“Prevention and wellness programs will help retain and attract employees,” said Thomas Kaspar of Grouphealthflorida.com. “Your employees will be more healthy and an employer can tout cutting edge benefits.”

Kaspar’s group health agency helps businesses find what insurer offers the best health awareness and prevention initiatives. Grants from the PPACA will most often be awarded to companies that sign up with plans that offer health education, risk assessments, and screenings as well as seminars to encourage participation from all employees to modify unhealthy behaviors and lifestyle patterns.

“Many insurers offer tailored programs to keep employees well, rather than just covering illness or injuries,” Kaspar said. “The wellness services will cover women, men, and children’s wellbeing and strive to help employees and their families live longer, healthier lives.”

Health plans now abound with options for personal and online coaching to help achieve healthier lifestyle goals, from reducing stress and sleeping better, losing weight and improving fitness and energy levels, stop smoking, and improving the work/life balance. Paired with health care tax credits and insurance exchanges, small businesses will have many incentives to offer insurance and wellness programs that they otherwise might not have thought about or allocated monies for in their business plan.

With more than 20 years experience, Group Health Florida assists benefit managers and companies through the detailed process of finding the best insurance and wellness programs for their employees. They pride themselves on providing a high quality of service, dependability, knowledge, value, and clarity.

To learn more visit: http://www.grouphealthflorida.com

It may be a good idea to do a seminar or send out a refresher to employees so they remember how their plan can help their wallet, not hurt it.

Here are the biggest tips to save:

Use in-network doctors. Doctors, hospitals, outpatient testing, treatment, and surgery centers that are in-network will save a lot of money. Most insurers offer online and telephone directories to target in-network providers that will equal cost savings.

Ask your doctor about the best care for the best price. Doctors often have more than one drug to treat medical conditions and illnesses. When you chat with your doctor about benefits, see if there are generic options that will help you the same, but cost less. Many plans also offer mail order pharmacy options that have discounts on prescriptions. And with many drugs now available in similar formulas over the counter, see if your doctor recommends any of these more affordable medications.

Call before you run to the doctor. You can sometimes avoid the expense and hassle of going to the doctor if you need a medication or consultation on a lab follow up. Many doctors will fax a prescription refill to your pharmacy and they or their nurses will discuss the results of lab tests over the phone. Both can save patients money on copays and time.

Go to the most appropriate doctor for medical concerns. Retail clings in department, grocery, and drug stores have convenient, quick, and even weekend care in some stores. But patients should check their benefits coverage to see if the costs are on par with their primary doctor. Equally as important is deciding on whether or not to go to the emergency room. Patients should call their health plan’s nurse line or doctor’s office to see if a trip to the ER is going to worth the big cost and potential wait time. Many people go to the ER for back pain, fevers, and nausea that are slowing down the staff’s ability to address more serious illness and injuries. So if a hospital visit is necessary, be sure to check that the hospital is in-network. Just because your doctors works at that hospital or has admitting privileges does not mean that the hospital is covered under your plan. So check coverage and even estimate costs on many of the provider’s web calculators before you go if possible.

Read medical bills and invoices. Billing errors do happen, so review the cost when checking out at the doctor and when the invoice comes in the mail. Adjustments after you have visited the doctor will affect your wallet, so keep a file and call your insurer to double check that you are paying the correct amount.

Seek out the best provider when it comes to specialized exams. Services at labs can cost dramatically less than those done at hospital facilities. Same goes for pathology tests, MRIs and CT scans, as well as colonoscopy, endoscopy, and arthroscopy tests. An insurer will have online cost calculators and provider listings that will give greater value than a hospital visit.

Focus on preventive health, not just current problems. Regular physicals, screenings, and immunizations will help ward off problems before they start. Providers oftentimes list recommended tests and schedules for children and adults. Patients save a lot of money taking care of the health versus ending up with a chronic condition that can affect their lifestyle and wallet dramatically.

Reviewing your insurance provider and their benefits will help employers know that they have the best plan for their employees. This means a lot of savings for their workers and confidence in their benefits package.

Bradley Palmer is with Grouphealthflorida.com offering Florida Group Health Insurance. To learn more about group health insurance, visit Grouphealthflorida.com.

So says a recent survey from the consulting firm Mercer.

