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Nonstop Wellness Blog

High-quality benefits for nonprofits.

The Growth of Partial Self-Insurance

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In today's competitive job market companies can find it hard to afford to retain quality candidates. For nonprofits specifically, this is even more challenging. How can an organization that isn't self-funded offer benefits that will attract and retain highly skilled individuals? The answer to this lies in more substantial employee healthcare. 

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How to navigate partially self-funded health insurance plans - The Business Journals

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Image: Reader's Digest

Anthony Lopez writes for The Business Journals about the business owner's daunting task of navigating health insurance options, and how different options will affect their business.

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Health Insurance 101: Common Misunderstood Healthcare Terms

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A few years ago, the Journal of Health Economics found that 86 percent of Americans couldn’t define the basic terms associated with their health insurance – deductible, copay, coinsurance, and out-of-pocket maximum. And in 2016, a survey by PolicyGenius found that 96 percent of Americans overestimate their understanding of these terms, with only 4 percent able to define all four of the above concepts. The correlating result? This lack of knowledge or true understanding is likely leading to increased – and possibly unnecessary – healthcare spending.

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Editorial: Making "More Skin in the Game"  for Patients Work - Modern Healthcare

Modern Healthcare Editor Merrill Goozner

This editorial piece by Merrill Goozner, editor of Modern Healthcare, looks at the challenges of rising healthcare costs, and how those rising costs impact employees' spending in other ways.

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Public sector employers focused on stability in benefits - Benefits News

This article written by Cort Olsen for Benefits News discusses Met Life's 14th Annual U.S. Employee Benefit Trend Study, which examines benefits trends in the public sector.

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Healthcare takes up 7.6 percent of employer budgets, study shows - Benefits Pro

Research shows the cost of employer-sponsored health plans is rising, but a new study from SHRM sheds more light on how what covering an employee actually entails. (Photo: iStock)

Jack Craver writes for Benefits Pro about a new report from the Society of Human Resource Management that displays the effect that rising healthcare costs has had on employers and employees.

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To drive real health care reform, look to what employers are doing - STAT

Hank Gardner wrote this article for STAT, discussing recent research about the correlation between healthcare cost increases and slow wage growth, and how employers can carry out “their own do-it-yourself, market-based health care reform.”

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Self-insurance rises among small and medium-size employers -  Benefits Pro

According to a new report from the Employee Benefit Research Institute, as the cost of health care continues to grow, more and more small and mid-size businesses are choosing self-insurance. (Photo: iStock)

Jack Craver writes for Benefits Pro about the increase of self-insuring healthcare benefits among small and mid-size businesses.

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Employers passing rising healthcare costs onto employees - Benefits News

As the cost of providing employees with healthcare benefits rises (at an average of $500 per employee this year), many employers are choosing to push those costs onto employees in order to maintain budgets.

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Higher Benefit Plan Penalties Loom, Putting Employers on Guard - SHRM

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Image: SHRM

Stephen Miller writes for the Society of Human Resources Management, “On July 1, the U.S. Department of Labor (DOL) published an interim final rule with a list of increased penalty amounts for violations of the Employee Retirement Income Security Act (ERISA), the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), and other employee benefit and pay statutes.

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The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources believed to be reliable, but there is no guarantee as to its accuracy. In accordance with IRS Circular 230, this communication is not intended or written to be used, and cannot be used as or considered a ‘covered opinion’ or other written tax advice and should not be relied upon for any purpose other than its intended purpose