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March 2–5, 2008
ORLANDO
Hilton in the Walt Disney World® Resort
An Educational Conference for Executives and Administrators Who Manage Self-Funded and/or Fully Insured Health and Welfare Plans at Mid-Sized Companies
Are your
health and welfare
benefit plans
headed down the
right road?
Presented by
Sponsored by
Aflac • benefEx benefit consulting • CIGNA • CIGNA Voluntary Limited-Benefit Plans
HCC Life Insurance Company • HealthEquity, Inc. • Healthways, Inc. • Hilb Rogal & Hobbs
John Hancock Long Term Care Insurance • Mayo Clinic • Medcom • Meritain Health
Principal Financial Group/Principal Wellness Company • Quantum Health, Inc.
REGISTER ONLINE AT
The Standard • Trion • UnitedHealthcare • Willis
WWW.UCS-EDU.NET
2 HEALTH AND WELFARE PLAN MANAGEMENT FOR MID-SIZED EMPLOYERS
The Road Ahead for Your
Health and Welfare Plans
Dramatic increases in the cost of health care benefits have forced employers to take cost-
containment measures and made the job of managing and funding these employee benefits more
challenging than ever. Today, the pace of increase continues well above inflation, leaving many to
wonder “What next?” How can employers align health care costs with their current and future
business needs without alienating employees and losing talent to the competition? There are no
quick and easy answers. But, there is a place where you can learn what some of the best and
brightest in the employer-sponsored health care arena are thinking and doing. The Health and
Welfare Plan Management for Mid-Sized Employers conference in Orlando is your opportunity to
find out how to map a long-term course for your health and welfare plans and to avoid short-cut
solutions that lead to dead ends. Make plans now to attend and discover:
How to Save Costs Without Cost- Why Wellness Programs Have Gotten ■ Learn about the flexibility Section
Shifting or Cutting Benefits the Attention of the C-Suite 125 plans give your employees
■ Find out how better employee ■ Explore best practices for wellness to tailor your benefits to their
communication enabled one programs that lower health care individual needs.
company to save money, improve costs and improve productivity. ■ Hear why employers need to look
benefits and provide employees ■ Uncover the long-term value beyond benefits to attract, retain
with a one-month “premium of health risk assessments, and reward today’s workforce.
holiday.” biometrics and incentives to
■ A benefit manager shares her identify unhealthy lifestyles and How to Strengthen Your Negotiating
successful approach to reducing encourage behavior change. Position with Vendors and Management
cost by improving the health of ■ Hear how an employer created ■ Uncover the facts you need to get the
employees with chronic illnesses. lasting cost reductions by focusing best deal on your next renewal.
■ Hear how coordinated care on improving employee health. ■ A seasoned benefit manager shares
programs can lower trend and tips on how to make the most of your
improve services to employees. What You Need to Know to Comply vendor relationships.
■ Explore how self-funding can be an with Benefits Laws and Regulations ■ Find out how to improve the likelihood
effective cost-saving tool. ■ Find out what you and your of getting senior management’s
employees can and cannot do with approval of your benefits proposals.
CDHC Success Stories FSAs, HRAs and HSAs.
■ Gain an understanding of how ■ A DOL representative explains what Why Integrating All of Your
preventative services and wellness your obligations are under HIPAA. Health-Related Benefits Makes
programs are central to the ■ Stay up to date on the latest Good Business Sense
success of consumer-driven changes to COBRA, FMLA and ■ Find out how a health plan that aligns
health care. other federal legislation. with wellness objectives produces
■ Learn from a plan sponsor the the best ROI.
vital role that communication How to Meet the Benefits Needs of an ■ Get a handle on what you can do to
and education play in employees’ Increasingly Diverse Workforce combat the detrimental effects of
acceptance of and enrollment in a ■ Explore whether limited-benefit absenteeism and presenteeism on
CDH plan. plans offer a win-win solution for productivity and health care costs.
your company and employees who
aren’t eligible for your medical
benefits.
99% of those who
attended would recommend
this program to a colleague.
Register online at www.ucs-edu.net or call Debbie Penney at
HEALTH AND WELFARE PLAN MANAGEMENT FOR MID-SIZED EMPLOYERS 3
Keynote and Luncheon Presentations
The Future of Employment-Based Avoiding the Patchwork Quilt:
Health Benefits: Have Employers How Employers Can Tie Together
Reached the Tipping Point? Wellness, Disease Management
Paul Fronstin, PhD, Senior Research and Care Coordination into
Associate and Director of the Health a Single, Integrated Health
Research and Education Program Management System
Employee Benefit Research Institute Kara J. Trott, JD, Chief Executive Officer
Keynote speaker Paul Fronstin takes a critical look at the Quantum Health, Inc.
current state of employer-sponsored health care benefits Employers are adding wellness screenings, disease
and shares thought-provoking research on the subject. management, consumer-directed accounts, patient
He also offers an assessment of the political dynamics advocacy and other services and tools to their health
at work during this presidential election year and the plans. But adding disparate, unconnected programs often
implications for health care reform. creates more fragmentation—further confusing patients,
increasing costs and only incrementally improving health
outcomes. Kara Trott discusses how to integrate these
A Consumerism Philosophy: functions into a cohesive, coordinated service offering that
How It Can Reduce Costs and creates more satisfied employees who use health care
Improve Employee Health more efficiently. The result is sustainable cost reduction
Miles S. Snowden, MD, MPH, CEBS, without cutting benefits or shifting costs.