The survey polled more than 2,800 employers and found that the majority of participants said it was “not likely” they would stop offering health insurance when state-run insurance exchanges become operation in 2014 under the new reform rules, according to Mercer. Under the new rules, employers are being encouraged to continue offering coverage, but, come 2014, they could pay a penalty if they do not. The penalty may end up being less than what they currently spend on benefits.

What do these findings mean?

“After all, all businesses should consider providing group health insurance. It is a good incentive that will attract and retain high-quality workers,” said Thomas Kaspar of Grouphealthflorida.com. “It can add peace of mind, while providing group purchasing power that can save individuals a large amount of money in the event of an unforeseen accident or illness. Studies repeatedly show that it is among the top factors for workers considering potential employers.”

According to Mercer, the responses had variations when it came to the size of employer. Six percent of employers with 500 or more employees said they will likely terminate health plans and have employees seek coverage in the individual market after 2014, while 3 percent of employers with 10,000 or more employees provided the same response, according to Mercer.

But the results were less dramatic with the smallest employers. Some 20 percent of employers with 10 to 499 employees said they would likely terminate their health plans.

Here’s what Mercer said about the findings in a news release: “Employers are reluctant to lose control over a key employee benefit,” said Tracy Watts, a Partner in Mercer’s Washington, DC, office. “But beyond that, once you consider the penalty, the loss of tax savings and grossing up employee income so they can purchase comparable coverage through an exchange, for many employers dropping coverage may not equate to savings.”

To learn more visit: http://www.grouphealthflorida.com

To help control the cost of providing group health insurance, some employers want to increase employees’ out-of-pocket costs through higher deductibles or co-payments.

Deductibles or co-payments are two of the most basic elements of health-insurance plans.

What are deductibles and co-payments, and how do they work?

Both deductibles and co-payments have fixed costs in a particular plan. A deductible represents the amount of money that the individual has to pay before many of the policy’s benefits kick in. Typically, these deductibles are calculated on a yearly basis.

For example, if a plan has a $500 deductible, then the individual has to pay out-of-pocket for medical expenses until they reach the $500 threshold. After that, the policy-provider then begins to pay its portion and the individual is then only responsible for paying the policy’s regular premiums.

Naturally, a plan with a low monthly premium will bring higher deductibles.

Co-payments are also established upfront when a plan is chosen. Co-pays, as they are often called, are what an individual pays out-of-pocket every time they see a doctor or purchase a medication. These payments, which could be $25, say, for a visit to a primary care physician, are important to insurance providers because they help individuals to share in the expense of the visit but also because they may deter individuals from visiting doctors unless there is a legitimate reason.

Plans with lower co-payments will likely have higher monthly premiums.

There are many variables for employers to consider when shopping around for group health insurance plans. Co-payment fees and deductible amounts are just two factors to consider.

Another way to save money on group health insurance is to have employees contribute more to their monthly premiums.

Regardless of what plan is ultimately selected, it is imperative for employers to take their time and speak at length with various providers about the different options. Employers also will want to consider the various tax incentives and benefits that can be derived as a business providing group health insurance.

Bradley Palmer is with Grouphealthflorida.com offering Florida Group Health Insurance. To learn more about group health insurance, visit http://www.grouphealthflorida.com.

Therefore, more and more businesses are doing their best to offer health insurance, particularly if they are looking for people with rare or high-level skills. Offering health insurance can also mean tax breaks.

“Statistics show that health insurance can reduce the number of sick days that employees take,” said Thomas Kaspar of Grouphealthflorida.com. “Here’s how: If your workforce feels comfortable seeing a doctor whenever it needs to, chances are employees will take advantage of preventative care like yearly physicals, resulting in less absenteeism.”

Business owners may be concerned about providing healthcare to employees. After all, it may have added costs, plus the administrative hassle of finding and staying on top of any potential changes.

But offering health insurance will result in a healthier workforce. Absenteeism lowers productivity in a business. It can also have an effect on the bottom line.

Preventative care in health insurance plans means that employees will make use of physicals and regular check-ups. Without insurance, this will not happen. These steps could diagnose any potential problems early, resulting in less of a chance for employees to be out for long periods of time. It can also reduce workers’ compensation and disability claims. Turnover, too, will likely be reduced as many employees prefer a job that offers health insurance. This will save money, as everyone knows there are hidden costs in hiring and training new workers.

