Your healthcare and business costs are determined by the health of your employee population and how they manage their well-being. Using data to manage your cost and create benefit packages that energize and engage employees can help you stay ahead of your competition. We harness the power of our broad and deep intellectual capital to transform your raw data into practical, useful information. We use your business history, our client experiences, and insights gleaned from national trends to support your decision making.
Using a robust clinical data analytic tool, along with the help of skilled health management consultants, you can pinpoint drivers behind your healthcare costs. Our team looks for risks associated with your employee population, the role chronic conditions may play in your employees’ health, gaps in care, use of healthcare services across the continuum and other indicators to guide benefit decision making.
Our on-staff actuary takes things one step further by identifying not just cost advantages but also behavioral changes that take place whenever you alter your plan design. We compare trends in cost, utilization and population health to help you create a healthier, more productive workforce. Employee surveys are also considered to provide insights to help shape programs and your benefit packages.
Understanding your claims experience and what matters most to your employees empowers you to manage costs, improve the health of your employees while increasing productivity and engagement.
July Threat Intelligence highlights include decryption codes released, contractor charged in Capital One breach, phishing scheme targets American Express members, and more.
The answer to the question "What's up with the ACA?" can change from month to month. See Part I for my thoughts on the ACA earlier this year. Here are some insights into what is happening with the Affordable Care Act (ACA) right now. As the Affordable Care Act continues to evolve, we strive to bring you the latest changes and the potential impact on your business.
High associate turnover is costly, distracting, and unproductive for law firms. To recruit and retain the right mid-level associates, partners, and other staff, law firms must provide short- and long-term incentives
that align with their culture and goals in order to
create a professional environment crucial to the success
of the firm's attorneys. Benefits and related services need
to mesh with the entire compensation structure for all
levels, from junior associate through full partner.
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