Senior Vice President,
Health Advancement
Uniprise, a UnitedHealth Group company Does Consumerism Work?
As health care costs continue to rise, employers are John Young, Vice President,
increasingly looking for ways to engage their employees, Consumerism
reduce unnecessary care and decrease overall medical CIGNA HealthCare
spending, regardless of plan design. Dr. Snowden examines As health care costs continue to rise,
strategic and practical implications of how a consumerism employee benefit professionals are
philosophy benefits both employers and employees. challenged to manage costs without
sacrificing the quality of care that employees receive.
Some have turned to cost-shifting and leaner plan designs
as solutions. See how consumerism strategies focus on
consumer engagement and how health advocacy helps
improve the health and productivity of the workforce and
reduces costs. John Young reviews the misperceptions
Panel Discussion of consumer-driven care and shares research that shows
how—if done right—consumerism strategies can help
Tips, Insights and Strategies improve the health of workers and lower overall costs.
from the Trenches
Moderator: Mark E. Friedman, Conference Chairman
Panelists: Julie Adamik, President, Employee Benefits Training & Solutions LLC; Byron J. Glidden, Manager,
Human Resources, Oregon Research Institute; Sherine H. High, Vice President, Human Resources,
Bon Secours Baltimore Health System; Jane Walbrun, Health Plan Manager, Duke University and Health System
Conference chairman Mark Friedman and four of your plan sponsor colleagues discuss how they have met the challenges
and opportunities they face with their health and welfare plans. Listen, learn and ask questions as this group of benefits
pros discusses such issues as cost-saving measures that don’t compromise employee health or wealth; implementation
strategies for CDHC plans; ideas to encourage participation in wellness plans among those who really need to participate;
how to effectively manage vendor relationships to create a long-term partnership; steps you can take to get buy-in and
support for your health benefits program from the C-suite; and much more. Leave this session with answers and solutions
you can use today.
800-864-2063 or 919-314-2844 (8:30 am–5:00 pm Eastern).
4 HEALTH AND WELFARE PLAN MANAGEMENT FOR MID-SIZED EMPLOYERS
Conference Alumni
24 Hour Fitness
AAA Auto Club
Attend this
Ace Hardware Corporation
AGFA conference
Alaska Railroad Corporation
All Children's Hospital
American Bar Association
to choose the
Briggs & Stratton Corporation
Bunn-O-Matic Corporation
best road for
CarMax, Inc.
Children's Hospital & Health System your health
and welfare
Circuit City
City of Amarillo, Texas
Colorado State University
Dallas Museum of Art
Dreyer's Grand Ice Cream
Firemen's Retirement System–St. Louis
benefit plans.
In partnership with the University of North Carolina’s Kenan-Flagler Business
Fruit of the Loom
School, one of the nation’s premier providers of executive development, the
Golden Corral Corporation
Health and Welfare Plan Management for Mid-Sized Employers conference
Goodwill Industries delivers the unbiased curriculum you need to effectively manage your health
Great Clips, Inc. and welfare benefits. Register now and you’ll have the opportunity to:
Harley-Davidson Motor Company
■ Choose from 40+ individual workshop sessions. Customize the agenda to your
Herman Miller Inc.
organization’s specific needs.
Kohler Company ■ Learn from experts. Speakers from the DOL, IRS, law firms and your colleagues
La-Z-Boy Incorporated in the plan sponsor community focus on today’s most critical issues: HSAs, HRAs
Lions Clubs International and FSAs; consumer-directed health care; integrated plan design; wellness
L.L.Bean programs; prescription drug management; cost containment; and much more.
■ Take away ideas you can use right now. Leave the conference with
McDonald's Corporation
Perry's Ice Cream straightforward, proven strategies you can use today to improve your plans.
■ Network with hundreds of your colleagues. Luncheons, receptions and breaks
PGA Tour
are perfect for one-on-one discussions with contemporaries to compare
Pirelli Tires
problems and explore solutions.
Progress Energy Services Company, LLC ■ Gain access to an online resource library. Your attendance entitles you to a full-
RE/MAX year’s online access to workshop presentations for all Health and Welfare Plan
Red Wing Shoe Company, Inc. Management conferences. It’s like getting four conferences for the price of one!
Riverdale Country School
SECU of Maryland
Sonic Corporation
Stanley Steemer International, Inc.
The Motley Fool “This conference provided me, as a financial executive, an
The Scripps Research Institute
excellent education resource on issues that continually
The Stride Rite Corporation
drive costs in our organization.”
Union Local 8A28A
– R. Alan Hall
University of Kentucky
Senior Vice President, Chief Financial Officer & Secretary
Wild Oats Markets, Inc. B.L. Harbert International, LLC
Register online at www.ucs-edu.net or call Debbie Penney at
HEALTH AND WELFARE PLAN MANAGEMENT FOR MID-SIZED EMPLOYERS 5
$
H
I
P
A
A
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O
B
R
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Pre-Conference Workshop NEW—A great benefits primer
Sunday, March 2, 2008 ■ 2:00–5:00 pm for newcomers or refresher for
experienced professionals.
