...group health benefits plans. They need to pay for their health expenses out of pocket, which can be hard on casual or part-time wages. If you’re in this situation, you may be wondering if there are any types of benefits plans you’re eligible for. The good news is there are now options available for hospital workers who aren’t employed full-time. Here are three of the health benefits plans available for hospital employees. 1. Benefits Plans for Casual Employees Casual employees work less than 18 hours a week. They aren’t guaranteed any hours and may not be scheduled for shifts every week. This can be a precarious situation....
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...UnitedHealthCare A deep dive into United States’ largest health carrier Report by : Guo F. Deng Jiarui Li Malavika Verma Srikanth S. Perinkulam : December’06, 2013 Published on afafaafa United Health Care Contents Company Profile and History ........................................................................................................................ 3 Financial Statement Analysis ........................................................................................................................ 5 Major Acquisitions ...................................................................................................................................... 11 Major Litigations and Public News.............................................................................................................. 13 The Patient Protection and Affordable Care Act (PPACA) .......................................................................... 15 Strategies and Foresight ............................................................................................................................. 18 Bibliography ................................................................................................................................................ 20 2 United Health Care Company Profile and History UnitedHealth Group is one of the largest health care companies in the United States. UnitedHealth Group is currently made of three entities which are UnitedHealthcare...
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...Contents Another Manufactured Crisis: What’s Next in the Fiscal Showdown………1 Federal Pay……………………………………………………………….…..…..4 Federal Employees’ Health Benefits Program……………………………….15 Official Time for Federal Employee Union Representatives………….........22 Arbitrary Cuts in Civil Servants………………………………………………..26 Sourcing: Complying with the Law……………………………………….......31 Capping Taxpayer-Funded Service Contractor Compensation……………43 Transportation Security Administration and TSOs…………………………..46 Domestic Partnership Benefits……………………………..………………….49 Employment Non-Discrimination Act……………………………………..…..55 Paid Parental Leave………………………………………………..…………..57 One America, Many Voices Act………………………………………….…....60 Department of Veterans Affairs…………………………………..……………62 Department of Defense……………………………...……….………………...71 Federal Prisons………………………………………………………………….90 Social Security Administration ……………………………………….…...…103 National Guard/Reserve Technicians ………………………...……….……108 D.C. Workers’ Issues …………………...……………………………..…..…117 Equal Employment Opportunity Commission. ……………………..……...120 Another Manufactured Crisis: What’s Next in the Fiscal Showdown? Background At the beginning of January, President Obama signed a tax deal that restored higher Clinton-era rates to those making over $450,000, and funded an extension of unemployment insurance benefits to the long-term unemployed, extended for another year the $240 monthly transit subsidy, but did not extend the 2% payroll tax holiday. The...
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...Ethical Dimensions of Business Keller Graduate School of Management May 15, 2014 I choose “Federal Employees Health Benefits Program Coverage for Certain Intermittent Employees”. The Office of Personnel Management controls this proposed regulation. I am pursuing my MBA with a concentration in accounting, but my second choice would have been HealthCare management so by choosing this regulation I will have a better understanding of the type of regulations currently in place or being proposed. At this time the regulation proposed does not have a direct impact on myself, nor the business I am in. I have attached a copy of the proposed regulation at then end of this assignment. The Office of Personnel Management is proposing to temporary adjust the Federal Employee Health Benefits Program regulations to make sure employees who work sporadic schedules are eligible to be enrolled in a health benefits under the Federal Employees Health Benefits Program (FEHBP). The Office of Personnel Management intentions on proposing this regulation is to allow agencies such as the Federal Emergency Management Agency also known as FEMA to apply to OPM for “authorization to offer FEHBP coverage to intermittent employees engaged in emergency response functions.” The Office of Personnel Management is proposing to provide health coverage to those who work as temps/part time in emergency response functions. This proposal should be passed not only temporary but permanently...