“The bottom line: Having a healthy workforce means a more productive workforce,” Kaspar said.

There are a multitude of group health insurance plans to fit any size of business. Employers looking to provide insurance for employees must seek quotations from more than one insurance company and compare the various health plans that are being shown, ask lots of questions, and take their time in making a decision.

To learn more visit: http://www.grouphealthflorida.com

Even the smallest small business may be able to offer this perk to its employees.

Florida’s Small Business Health Insurance Regulations

In the Sunshine State, health insurance regulations mandate that Florida health insurance policy providers make a group health insurance policy available to any small business. How is a small business defined? A small business in Florida must be legitimate and must have at least two employees, yet no more than 50.

State regulators like to make it a level playing field for small businesses. Florida health insurance laws require that the same small group health insurance policy sold to one business must be made available to other small businesses, too.

Other Requirements

However, Florida health insurance companies are able to set up minimum participation requirements for the group policy, meaning that if a certain percentage of the company does not opt in, the policy offer can be withdrawn.

Also, price can vary widely, depending on a number of factors related to the makeup of the group, including age and gender, but not health status. It is important to note that small businesses are protected in another way, too. Health insurance regulations state that policies cannot be canceled because one of the members falls ill.

Aside from the peace of mind that comes with providing medical care for you and your employees, a small business health insurance plan spreads the financial risk between all members. This results in lower premiums.

Of course, it is important for employers to make sure they have properly considered all options before selecting a final plan. If an employer is looking to provide insurance for its employees, it is necessary to seek quotations from more than one insurance company and compare the various health plans that are being shown.

If you are a small business considering purchasing group health insurance, it is important to speak at length with agents from various health insurance providers.

Bradley Palmer is with Grouphealthflorida.com offering Florida Group Health Insurance. To learn more about group health insurance, visit http://www.grouphealthflorida.com.

With group health insurance plans in Florida, the policyholder is more often than not the CEO of a company or the head of an association of some kind. This person offers health insurance coverage to employees or association members. The biggest benefit with group health insurance is that no one may be turned down for coverage, which is unlike individual health insurance. That’s a distinct benefit for workers.

On the other hand, when it comes to opting in to a group health insurance plan, members all get the same coverage and do not get to pick and choose what they want in the policy, like an a la carte menu. For example, members are not given the option to choose a particular co-pay or deductible, and this is because every member in that group has the same insurance.

The most popular part of being involved in a group health insurance plan is the money people save in the long run, as this type of health insurance is less expensive than individual plans. Of course, this is a benefit to the association head or the company boss, but ultimately, it is an enormous benefit for the workers as well.

As for premiums for group health insurance through an association or a company, there are a couple of ways to go on that. Either the employer picks up the full premium of the group plan on its own, or requires that workers pay a portion of the premium. Generally speaking, this is an entirely personal choice that should be based upon what works best in that particular workplace. There is also a requirement of an 18-month continuation of insurance for employees who quit or who are terminated. This law comes under the Florida Health Insurance Continuation Act and is a part of the COBRA laws.

For a company or association looking for information on Florida group heaalth care insurance, the best method to find a reliable source is to use a search engine that sifts through the myriad of different plans available in Florida and narrows things down to a few relevant group plans. Once the choice is narrowed down, the policy details can be compared side by side, and the best policy for the circumstances chosen.

To learn more visit: http://www.grouphealthflorida.com

If your business is large enough, you may get to the point where you want to bring in formal benefits for your workers. This could be any one of any number of things, ranging from a company life insurance option, income protection for employees or better yet, a staff group health insurance plan. This is usually something that gets their attention and appreciation. After all, who doesn’t have a need for health insurance?

Many of the health insurance policies you can get today offer a reward of some type for living a healthy lifestyle; something many Americans have to forego to put food on their tables. The diets these days have swung to pastas and other low priced, fatty meals. However, a Florida group health policy in place at work may give a worker a new lease on life, and perhaps points earned for exercising, healthier eating and an overall effort to improve their lifestyle to make it healthier. Accrued points may result in reduced premiums. There are a wide variety of options on the market today, and talking to an experienced group health insurance agent will help you choose what will work for your organization.