Benefits Boot Camp
Jay M. Kirschbaum, National Director, Legal & Research Group, Willis
Are you new to employee benefits? Perhaps you are a compensation professional looking to cross train in the benefits
arena or a seasoned HR generalist who has just recently taken over the benefits function. This boot camp is designed
to help you know more about ERISA, IRC, ADA, FMLA, ADEA, PPA, NMHPA, WHCRA, QMCSOs and all of the other
acronyms and laws that make employee benefits very confusing. This session is designed to help you understand the
overall structure of the laws and essentials of employee benefits. Learn the difference between mandatory and voluntary
benefits, how laws fit together,
the importance of compliance
through plan documentation, how
nondiscrimination rules work, and
the basics of COBRA and HIPAA. Who Should Attend?
Register by December 28, 2007,
and attend this pre-conference Registration is strictly limited to executives and administrators who manage
workshop for just $150—a $100 their organizations’ self-funded and/or fully insured health and welfare plans.
savings. After this date, the fee These include:
is $250. Separate enrollment is ■ Company officers
required; see the registration form ■ Vice presidents and directors of human resources
on the back cover. (Enrollment is ■ Employee benefits/compensation directors, managers and specialists
limited to 100.) ■ CFOs, vice presidents and directors of finance and risk
800-864-2063 or 919-314-2844 (8:30 am–5:00 pm Eastern).
Key
Agenda and Workshops Fundamentals of Health Care Plans and Related Benefit Programs
Plan Administration
Note: Some sessions and speakers may change. Plan Design
Communication and Employee Education
Legal, Regulatory and Fiduciary Issues
Sunday, March 2 Wellness, Disease and Case Management
11:00 am–5:00 pm Registration
Legend
2:00 pm–5:00 pm Pre-Conference Workshop: Benefits Boot Camp Appropriate for: Level of Presentation
Jay M. Kirschbaum, National Director, Legal & Research Group, Willis A = Self-funded health and welfare plans B Basic I Intermediate
B = Fully insured health and welfare plans A Advanced G General
Monday, March 3
7:15 am–4:00 pm Registration 7:30 am–8:30 am Continental Breakfast
8:30 am–8:45 am Welcome/Opening Remarks: Mark E. Friedman, Conference Chairman
8:45 am–9:45 am Keynote Address: The Future of Employment-Based Health Benefits: Have Employers Reached the Tipping Point? • Paul Fronstin, PhD, Employee Benefit Research Institute
9:45 am–10:00 am Refreshment Break
10:00 am–11:00 am G I G G G
Is Self-Funding Right for Your Plan? Back to Basics—Managing Health Plan Value-Based Health Care Purchasing: Case Study: Cutting Medical Making Wellness Work for Your
What Are the Considerations? Costs “Inside the Box”! Its Impact on Your Organization Costs Through Better Employee Employees and Your Bottom Line
D.C. Parker J. Adamik Presented by Communications N. Fallowfield
Meritain Health Employee Benefits Training Mayo Clinic J.A. Kopanis Principal Financial Group/
& Solutions LLC Dynamic Dies, Inc. Principal Wellness Company
A,B 1 A,B 2 A,B 3 A,B 4 A,B 5
11:00 am–11:15 am Break
11:15 am–12:15 pm B I I G B
FSA, HRA and HSA Fundamentals Case Study: Smart Health Care Long-Term Care Insurance: A Voluntary What Are They Thinking and Why Should Last Chance for a Competitive Advantage:
N.A. Payne Consumerism—Ensuring Employees and Benefit Enters the Mainstream I Care? Improve Cash Flow, Profitability A Healthy, Productive Workforce
Internal Revenue Service Management Are Aligned for Success Presented by and Morale by Measuring D. Hodgdon
Presented by John Hancock Long Term Care Insurance Employee Perceptions Healthways, Inc.
UnitedHealthcare S. Peloquin
benefEx benefit consulting
A,B 6 A,B 7 A 8 A,B 9 A,B 10
12:15 pm–1:45 pm Lunch and Speaker: A Consumerism Philosophy: How It Can Reduce Costs and Improve Employee Health • Miles S. Snowden, MD, MPH, CEBS, Uniprise, a UnitedHealth Group company
2:00 pm–3:00 pm B B G G G
The Employment Package: Limited-Benefit Medical Plans: Health Case Study: Working Through Employee Keep Your Cost Trend Under 5% Creating Wellness at Work—The Impact
Looking Beyond Benefits Insurance for the Working Uninsured Anxiety About CDHC Without Cutting Benefits on Health and Productivity
J. Barton E. Motter B.B. Boudreau K.J. Trott, JD M. Killian
Willis CIGNA Voluntary Limited-Benefit Plans Eastern Propane Gas Inc. Quantum Health, Inc. Trion
A,B 11 B 12 A,B 13 A 14 A,B 15
3:00 pm–3:30 pm Refreshment Break
3:30 pm–4:30 pm G G G I G
Successful Strategies for Using Your Health and Productivity in the Workplace Promoting the Wise Use of HSAs The 80/20 Principle in Health Care Building a Wellness Culture:
Section 125 Plan to Help Offset Rising Presented by S. Neeleman, MD Cost Management How Can You Help Your Employees
Health Care Costs The Standard HealthEquity, Inc. M.E. Puck Achieve Better Health If They Aren’t Sure
M.J. Bracken BAE Systems They Are Willing to Change?