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...licensed with the state or other responsible party for licensing and that the hospital must also ensure that personnel are also licensed by applicable state laws. (ECFR, 2015). Section 482.22 of the conditions of participation goes on to say providers must be authorized by State laws and licensed in the state to work. (ECFR, 2015). Hospitals must undergo an inspection by state surveyors or hospitals can choose an accreditation agency such as The Joint Commission or The American Osteopathic Association/Healthcare Facilities Accreditation Program. These other accreditation agencies have been approved by CMS and are required to be equivalent or higher in their standards. (CMS, n.d.). The Affordable Care Act enacted a requirement that all Health and Human Service agencies develop quality standards. CMS further developed quality initiatives such as Value Based Purchasing and Physician Quality Reporting System to obtain data that could measure the quality of healthcare being given to Medicare beneficiaries. Physician Quality Reporting System or PQRS is a system through which healthcare professionals submit reports on quality measures. This gives patients and caregivers information on healthcare providers to make better...
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...Resources Benefits Insurance Rhonda Richmond National American University Human Resource Management April 28, 2012 Abstract Benefits are only one part of Human Resource Management department or division of a company. There are several areas that Human Resource Management department involved in all departments an aspect of a business from performance management, insurance, compensation and benefits, training and development, employee relations, retention, and health and safety, involve also in hiring and firing of employee from what positions full time to part time packets in intake and outtake of employment of a business. The Human Resource manager typically plays three roles in an organization. These Human Resource manager roles are advisor, service, and control. Human Resource Management department involved in insurance compensation and benefits has evolved from small, medium, large and to the huge corporations have Human Resource managers and/or department have been evolving with the time from very simple to more complex benefit packages for their employees and play an important part of it is use as retention to keep employees. Human Resources Benefits- Insurance Human Resources management is the compensation and benefits are developing and maintaining a wage/salary structure, as well as a benefit system, Human Resources management department is responsible for ensuring that compensation and benefits are...
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... Strayer University HSA 505 Health Services Strategic Marketing Dr. Pica-Branco November 16, 2011 1. Describe the selection process you would use to make the most cost –effective and employee-friendly decision. One major objective of the new health reform law – the Patient Protection and Affordable Care Act (PPACA) is to ensure that the health insurance providers are regulated from driving up the cost of health insurance benefits. PPACA is supposed to allow families and businesses to choose the health coverage that is flexible and affordable. This new law applies to all health insurance plans. For example, in June 2010, the Department of Health and Human Services, Labor and the Treasury issued guidelines to enforce PPACA-which permitted children with pre-existing conditions gain coverage, and keep it, protect all Americans’ choice of doctors, and lifetime limits on care consumers may receive. (www.healthreform.gov). In order to select an employee benefit package for our company that is consistent with our current budget, cost-efficient and employee-friendly, our organization will conduct a comprehensive evaluation of the current benefit plan. Internally, our organization will review the current benefit plan and the need to maintain or purchase another plan that will be in line with our budget, cost efficiency and employee-friendliness. Additionally, the...
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... Page 413 Chapter 17 FUNDAMENTALS OF HEALTHCARE BENEFITS FROM THE EMPLOYER PLAN SPONSOR’S PERSPECTIVE CRAIG STERN PART 1 FUNDAMENTALS OF HEALTHC ARE BENEFITS FROM THE EMPLOYER PLAN SPONSOR’S PERSPECTIVE INTRODUCTION Healthcare benefits are designed to meet the needs of beneficiaries. Benefits must rest on the foundation of the organization’s needs and expectations. As such, a benefit is not defined until there are analyses of demographics, utilization, and the current and future requirements of the beneficiary population. Then the healthcare resources, costs and financial projections are analyzed to determine the infrastructure that will be required to deliver the benefits. This chapter focuses on the elements of healthcare benefits. WHAT IS THE NEED FOR HEALTH INSURANCE? Individuals at different age levels must ascertain their need for healthcare services. The uncertainty of one’s health and the expense of requiring hospitalization, physician care, or other health resources lead many to consider purchasing health insurance. As an economic and cultural decision, some purchase monthly benefits, while others choose only catastrophic care for unintended problems requiring hospitalization. 413 32400_CH17_Pass1.qxd 10/5/08 3:17 PM Page 414 414 Chapter 17 Fundamentals of Healthcare Benefits WHAT ARE THE TYPES OF HEALTH INSURANCE? Individuals (beneficiaries) may receive health insurance protection through several vehicles. They may be...
