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Blog

Explore expert insights, tips, tools, and articles created to help your organization navigate the healthcare landscape.

Nonprofits Have Some Advantages in Non-Monetary Compensation for Employees

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Recruitment and retention are always top of mind for nonprofit executives, and rightfully so. According the Bureau of Labor Statistics, nonprofits employ 10% of the US working population with a large percentage in health and social services. But attracting – and retaining – top talent continues to be a challenge, especially staying competitive with compensation packages.

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Changes to Healthcare for Same Sex Spouses and Domestic Partnerships

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As a result of both the US vs Windsor case in 2013 and the recent Supreme Court decision legalizing same sex marriage in all 50 states, same sex spouses are now able to receive spousal support for healthcare, if a company offers that benefit, without any imputation of income from the employed spouse.  Employees with same sex spouses who were previously covered under domestic partner benefits should have implemented a change in marriage status with their employer after the Supreme Court decision to ensure that income was no longer imputed for their spouse.

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New Survey Finds That Health Insurance Does Not Ensure Lower Medical Bills

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Depleting savings, working extra hours, and increasing credit card limits are just a few of the strategies 20% of insured US workers are undertaking in order to cover at least some of their excessive medical costs. This is according to a Kaiser Family Foundation/New York Times survey released on January 5th, which shows that 1/5th of Americans who are insured are facing significant economic challenges due to medical bills that are unaffordable. 

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Top 6 Tips to Help Your Employees Stay Healthy During the Holiday Season

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The holiday season is a frantic time of year and it coincides with cold and flu season - add on top of that employees stretched thin due to work and family responsibilities, and self-care, like exercise, good nutrition, and sleep can fall by the wayside. This puts employee engagement at risk.

According to Forbes, healthy employees are essential to a high-functioning organization. Employees’ general awareness is directly related to success in the workplace, and sick employees (whether acutely ill or chronically ill) cannot focus as well on their work as healthy ones. Healthy employees who are aware of their responsibilities and can keep a clear head are better able to stay organized and to manage their stress. Encouraging and managing self-care to promote overall wellness culture in the workplace should be a primary objective, and your organization can promote a lifestyle that leads the way to better health for employees.

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Healthcare Innovation Changes the Playing Field for Nonprofits

In our rapidly changing world, innovation is no longer just a buzzword and instead has become part of the everyday business vernacular. For the healthcare industry in particular, innovation is the name of the game these days with the ACA driving creative entrepreneurs to develop increasingly progressive and transparent options – resulting in better and more affordable healthcare.  For traditional brokers and insurance carriers who have been in the game for decades, there is a sudden urgency to get on board or get off the train.

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Grandfathered Healthcare Plans: Is It Time To Transition to A Newer Option? (pt 2)

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Most grandfathered plans are offered by smaller organizations* (less than 200 people) that have typically offered traditional fully-funded plans through insurance carriers.  But while grandfathered plans may have some cost-containment advantages, they also significantly limit the amount of change that can be made to coverage – in costs, delivery, and services. In addition, grandfathered plans don’t cover many of the key consumer benefits that newer ACA plans do. Consequently, employees could face disadvantages when it comes to securing the same patient benefits, rights and regulations as those on updated plans.

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Grandfathered Healthcare Plans: Is It Time To Transition to A Newer Option? (pt 1)

As we close in on the 2016 healthcare enrollment period, it may be time to look at whether your organization still offers – and hopes to keep – at least one grandfathered healthcare plan. Employer-sponsored grandfathered plans are those that have had at least one person enrolled since March 23, 2010 and have not significantly cut benefits or increased costs for employees. Grandfathered plans are not required to cover preventative care or certain patient rights and responsibilities.

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Making HealthcareTruly Affordable With Innovative Solutions to Group Coverage

A recent New York Times article reported on the lack of employees enrolling in employer-sponsored healthcare, especially among small-midsize businesses that pay lower hourly wages (e.g. retail and hospitality).  One of the biggest reasons for the dearth of employee enrollment in these industries is that the government definition of “affordable” coverage (9.5% or less of annual income) can mean something very different for a minimum-wage employee. 

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Organizations with 51-100 Employees Can Maintain Large Employer Status

On October 7, 2015 President Obama signed into law the Protecting Affordable Coverage for Employees (PACE) Act, allowing organizations with 51-100 employees to maintain large employer status

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Nonprofit Association of Oregon (NAO) announces pilot launch of ground-breaking new health plan for small to midsize nonprofits

Insure Oregon Nonprofits to bring risk-free partially self-insured healthcare to NAO members

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