Medcom Presented by
CIGNA
A 16 A,B 17 A,B 18 A,B 19 A,B 20
4:30 pm–6:00 pm Networking Reception
Tuesday, March 4
7:15 am–4:00 pm Registration 7:30 am–8:30 am Continental Breakfast
8:30 am–9:45 am Keynote Address: Avoiding the Patchwork Quilt: How Employers Can Tie Together Wellness, Disease Management and Care Coordination into a Single, Integrated Health
Management System • Kara J. Trott, JD, Quantum Health, Inc.
9:45 am–10:15 am Refreshment Break
10:15 am–11:15 am B I I G I
Self-Funding and Stop Loss 101 Building a Highly Effective Total Rewards Best Practices in Pharmacy The Move Toward Health Care Designing Your Medical Plan to Align
Presented by Program with Voluntary Benefits Presented by Accountability with Your Wellness Objectives
HCC Life Insurance Company and Services (A Successful Model Trion J.M. Walbrun Presented by
for Consideration) Duke University and Health System Hilb Rogal & Hobbs
J.M. Robinson
Aflac
A,B 21 A,B 22 A,B 23 A,B 24 A,B 25
11:30 am–1:30 pm Lunch and Speaker: Does Consumerism Work? • John Young, CIGNA HealthCare
1:45 pm–2:45 pm B G I I B
An Introduction to International Insights on HIPAA from the DOL Case Study: Creating and Implementing a Learn Key Strategies for Successful The Broken Promise of Disease
Health Care Benefits L. Summers CDHC Using Effective Negotiations with Your Carriers Management—Will My Wellness
Presented by U.S. Department of Labor, EBSA Communication Strategies and Vendors Program Do Better?
CIGNA B.J. Glidden J. Forde, M. Margay L.J. Luter, MD
Oregon Research Institute Trion Meritain Health
A,B 26 A,B 27 A,B 28 A,B 29 A,B 30
2:45 pm–3:15 pm Refreshment Break
3:15 pm–4:15 pm G G I B I
The High-Wire Act: Mining Gold in Your Health PBMI Pricing and Compensation Models Use Health Care Data to Effectively
A Regulatory Update for Health
Balancing Employee and Corporate and Welfare Plans Series 101 Identify, Monitor and Measure Wellness
and Welfare Plans
Leadership Wants/Needs J. Adamik D.C. Opinante and Disease Management Programs
T.L. Bitseff
S.H. High Employee Benefits Training The Seneca Group J. Fortin
Thelen Reid Brown Raysman & Steiner LLP
Bon Secours Baltimore Health System & Solutions LLC Willis
A,B 32
A,B 31 A,B 33 A,B 34 A 35
4:30 pm–6:00 pm Networking Reception
Wednesday, March 5
7:45 am–11:30 am Registration 7:30 am–8:30 am Continental Breakfast
8:30 am–10:00 am General Session Panel Discussion: Tips, Insights and Strategies from the Trenches • Moderator: Mark E. Friedman, Conference Chairman • Panelists: Julie Adamik, Employee Benefits
Training & Solutions LLC; Byron J. Glidden, Oregon Research Institute; Sherine H. High, Bon Secours Baltimore Health System; Jane Walbrun, Duke University and Health System
10:00 am–10:15 am Refreshment Break
10:15 am–11:15 am G I G G
VEBAs as a Vehicle for Funding Health Benefits Health and Welfare Plans: The Power of Behavioral Incentives: Case Study: Linking Premiums with Communication,
F.J. Baragona, Jr. A Basic Guide to Cleaning and Maintenance Employers Share Their Success Stories Lifestyle and Wellness
Louisiana Methodist Children’s Home T.L. Bitseff Moderated by S. Alstad
Thelen Reid Brown Raysman & Steiner LLP K.J. Trott, JD U.S. Oil Co., Inc.
Quantum Health, Inc.
A 36 A,B 37 A,B 38 A,B 39
11:15 am–11:30 am Break
11:30 am–12:30 pm I B I B
Case Study: Smart Health Care Consumerism— The Care and Feeding of Your Building a Highly Effective Total Rewards Program Last Chance for a Competitive Advantage:
Ensuring Employees and Management Health Care Plan’s Representative with Voluntary Benefits and Services A Healthy, Productive Workforce
Are Aligned for Success M.B. Reynolds (A Successful Model for Consideration) D. Hodgdon
Presented by Ohio Presbyterian Retirement Services J.M. Robinson Healthways, Inc.
UnitedHealthcare Aflac
A,B 40 A,B 41 A,B 42 A,B 43
12:30 pm–1:30 pm Luncheon Buffet
Register online at www.ucs-edu.net or call Debbie Penney at 800-864-2063 or 919-314-2844 (8:30 am–5:00 pm Eastern).