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...employee-friendly decision. Benefits being provided by an employer can provide a source of financial protection to an employee. Today many health care organizations offer health benefits along with disability, basic life and tuition assistance. In an attempt to recruit and retain skilled employees, employers should consider significantly improving the selection of benefits they provide. The position as HR Director requires me choosing the most cost-effective and employee-friendly benefit package for the company. For me, the most important step in the selection process would be to create a list of what the needs of the employees might be. In the U.S. today many companies are made up of a diverse workforce and making a cost-effective and employee-friendly decision when it comes to employee benefits can be difficult. In this case, the company is looking at their benefits package as a means of saving money. Employee benefits can be used to by employers to strengthen the relationship with their employees. So, when choosing the best benefits package it is very important to consider the workers. The wants and needs of the workers may vary in a diverse work environment. In a workforce comprised mostly of women who have young children health care and childcare may be options that will motive them. Then again, if the majority of the workforce is new college graduates health care and tuition reimbursement would be very encouraging. The goal of a benefit package should be to retain...
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...statute which imposes minimum standards on employee benefit plans. In order to avoid conflicting state regulations, ERISA preempts state laws which relate to these plans. ERISA’s preemption, however, is not complete. Consistent with the federal policy embodied in the McCarran-Ferguson Act of leaving the regulation of insurance to the states, Congress saved from ERISA preemption any state law which regulates insurance. States have enacted legislation that requires insurers to pay for the services of a particular type of health care provider, even if the terms of the policy specify that the payment will be made only to another type of provider. These “mandated-provider” laws, as they are called, relate to employee benefit plans because they change the terms of the insurance policies purchased by these plans. Thus, unless mandated-provider laws regulate insurance, such laws are preempted by ERISA as applied to employee benefit plans. The question whether mandated-provider laws are laws that regulate insurance is important because of the prevalence of such statutes, the large number of individuals covered by insurance plans, and the significant effect such statutes have on the structure, administration, and cost of insured plans. Insurers are generally opposed to mandated-provider provider laws because they induce many employee groups to self-insure plans, create dis-uniformities in multistate plans, increase the cost of plan administration, and force insurers to pay less effective...
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...Individual Health Insurance Policies Name Institution Date Group and Individual Health Insurance Policies Health insurance is the type of insurance coverage that relates to the cost of an individual’s medical care and surgical expenses. It is extremely important to have insurance coverage as, while no one plans to get injured, or become sick, most people, inevitably, need medical care at some point in their lives. Regardless of age, all persons should always be prepared for the worst. This includes financial preparedness in the form of obtaining health insurance, which protects the insured from unexpected high medical costs that can be incurred. Group health insurance is a plan that provides health insurance to a group of people, usually, a group of employees in a company, as an employee benefit. It can also be sought by an alumni group, or members of an association. The group is provided with a certain fixed coverage by the insurer, in which, the cumulative risk of all members in the group is considered, when deciding the premium amount (Yohannan, 2015). Such plans are, usually, cheaper than individual plans, because the risks are spread across a larger group of people. Some members are less likely to make a claim, than others, due to differences in their health, age and so forth. This balances the risk factor, which allows the insurer to offer better rates to the group, than an individual plan would. While group health plans may vary...
