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. 

In great anticipation of John Torinus headlining this year’s Human Capital Summit on Solving Health Care on March 13, 2014, we are sharing his blog content. Stay tuned for more posts and insight from John as we get closer to our event!

The soap opera titled ObamaCare keeps burning and turning, and the episodes to come promise to be as unpredictable as the ones playing out.

In great anticipation of John Torinus headlining this year’s Human Capital Summit on March 13, 2014, we are sharing his blog content on the 5 Steps To Control Health Costs. This content was derived from his book The Compay That Solved Health Care. In addition to this topic, John will bring new insight during our event from his latest book Opt Out On Obamacare, Opt Into The Private Heath Care Revolution.

Any organization can take immediate steps to tame the hyperinflation of health care costs and premiums. Innovators in health care delivery in the private sector have paved the way to proven methods for cutting costs. Not surprisingly, managing costs and improving health go hand in hand. Here are the basic steps that managers can take to not just curtail costs, but to reduce them:

For most employees, vending machines represent eating based on necessity or impulse. Employees may turn to vending machines when they skip breakfast, miss lunch, have afternoon hunger pains or have to stay late at work – or just have a craving for something sweet. The snacks offered in vending machines are generally unhealthy, but in many situations these snacks are the only food available.

The Problem

Snacking on soft drinks, candy bars and chips several times a week can detract from an overall healthy diet and lead to weight gain. Plus, many of the typical vending machine choices offer little nutritional value or substance, and could leave the employee hungry again soon after – leading to more unhealthy eating. This can drastically affect your health care costs, as obesity is a catalyst for many other illnesses such as high blood pressure, diabetes and heart disease. Even employees who are health-conscious often forget to bring healthy snacks to work, leaving the vending machine as the only option.

A company’s success or failure is often determined by the quality of its employees. Offering an attractive benefits package can be a key to attracting and retaining the highest quality employees. Long-term care insurance is a growing trend in the employee benefits arena. According to research by the Employee Benefit Research Institute, 22 percent* of companies now offer long-term care insurance to their employees as a voluntary benefit.

What Is Long-Term Care?