8 HEALTH AND WELFARE PLAN MANAGEMENT FOR MID-SIZED EMPLOYERS
8. Long-Term Care Insurance: A Voluntary Benefit Enters the Mainstream
Workshop Descriptions There have been many changes in the long-term care insurance (LTCI)
market, most notably, the popularity of the coverage as an employee
1. Is Self-Funding Right for Your Plan? What Are the Considerations? benefit. This interactive discussion explores the LTCI marketplace,
Employers continue to battle premium increases and are challenged including growing employer interest and plan design innovation, and a
with reducing health care expenditures. This session provides you with study showing LTCI consumer trends. Other topics include the successful
an overview on the pros and cons of self-funding your benefit plan and execution of plan transfers and upgrades, and important employer
highlights items that should be considered in an effort to reduce those considerations in carrier selection and plan design.
increasing expenditures.
9. What Are They Thinking and Why Should I Care? Improve Cash Flow,
2. Back to Basics—Managing Health Plan Costs “Inside the Box”! Profitability and Morale by Measuring Employee Perceptions
This session provides a thought-provoking, interactive—and perhaps What if your employees actually embraced changes to your existing
controversial—discussion about what we’ve learned from past attempts benefit plan because they participated in the design process? What if
to control health care costs and how our approach in the future may be their involvement directly led to decreased plan costs? Learn how a
completely different. Have we spent so much time looking “outside the properly constructed employee perception survey—conducted prior to
box” that the answer might be “inside the box”? Learn from a corporate making any plan changes—can make all the difference. Don’t accept
benefits professional with more than three decades of experience what hostility as the only possible outcome to plan changes. Employee
we’ve done in the past to control costs and why we are still looking for feedback provides the missing data you need to create a sustainable,
the solution. Explore the challenges facing employers in the future and affordable health care and employee benefit system—one that will
discover how health and welfare plans will affect recruiting and retention actually satisfy the majority of your participants.
of a very different workforce.
10. Last Chance for a Competitive Advantage: A Healthy, Productive
3. Value-Based Health Care Purchasing: Its Impact on Your Organization Workforce
Learn how to get the best value for your health care dollar. Discover the In today’s business environment, there are few opportunities left to gain
tools you can use to identify efficient and inefficient providers who may a competitive edge. The health and productivity of your workforce is
be in your network. Hear about strategies to engage your broker and a glaring exception. This session will demonstrate the importance of a
carrier to promote cost-effective care delivery. firm commitment to wellness and the creation of a culture of health at
the workplace. You will learn how to assess where you are on the road
to healthy, productive employees and receive guidance on how to build
4. Case Study: Cutting Medical Costs Through Better Employee toward a total population solution that promotes better health across
Communications your entire workforce.
Learn how one company rose to the challenge of cutting medical costs
and saved over $1 million—all while improving benefits, avoiding higher
11. The Employment Package: Looking Beyond Benefits
premiums for employees, and actually rewarding them with one month of
free medical premiums annually. This informative workshop demonstrates Today’s workforce has needs that are just as diverse as the generations,
how you can successfully partner with your employees and gives you backgrounds, ethnicities and other variances that it encompasses. This
the tools you need to incorporate the same partnership program at session looks beyond traditional benefits and focuses on compensation
your company. and work/life programs and other tools that should be a part of an
employer’s total package when trying to recruit, retain and reward
employees. Hear about different compensation strategies, linking pay
5. Making Wellness Work for Your Employees and Your Bottom Line to performance, learning and training opportunities, flexible scheduling
How does wellness fit in the environment of consumer-driven health options, aptitude testing, employee mentoring programs and more.
care? What are the essential steps to designing and implementing a
wellness program that will lower health care costs and improve the
12. Limited-Benefit Medical Plans: Health Insurance for the
health of your employees? How do you hold your wellness vendor
Working Uninsured
accountable? Discover how you can validate the success of your
wellness program by evaluating the worth of your wellness investment. Plan sponsors have been offering limited-benefit medical plans to
hourly employees since the late 1980s. Learn why these “new” plans
are becoming a crucial part of today’s benefits offering. Discover how
6. FSA, HRA and HSA Fundamentals choosing the right plan can be used to positively affect your company’s
A representative from the IRS explains the basic rules governing each bottom line through improved recruiting, retention and productivity.
type of health reimbursement arrangement, and the advantages and
disadvantages of each.
13. Case Study: Working Through Employee Anxiety About CDHC
Hear how a company successfully implemented an HDHP. A human
7. Case Study: Smart Health Care Consumerism—Ensuring Employees resources executive takes you step by step through the process and the
and Management Are Aligned for Success timeframe involved and tackles how to answer the question all employees
This case study shows how one employer partnered with its health plan want to know, “What’s in it for me?”
to successfully communicate and launch a consumer-driven health plan
that educated employees, drove participation, promoted better lifestyle
14. Keep Your Cost Trend Under 5% Without Cutting Benefits
choices, and improved the company’s finances.
Coordinated health care programs have stabilized claims trend for many
groups without decreasing benefits or shifting costs. Learn how to select
services and vendors that reduce fragmentation in your plan, change
employee behavior, improve utilization and reduce costs.