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...Healthcare Benefits Packages Rodger Walker, Student # 4121227 American Military University Professor Jennifer Halsey Compensation and Benefits (HRMT 412) 06/22/12 Introduction I chose to use Sentara Healthcare as my subject organization for this paper. Sentara Healthcare is an acknowledged leader in patient safety and quality innovation. Founded in 1888 as the Retreat for the Sick in Norfolk, Virginia, Sentara has ranked for more than a decade among the nation's top integrated healthcare systems by Modern Healthcare magazine and is the number one most integrated health care system for the last two years (Sentara). Sentara, a not-for-profit health system, operates more than 100 sites of care serving residents across Virginia and northeastern North Carolina. The system is comprised of 10 acute care hospitals, including seven in Hampton Roads, one in Northern Virginia, nursing and assisted-living centers, a 3,680-provider medical staff, and three medical groups with 618 providers. Another reason I chose Sentara Healthcare for my subject is that the organization offers one of the most diverse and comprehensive benefits packages I have ever seen. Body Sentara offers a Flexible Benefit Plan (FBP) that allows employees to choose from numerous grouped plan options, or employees can pick and choose individual benefits. Employees have the option of choosing health coverage including medical insurance, dental insurance, or vision insurance. For other health insurance...
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...Structuring Health Care Erroll Reese Instructor: HSA 500 – Health Services Organization January 23, 2010 Table of Contents Introduction ……………………………………………………………………………………. 3 Identify and describe the three main types of health insurance in the U.S ……………..…….... 3 Describe the three methods for categorizing health insurance in the U.S……………………….. 5 Identify the three types of managed care plans and provide the pros and cons of each for the health care provider, insurer, and patient……………………………………...............................5 Describe the impact of managed care on both the Medicare and Medicaid programs.…………. 8 Conclusion ……………………………………………….……………………………………… 8 References …………………………………………….………………………….……………… 9 Introduction Our stable outlook on the U.S. health insurance sector reflects our belief that industry risk is moderating, business conditions--including growth and retention opportunities and access to capital--have improved, and health insurers' financial fundamentals are now relatively strong. Offsetting these favorable factors are concerns about slowing economic growth, growing governmental fiscal pressures (particularly at the state and local levels), and health care reform issues. We believe these factors will affect each business and individuals differently and will likely keep the number of rating actions moderate for 2012. Identify and describe the three main types of health insurance in the U.S Individual health insurance...
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...Financing and Structuring Health Care Strayer University HSA 500 Health Services Organization Mr. David Tataw July 24, 2011 1. Identify and describe the three main types of health insurances in the U. S. The three main types of health insurance in the United States are the commercial health Insurance, Blue Cross and Blue Shield, and Health Maintenance Organization (HMO). The commercial Health Insurance is typically offered by agents or brokers. These insurance carriers’ objective is to make a profit. The commercial health companies are owned by their policyholders or stockholders. Commercial Health insurance is classified by their renewal provision and the benefits it offers to the insured. The coverage includes medical expenses and disability income, which could be long or short term needs. The category of commercial health Insurance companies offer insurance on other property such as home, auto, business etc. (Williams, & Torrens, 2010). Companies that offer a portfolio of services from insurance coverage to pension plan and other financial services are consider multiline carriers (Williams, & Torrens, 2010). Within the commercial health industries, there are companies that are considered single-line carriers that offer health insurance and related employee benefits only (Williams, & Torrens, 2010). Blue Cross and Blue Shield were closely affiliated with the American Hospital Association; their initial focus was on insuring hospitals...
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...coverage under group health plans (GHP) that the employers buys from insurance companies. Human resources department manage these health care benefits negotiating with health plans and selecting a number of products to offers employees. Both basic plans and riders offered, riders consist of option purchased by employees to add coverage such as vision and dental. In addition, complementary health care a popular rider covering treatment as in chiropractic, manual manipulation, acupuncture, message therapy, dietetic counseling, and vitamin, and minerals. Employers select certain benefits changing standard coverage or providers during negotiations to reduce the price, an employer may omit specific benefits. For example, coverage of prescription drugs, different provider network (for certain type of care), hire a pharmacy benefit manager (PBM) to operate the prescription drug benefit more inexpensively. Although some large companies the employer cover the cost of employee medical benefits rather than buying insurance from other companies. The employers create self-funded health plans that do not pay premiums to an insurance carrier or a managed care organization. Large companies insure themselves and assume the risk of paying directly for medical services, setting aside funds with which to pay benefits. They may also buy other types of insurance as in vision package instead of insuring the benefit themselves. Employer-sponsored, fully insured plans regulated by the federal...
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