The first thing to work out before you get a group health insurance plan is a budget. Once that is done, stick to your guns and maximize it to your company’s benefit, as well. There are plans out there that offer the basics only (inpatient coverage for a stay in hospital) and mid-range plans that may cover inpatient care and some outpatient coverage. If you want a totally comprehensive plan, you can get those as well, and they would cover most medical processes from start to finish.

Once you know what kind of coverage you want to offer your employees, you will want to keep the premiums at a reasonable level, or offer a higher level of coverage. Here, you will also be dealing with an excess – meaning what part of the claim the worker has to pay for treatment per year. If the excess is fairly high, the premiums are lower. You will need to work out what would be in the best interests of your employees and yet not too pricey. No one said running a business and having to choose Florida group health insurance options was going to be easy. If you need help, just call an experienced group health insurance agent for hints, tips and free advice, and a policy of course.

Bradley Palmer is with Grouphealthflorida.com offering Florida Group Health Insurance. To learn more about group health insurance, visit http://www.grouphealthflorida.com.

For many people, securing life insurance can be a long and complicated process. Those that apply for policies are often faced with mountains of paperwork and come to fear the prospect of failing the physical exam and having to pay exorbitant premiums. Because of the difficulties individuals often face when applying for life insurance policies, employer provided group life insurance can be an attractive offer for current and potential employees. The peace of mind of knowing that dependents will be provided for in the event of an early death is one of the simplest but most highly valued benefits available to employees.

Group life insurance premiums are generally considerably lower than premiums for individual life insurance policies. This is mainly due to the fact that group life insurance is much less of a risk for the insurance company, as insurance companies base group life premiums on the overall risk of the company or on the group of employees. With a group life insurance policy, the insurance company does not perform medical underwriting on an individual basis, as it usually does with individual policies. Instead, employers may be asked a series of simple medical questions about the characteristics of the group as a whole (e.g., size, stability, and group makeup) and this information will be used to determine the group’s eligibility.

For most companies, the risk factor of obtaining life insurance for employees is low because everyone in a company is not likely to die at once. In fact, due to employee turnover rates, the chance that anyone will die while working at the employer’s company is relatively small. Employers can give employees extra peace of mind with little cost. Because group life insurance is typically bundled with group health insurance, the insurance company’s sales and administrative costs are minimal. With such low administrative costs, the savings can be passed on to the consumer.

When an employer offers his or her employees group life insurance, it is very important that the employer makes his or her employees aware that group life insurance is not intended to replace their individual life insurance policies. Group plans should be considered as supplemental policies and typically provide coverage from $10,000 to one year of salary of the insured’s policy. A year’s salary will not be a sufficient amount to support the employee’s survivors or dependents on occasion of the employee’s death.

When searching for group health insurance policies, employers should consider adding group life insurance. Offering life insurance can be a cost-effective method of attracting and retaining quality employees.

To learn more visit: http://www.grouphealthflorida.com

Managed care plans usually cover a wide range of health services such as preventive care and immunizations for adults and children, general checkups, diagnosis and treatment of illness (including any necessary tests, doctors’ visits, prescription medications, and hospital care) and complete prenatal and newborn care. In addition, some managed care plans offer some services for the diagnosis and treatment of mental health conditions and substance abuse problems.

Due to the rising costs of healthcare, small business owners are likely to choose from one of two types of managed care plans for their employees. These two types of managed health care plans are—health maintenance organizations (HMOs) and preferred provider organizations (PPOs).

Usually, an HMO is the most affordable type of managed health care plan for employers and employees. An HMO will provide full reimbursement for most health care services, as long as employees visit approved, in-network doctors and hospitals for their medical needs. Employers who elect an HMO will have to choose a primary care physician (PCP). Health care providers within the HMO network are then encouraged to limit their fees in exchange for a guaranteed number of patients.

PPOs, on the other hand, are less restrictive in terms of choosing a doctor, but they are usually more costly for employees and employers. PPOs will generally cover network doctor visits with some type of copayment. With a PPO, employees are generally required to pay more costs upfront and are not fully reimbursed when they visit doctors and hospitals out of the network. PPOs control costs by balancing employees’ freedom of choice against their out-of-pocket expenses.