Register online at www.ucs-edu.net or call Debbie Penney at
HEALTH AND WELFARE PLAN MANAGEMENT FOR MID-SIZED EMPLOYERS 9
15. Creating Wellness at Work—The Impact on Health and Productivity 22. Building a Highly Effective Total Rewards Program with Voluntary
As employers face increased medical costs, an aging workforce and Benefits and Services (A Successful Model for Consideration)
health risks that impact productivity, wellness initiatives are becoming Today’s HR professionals have the task of developing a highly effective
imperative. Learn how to get started in implementing a wellness total rewards strategy that complements their company’s business goals.
program and best practice components. This session explores what an Explore the importance of building an integrated total rewards program
employer can expect in terms of cost, the use of incentives and return that attracts, motivates and retains employees while keeping reward
on investment; it also addresses the need to integrate wellness into your investments affordable. A review of successful models shows how to
overall health and productivity management strategy. maintain a balanced portfolio of compensation, career development,
workplace environment, performance recognition and benefits. Learn
how to enhance the value of the benefits package at no direct cost to the
16. Successful Strategies for Using Your Section 125 Plan to Help Offset
company by giving employees more choices through voluntary benefits
Rising Health Care Costs
and services, allowing them to tailor their rewards package to their
Hear success stories of employers who have been able to fully integrate needs, achieve greater peace of mind and gain a broader appreciation for
their Section 125 plans with their group medical health care plan. the company.
17. Health and Productivity in the Workplace 23. Best Practices in Pharmacy
Absenteeism, or chronic non-attendance at work, undercuts the Discover how to manage your prescription drug benefits more effectively.
productivity of the workforce. A phenomenon that also substantially This session provides an overview of benefit trends and best practices
affects the workforce is presenteeism, employees who come to work, but for pharmacy benefits.
because of their medical conditions, work at lower levels of productivity.
Research on this newly defined phenomenon is just beginning, but early
results indicate that presenteeism is more costly than absenteeism, rivals 24. The Move Toward Health Care Accountability
health care costs, is often driven by behavioral health conditions, and It takes more than increasing employees’ share of the health care costs
can lead to expensive and disruptive disability claims. to change behavior and improve care of chronic illness. This session
describes one employer’s ongoing journey to improve employee health
and productivity while reducing cost.
18. Promoting the Wise Use of HSAs
In this session, a doctor who has authored a guidebook on HSAs
offers information on how you can help your employees become better 25. Designing Your Medical Plan to Align with Your Wellness Objectives
consumers of health care. What is a healthy employee worth? Do your benefit programs support
your wellness initiative or stand in its way? If you have difficulty
answering these questions, you’re not alone. Too often, health
19. The 80/20 Principle in Health Care Cost Management
improvement strategy and benefit plan design strategy occur separately,
Learn how the 80/20 Principle demonstrates the shortcomings of current preventing both from maximizing results. If you have grown weary of
approaches to managing health care costs and reveals the true cause trying to manage your benefit programs by shifting costs to employees,
of the health care cost explosion. The speaker, who is both an HR decreasing benefits and continually shopping provider networks for
practitioner and economist, provides a blueprint on how to achieve long- price, this session offers an alternative. Discover how savvy employers
lasting cost reductions of 30% to 50%. At the same time, this approach are implementing the concepts of evidence-based medicine and value-
creates a win-win situation for employer and employee. Gain insight into based design to maximize the health of their workforce and contain
the hidden costs of poor health, and learn how reducing health care costs health care costs.
is only the tip of the cost savings opportunity.
26. An Introduction to International Health Care Benefits
20. Building a Wellness Culture: How Can You Help Your Employees
This workshop provides an overview of international health care
Achieve Better Health If They Aren’t Sure They Are Willing to Change?
benefits for employers with global operations, companies thinking about
Nearly one in ten adults in the United States experiences some form expanding outside the United States and those with global business
of depression every year. Three of the most costly prescribed drugs travelers. Learn about the global trends, available products and issues in
are anti-depressants. Even more alarmingly, depression is often international health benefits that any benefit manager must consider for
undiagnosed or untreated when it exists with other conditions. All of employees traveling or residing outside the United States.
these factors contribute to higher medical costs, diminished productivity
and absenteeism. All are avoidable. Learn how depression management
programs can improve employee wellness and curb costs through early 27. Insights on HIPAA from the DOL
identification, coaching, coordination with primary care physicians, and A Department of Labor representative explains the basics of HIPAA
education and support. regulations and focuses on compliance by plan sponsors. Learn how
EBSA can help you with your responsibilities as an employer, and take
advantage of this opportunity to pick up publications that will help you
21. Self-Funding and Stop Loss 101
fulfill your obligations.
Learn how to communicate your medical stop loss insurance needs to your
broker and administrator. This workshop explores the fundamentals of self-
funding and stop loss, highlighting the advantages you need to consider. 28. Case Study: Creating and Implementing a CDHC Using Effective
Gain an understanding of the basic concepts of medical stop loss, including Communication Strategies
specific and aggregate coverage, maximums and contract types. Through real-world experience, a plan sponsor shares how employees
were involved in the design, development and roll out of a consumer-
driven health care plan in an organization accustomed to very rich
medical benefits. Learn about the innovative, year-long process this
employer undertook to design and implement the plan and the key role
that effective communication strategies played in its successful roll out.
