to their tax-favored status under the Internal Revenue Code. Although HSAs have their advantages, these advantages also come with a complex regulatory environment for both employees and employers alike. Join us as we help unravel the complexities of HSAs and provide clarity surrounding the following key topics: + Who is eligible to contribute to an HSA? + What is considered permissible coverage and impermissible non-HDHP coverage? + HSAs and their interaction with FSAs and HRAs + The timing and annual limits of HSA contributions + Mid-year election changes related to both HSAs and HDHPs

During this webinar you will learn: 1. The new threats and methods used by fraudsters impacting company executives and the identity theft plans that can help protect them. 2. The unique ways that legal plans can support your DE&I efforts and meet your employees where they are. 3. About new supplemental health plan design elements becoming available and how medical/disability claim integration is impacting the financials of these plans. 4. How the life and long term care markets are changing and products are evolving with them.