Think of the last time you paid a visit to your doctor. What type of care or treatment did you receive? Did you know the cost? Chances are, you didn’t. You probably knew the amount of your deductible, coinsurance, or copayment, but who cares about the total bill, right? After all, your health insurance covered the rest. But therein lies the problem. Not only do we lack that information, but also the motivation to seek that information with the current third-party payer system.

Last month, I talked about Gibson’s mission “To Protect What Matters Most” and submitted that health, and more importantly vitality, is what matters most. A couple of weeks ago I had the opportunity to hear the acting U.S. Surgeon General, Rear Admiral Boris D. Lushniak, M.D., M.P.H., speak at the headquarters for the American College of Sports Medicine in Indianapolis. At one point during his talk, Dr. Lushniak said “People get elected or not elected based on the economy…but I’ll submit to you today, that economy is doing nothing unless we have healthy people who are able to be part of that economy. So where does health lie on the priority of things?” Good observation. Even better question.

Technical knowledge, professionalism, responsiveness, industry knowledge, and transparency are some of the characteristics risk managers are looking for in a broker. In recent years, transparency has been put under a microscope.

The 2 most common ways insurance brokers are compensated are: 

As baby boomers reach retirement age, many are choosing to work longer, thus changing the demographic makeup of your workforce. There are proven benefits – they are some of your most loyal and experienced employees, which makes it important for risk and safety professionals to look for targeted strategies to safeguard the safety of their aging workforce.

Studies show that one in four workers will be older than age 55 by 2030. According to the U.S. Census Bureau, the numbers of workers age 55 and over will increase from 19 million in 2020 to 32 million by 2015. Workers have several motivators for working longer including improved medical treatment, financial needs (short-term and for retirement), the opportunity to use their talents and skills, to keep mentally and physically healthy, and the enjoyment of work. Regardless of the motivating factor, it is clear that the aging workforce trend is going to be bringing changes to the workforce in the years to come.

At Gibson, our mission is “To Protect What Matters Most.” Naturally, as the Director of Health Risk Management at Gibson, I would like to make the argument that health, and perhaps to a greater degree, vitality, matter most. Take a moment and think about that—your personal health. If you are like most people, you might equate health to the absence of disease or illness. Now think about your vitality. The dictionary defines vitality this way: exuberant physical strength or mental vigor; the capacity for survival or for the continuation of a meaningful or purposeful existence. In a way, vitality could also be described as wellbeing—a state characterized by health, happiness, and prosperity.

This brings me back to the mission at Gibson—“To Protect What Matters Most”. For the clients we serve, the “what matters most”, varies by organization and is dynamic in nature. In my role, I have the distinct privilege of serving clients who truly care about the health of their employees and their families. Without healthy employees, they know the work won’t get done—on the job or at home—and the vitality of the organization will suffer.

Summer is right around the corner, and it’s time to put away the coats and bring out shorts and swim suits. Children all the way from pre-school to high school will soon be released from yet another school year, with a few months of freedom until the fall semester. The summer months are a great time to play sports, go the beach, or ride a bike around the neighborhood. Parents love to see their kids outside having a good time, but when it comes to playing outside…

“Just one more level!” or “My favorite show is on!”

April 2, 2014, marks the 10^th anniversary of National Employee Benefits Day. Although it may not be as widely recognized as other holidays, the International Foundation of Employee Benefit Plans created this holiday to celebrate one of the most dynamic portions of the employee-employer relationship.

When Health Care Reform takes effect, companies with more than 50 employees will either offer health care benefits or face penalties. And the choice isn’t as straightforward as it may sound. In many instances companies will save money by paying the fines rather than funding a health care plan. Others will lose money if they drop coverage.

Most employers would like to offer the benefit, but it needs to be truly affordable.

The Affordable Care Act (ACA) established new guidelines to regulate and encourage the use of workplace wellness programs. In 2014, these rules allow employers to increase incentives or rewards offered as part of a health-contingent wellness program, provided the program follows certain guidelines.

On February 10, 2014 the Department of the Treasury and the Internal Revenue Service announced that the Affordable Care Act's health coverage mandate for some employers will be delayed another year until 2016. The impact is to employers with 50 or more employees, but fewer than 100 employees, working at least 30 hours per week.