Benefit, too, from an examination of the tools used to project the financial
impact of the new model on participants and their families.
800-864-2063 or 919-314-2844 (8:30 am–5:00 pm Eastern).
10 HEALTH AND WELFARE PLAN MANAGEMENT FOR MID-SIZED EMPLOYERS
29. Learn Key Strategies for Successful Negotiations with Your Carriers 36. VEBAs as a Vehicle for Funding Health Benefits
and Vendors VEBAs have gotten a lot of press with the auto workers settlements with
There are financially sound arguments to be made with carriers during Detroit. During this primer, gain an understanding of the practical use of a
renewals to yield better rates and lower future increases. Put the carriers Section 501(c)(9) VEBA Trust to fund self-insured health benefits. Learn
to the test on whether they have been helping you manage claims and the benefits of using VEBAs, their establishment and administration, and
rates. Learn about tools for forensic evaluation of your next renewal. ongoing operational and compliance issues.
30. The Broken Promise of Disease Management—Will My Wellness 37. Health and Welfare Plans: A Basic Guide to Cleaning and
Program Do Better? Maintenance
Learn the keys to successful wellness and disease management How long has it been since you dusted off your documents, polished your
programs through this review of what not to do. This physician-conducted disclosures or scrubbed your SPD? A benefits attorney offers a checklist
workshop identifies common reasons these programs don’t produce that helps you clean up your welfare plan compliance. Take advantage of
meaningful ROI or savings. this practical guide to document maintenance and a step-by-step system
for identifying and correcting compliance problems.
31. The High-Wire Act: Balancing Employee and Corporate Leadership
Wants/Needs 38. The Power of Behavioral Incentives: Employers Share Their
A fellow plan sponsor walks you through resources intended to help you Success Stories
with benchmarking your benefits offerings and preparing proposals that Through employer group case studies, this session highlights how
will survive senior management cuts. Learn how to package a program tailored benefit incentives play a key role in driving specific behaviors
that offers employees reasonable costs, whittles away at the entitlement that increase the health of employees and their dependents and make
feature and uses clear-cut data to make the case for financing the health care utilization more efficient. Learn which incentives have a
proposed programs. meaningful impact on claims cost.
32. A Regulatory Update for Health and Welfare Plans 39. Case Study: Linking Premiums with Communication, Lifestyle
Review the latest compliance requirements and developments. Learn and Wellness
about important changes in such areas as COBRA, HIPAA, HSAs, FSAs Can incentives encourage employees to stay healthy and reduce
and other federal regulations that may change the way you manage unnecessary health care costs? This case study shows how one plan
your plan. sponsor succeeded in implementing effective communication and
education programs that drove participation, promoted better lifestyle
choices and helped the company’s bottom line.
33. Mining Gold in Your Health and Welfare Plans
There’s a gold mine of cost savings in most employee benefit plans if you
know where to look. Before you start thinking about reducing benefits or 40. Case Study: Smart Health Care Consumerism—Ensuring Employees
shifting cost to your employees, hear how to dig out those hidden gems. and Management Are Aligned for Success
Learn valuable techniques from an employee benefits professional with See session #7.
more than 35 years of experience. Discover how to conduct an in-depth
review and analysis of your plans, including internal administrative
41. The Care and Feeding of Your Health Care Plan’s Representative
efficiency, plan design cost effectiveness and legal compliance.
The relationship between you and your medical plan carrier’s
representative can determine how effective you are in your job as
34. PBMI Pricing and Compensation Models Series 101 manager of your health care plan, as well as set the stage for the success
Balancing quality and cost is always a challenge for plan sponsors. or failure of your program. Like anything else in human resources, it’s all
Reducing pharmacy benefit expenditures requires an understanding of about relationships. What should you ask for? What should you supply?
the pricing formulas used in the PBM industry. Find out how to negotiate What duties should you share? Who is responsible for what? A seasoned
better pharmacy benefit contracts and lower prescription drug costs. A benefits manager explores these and other important questions regarding
combination of examples and interactive discussions reveals how you this critical area of benefits management.
can identify pharmacy cost drivers and learn how to use the pharmacy
benefit to drive down other health care costs.
42. Building a Highly Effective Total Rewards Program with Voluntary
Benefits and Services (A Successful Model for Consideration)
35. Use Health Care Data to Effectively Identify, Monitor and Measure See session #22.
Wellness and Disease Management Programs
Health care costs continue to rise, and as employers search for
43. Last Chance for a Competitive Advantage: A Healthy, Productive
solutions to mitigate this trend, they are quickly learning there is not a
Workforce
one-solution-fits-all remedy. This session explores how using health
care data can help identify trends in your population and implement See session #10.
wellness and disease management programs to address your specific
issues. Hear how data can identify employees who are not currently at “This conference offers a tremendous
high risk and spotlight methods for keeping them healthy. Additionally,
learn how to identify chronic conditions to determine disease variety of topics in one place. We heard
management effectiveness, match claims to employee lifestyles, from benefits experts and plan sponsors
increase effectiveness of interventions, model benefit adjustments
and benchmark experience to identify aberrations. and learned a great deal from all!”