When reviewing these managed care options for employees, you should consider the following questions:

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Are the providers located conveniently for employees?
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What doctors, hospitals and other providers are part of the plan?
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Are there deductibles to pay before the insurance kicks in?
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Does the plan require referrals for specialists?
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Are there limits to how much will be covered by the plan?
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How much does it cost to see a provider outside the plan?

Considering these questions before choosing a health care plan can help you give employees the type of coverage they want. Choosing the right kind of plan for your employees will allow you to attract and hold a capable work force.

Bradley Palmer is with Grouphealthflorida.com offering Florida Group Health Insurance. To learn more about group health insurance, visit http://www.grouphealthflorida.com.

According to a census of insurance firms that America’s Health Insurance Plans released last month, more than 10 million U.S. residents are covered by health savings accounts (HSAs). These plans allow individuals to contribute thousands of pre-tax dollars to HSAs, which participants may spend on health care needs or roll over indefinitely. HSA accounts were initially chosen by consumers who might otherwise go without insurance because of its high cost or their good health, but the recent rise has been fueled by more companies and their employees opting for the plans. Choosing these plans does shift the risk onto the patient but offers less-expensive premiums than traditional coverage.

Recently, the IRS released the 2011 cost-of -living adjusted HSA contribution limits. Individuals must have a high deductible plan in order to qualify to make an HSA contribution. HSA contribution limits, along with high-deductible health plan (HDHP) deductibles and out-of-pocket maximums, will stay the same as they are in 2010. This decision is due to the cost-of-living remaining flat. After the application of the cost-of-living adjustment rules, the changes in the Consumer Price Index for the relevant period did not result in any changes to the HSA amounts for 2011.
Under Internal Revenue Service Revenue Procedure 2010-22:

The annual HSA contribution limit for employee-only coverage will remain at $3,050 ($6,150 for family coverage).

The minimum deductible for employee-only HDHP coverage will remain at $1,200 ($2,400 for family coverage)

The limit on maximum out-of-pocket expenses (including deductibles, co-pays and co-insurance but not premiums) for employee-only coverage will remain at $5,950 ($11,900 for family coverage).
The catch-up contribution limit, for individuals who are 55 or older, will remain at $1,000.

While most of the HSA limits will stay the same, one significant change that will occur in 2011 is the penalty on taxable, non-medical distributions. The penalty for 2010 is 10% and this will increase to 20% starting in 2011.

Bradley Palmer is with Grouphealthflorida.com offering Florida Group Health Insurance. To learn more about group health insurance, visit http://www.grouphealthflorida.com.

To learn more about Florida group health insurance, group health insurance quotes, group health insurance in Florida, visit Grouphealthflorida.com.

It’s interesting to note that a recent survey of Americans about the health care system discovered that overall, people were pleased with the quality of the health care they received. On the other hand, the cost of health care was entirely a different matter. Cost is a flash point with many people in this recession and it should come as no shock that those being polled would respond to the higher costs of health care.

It’s not a secret that health care costs have gone up precipitously over the last few years, with seemingly no end in sight. Although with some of the recently announced changes to the system coming in 2010, the price pendulum may swing back to the point of being reasonable. And that’s the conundrum facing us today, the quality of our health care and what we should be expected to pay for it.

Two out of three people who were asked questions about their experiences with our health care system were pleased with the quality of care they received. With quality care however comes a hefty price tag, much like the saying, “You get what you pay for.” So it’s a bit of a dilemma for the system to also be condemned as not being very affordable, as in where does the system draw the line between quality and affordability? The poor affordability rating came from those who suffer from disabilities or other chronic conditions.

The number of people polled for this interesting survey was fairly representational of the American population at large, with close to 14% of those responding admitting they had no health care because they couldn’t afford it. This doesn’t address what they would do if they required health care and had to pay for the expenses incurred out of their own pockets. The respondents who did have health insurance mostly received it from an employer, who sponsored a group health care plan at their place of employment.

While the survey is valid in terms of being representational for the nation, it did not include a portion that asked people what they were willing to pay for quality health care. Quality health care and the skill to deliver it needs to be reimbursed in some manner, so the question is how to deal with that and ensure everyone has access to affordable health care.

