Workers’ Compensation rates are on the rise and this time they will inspire a connection between safety and wellness programs.

Leading companies, either through innovation or out of necessity, are integrating a culture of health into their organizations, not only to affect health insurance rates but also to mitigate their workers’ compensation costs. It is the strategy organizations are deploying to control long term costs and support a healthy workforce. Managing these two programs as one strategic initiative instead of individual silos is critical. And a significant side effect is healthier, higher performing employees who pay lower medical costs, are more productive, have fewer absences due to health issues, and have fewer and less severe workers’ compensation claims.

The IRS announced the inflation-adjusted increases for thresholds applicable to HSAs and High-Deductible Health Plans (HDHPs) for 2013.

The U.S. Department of Treasury this week signaled how the Internal Revenue Service (IRS) will implement rules designed to collect fees from health insurers and self-insured health plans imposed by the Affordable Care Act (ACA) in order to fund the Patient-Centered Outcome Research Trust Fund. According to the ACA, the funding requirements are as follows: 

There has been a lot of information in the news about health care reform and how it affects small businesses. We find many business owners scratching their heads trying to understand what it all means. To simplify matters, here are three things small employers must know about employee health benefits—especially in a post-health care reform environment:

1. You do need to claim your tax credit. Your business is eligible for the Small Business Health Care Tax Credit if you have fewer than 25 full-time employees, cover at least 50% of the cost of their coverage, and your employees have average wages of less than $50,000 a year. To determine the amount of your credit, talk to your accountant and complete IRS form 8941.
2. You don’t have to report benefits on your W-2′s. PPACA requires employers to report the cost of coverage under an employer-sponsored group health plan on employees’ Form W-2s. However, this requirement was optional for all employers for the 2011 tax year. And the reporting requirement is still optional for businesses filing fewer than 250 W-2 forms for 2012. Reporting will remain optional for smaller employers until further guidance is issued.
3. You must provide proper notice. Under COBRA, employers with 20 or more employees that provide health benefits must continue to provide coverage to an employee when he or she leaves. You can require the employee to pay the full cost of the coverage and a 2% administrative charge. However, you must notify your plan administrator within 30 days of the employee leaving so your administrator can provide the proper employee notice.

Health care reform is confusing. Speak with your attorney, accountant, and insurance advisor to make sure you know what your business is required to do.

On the heels of our recent post about the need for a clear understanding of Identity Theft Coverage, we came across this story. It highlights the vulnerability of identity theft due to the latest technology in debit and credit cards: Radio Frequency Identification or RFID.

What does it cover? And is it necessary to purchase additional Identity Theft Coverage?

A recent study shows Consumer Driven Health Plans (CDHPs) save money without compromising care and employees are increasingly engaged and smarter about their health and health spending. When compared to traditional plans the study found employees:

Do you worry about someone hacking into your computer and stealing your private information? Many of us bank, manage credit cards, report our income taxes online, and use social media websites. All of these sites are password protected and that means we’re all aware of the importance of keeping our passwords to ourselves or sharing with others in a secure fashion.

Do you ever think about your sump pump?

While many of us are glad school is in session, the countless extra-curricular activities that go hand-in-hand with the school year are in full gear. From football practice to French Club, each day brings new opportunities for parents everywhere to practice our favorite avocation—family shuttle service operator. And if your family is like my family, you’re probably shuttling not just your own kids but your kids’ friends as well.

While we’re mostly concerned with just getting our brood and their belongings sanely and safely from home to activity and back again, have you ever thought how those additional passengers would be covered by your auto insurance policy in the event of an accident? For instance, if you were held liable as a result of an automobile accident in which one of your kids’ friends got hurt, would your policy provide coverage for that child?