– Megan Trainor
Director of Human Resources
National Association of Mutual Insurance Companies
Register online at www.ucs-edu.net or call Debbie Penney at
HEALTH AND WELFARE PLAN MANAGEMENT FOR MID-SIZED EMPLOYERS 11
Hotel
Hilton in the Walt Disney World® Resort
1751 Hotel Plaza Boulevard
Lake Buena Vista, FL 32830
Tel: 407-827-4000 • Fax: 407-827-3890
Room Rates
The room rate is $209 single or double, based on availability
on reservations made by January 29, 2008, or as long as rooms
remain in the block. To receive the discounted rate, please
identify yourself as a participant in the Health and Welfare Plan
Management for Mid-Sized Employers conference. Rooms sell
out quickly, so make your reservations early.
Conference Attire
Dress is business casual (no shorts, please). Attend all general and
Team Discount workshop sessions and earn
Register as a team of two or more and take $200 off each registration.
Only one discount per registration applies. up to 14 CPE (for CPAs) credits.
Attend the pre-conference
Early Registration Discounts
■ Register by December 28, 2007, and attend the pre-conference workshop, workshop and earn an
Benefits Boot Camp, for $150—a $100 savings. After this date, the fee is $250.
■ Register by February 1, 2008, and attend the conference for only $995—
additional three.
a $100 savings. After this date, the fee is $1,095.
Cancellations/Substitutions
Cancellations received by February 1, 2008, will be assessed a $250
administrative fee; after that date, the registration fee is not refundable
but is transferable one time only to a future conference within a
one-year time frame for a fee of $100. Substitutions can be made at
any time and should be submitted in writing. Cancellations and
requests to transfer must be received no later than February 29, 2008.
Note: Attendance by vendors, insurers and third party administrators
of plan services is strictly limited to sponsors of the conference.
Outside vendors of plan services are not permitted to register. Photo by Sherwin S. Kaplan
Future Health and Welfare Plan Management
“The conference identified topics that we for Mid-Sized Employers Conferences
continue to be challenged by. Workshops and
featured speakers offered valuable perspectives If our Orlando program doesn’t fit into your
that were proactive. I can go back immediately schedule, mark your calendar now for one of
and integrate them with our benefits program.” our three upcoming programs!
– Sandy Francis April 27–30, 2008: Boston, Massachusetts
Benefits Manager
Wells’ Dairy, Inc.
June 8–11, 2008: Chicago, Illinois
September 7-10, 2008: Las Vegas, Nevada
800-864-2063 or 919-314-2844 (8:30 am–5:00 pm Eastern).
REGISTRATION Four Easy Ways
to Register!
March 2–5, 2008 1. Call Debbie Penney at
800-864-2063 or 919-314-2844,
Hilton in the Walt Disney World® Resort 8:30 am–5:00 pm Eastern
Orlando, Florida 2. Fax your registration 24 hours
a day to 919-558-8845
3. Mail this form with check made
payable to:
University Conference Services
UNC Kenan-Flagler Business School Non-Profit Attn: Registrar
Executive Programs Organization PO Box 60622
U.S. Postage Charlotte, NC 28260
CB #3445 PA ID
Chapel Hill, NC 27599-3445 Permit No. 177 4. Online from our Web site:
Chapel Hill, NC www.ucs-edu.net
Tuition
The registration fee covers all sessions,
continental breakfasts and lunches
Monday through Wednesday, and
receptions Monday and Tuesday evenings.
Plan Sponsors
After February 1, 2008 ...........................$1,095
On or before February 1, 2008 ................$ 995
Team Discount—Register as a team of two
or more and take $200 off each registrant’s
total tuition.
Optional Pre-Conference
Workshop*
(available only to conference participants)
After December 28, 2007 .........................$250
Name: _____________________________________________________________________________ On or before December 28, 2007 ........... $150
Mr. Ms. Dr. (circle one)
Benefits Boot Camp
Name for Badge:_____________________________________________________________________ Sunday, March 2, 2008
Organization: _______________________________________________________________________ 2:00 pm–5:00 pm
Title: ______________________________________________________________________________ *Enrollment limited to 100 people.
Street/PO Box: ______________________________________________________________________
City/State/Zip: ______________________________________________________________________
Phone: _____________________________________________________________________________
Fax: _______________________________________________________________________________
Email: _____________________________________________________________________________
Check here to receive your confirmation via email.
Total Due: $ __________________ Check Credit Card Type: __________________________
Credit Card #: _______________________________________________________________________
Exp. Date: __________________________________________________________________________
Name on Credit Card: _________________________________________________________________
Signature: __________________________________________________________________________
Please provide the following information to help us better serve you:
Health & Welfare Plan(s): Self-Funded Fully Insured Both
Number of Covered Employees:_________________________________________________________
Notes:
• For cancellations/substitutions policy, please see page 11.
• Attendance by providers, insurers, brokers and third party administrators of plan services is strictly limited
to sponsors of the conference. Outside vendors of plan services are not permitted to register.
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