Bradley Palmer is with Grouphealthflorida.com offering Florida Group Health Insurance. To learn more about Florida group health insurance, group health insurance quotes, group health insurance in Florida, visit Grouphealthflorida.com.

This definitely doesn’t happen often and when it does, it makes people sit up and take notice. When a big pharmaceutical manufacturing company decides it will give away some of their most popular, top selling drugs, America notices.

Beginning July 1, 2009, Pfizer, most noted for Viagra, is launching a program called Medicines Assistance for Those Who Are in Need (MAINTAIN). Basically, this program will offer over 70 brands of drugs free of charge if people have been laid off or lost their prescription drug coverage. Some of those brands will include Lipitor (to lower cholesterol levels), Celebrex (a painkiller) and Lyrica (fibromyalgia treatment).

To get drugs, people must show they have been without a job since January 1, 2009, and that they do not have prescription drug coverage anymore. There are two other requirements that people must meet. Those are that they have been taking a medication that is part of this new program for at least three months before losing their job, and that they cannot pay for medications.

Those who are eligible for Pfizer’s program will get medicines free for up to one year, or until the person is able to obtain health insurance coverage again. In an economy whose unemployment rate is pretty dismal, 8.9% in April, this is welcome news. The drug company will be accepting applications until December 31, 2009.

Another giant of a different sort, Wal-Mart, is doing their part to help customers save money as well, by offering up to 350 generic medications for $10 for a 90-day prescription. This particular program started in Tampa, Florida, when it first offered a 30-day supply for specified generic drugs for $4. This program quickly spread to every other state.

Taking another leaf from its laurels, Wal-Mart also added meds to their program that included a generic version of Fosamax (a bone metabolism regulator) and other medications used to treat breast cancer, hormone deficiencies and menopause. These are being sold for $9 for a 30-day supply or $24 for a 90-day refill.

Wal-Mart is also ensuring their customers get the benefits of non-prescription drugs, by offering over 1,000 over the counter items priced at $4 or less. Customers in Florida have already saved $81.4 million. Customers nationwide have kept $1.16 billion in their pockets since this program came into being.

Publix pharmacies have also been doing their part by offering a free prescription drug program for seven of the most frequently prescribed oral antibiotics. During this recession, it’s nice to see the corporate community step-up and make a difference.

To learn more about Florida group health insurance, group health insurance quotes, group health insurance in Florida, visit Grouphealthflorida.com.

Cutting health care costs in half would certainly get your attention, wouldn’t it? Do this by implementing Health Reimbursement Arrangements (HRAs). This would be a win-win situation for both the business owner and the employees.

Skyrocketing health insurance premiums have everyone worried and when a chance comes up to save money, why not take the brass ring and run with it? You may have noticed that as health care insurance premiums soar, fewer businesses offer group coverage to their workers.

For a smaller company with relatively healthy employees, setting up HRAs is a great way to allow workers to get permanent, portable individual health insurance for a lower cost than typical group coverage.

The HRAs, also called Section 105 Plans, are basically an agreement by the employer to pay the employee for their health insurance premiums and other stated medical expenses. It’s a tax-free benefit for the worker.

Here is how this works: family and individual health insurance plans are underwritten. The insurance company then has options to exclude various conditions or decline applications. These are up to 50% less expensive than group plans. That is saving serious money.

If you want to keep your employees, offering them good benefits will keep them happy. Although group insurance used to be the way to go, this does seem to be changing, as it’s too expensive for some smaller businesses.

With the HRA, the employer is taken out of the middle, leaving workers with their own individual private coverage that is totally portable. It means you pay the employees directly for their health insurance expenses.

There is no plan to manage and you won’t have to shop every year for coverage, etc. Another added bonus is when workers have their own coverage, there are no COBRA issues when they leave. Less hassle, fewer headaches and less money! It couldn’t get much simpler than that.

Talk about easy to work with as well. All an employer has to do is outline what expenses they will pay back to the employee and how much will be paid back. The employer might say they’ll cover up to $400 a month and any unused portion will accrue for later expenses.

HRAs are definitely worth checking out and may save you quite a lot of money.

Bradley Palmer is with Grouphealthflorida.com offering Florida Group Health Insurance. To learn more about Florida group health insurance, group health insurance quotes, group health insurance in Florida, visit Grouphealthflorida.com.