An educational conference for 11th annual executives and administrators
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An educational conference for 11th annual executives and administrators who manage self-funded and/or fully insured health and welfare plans at mid-sized organizations June 7–10, 2009 ChiCago Solving the Puzzle of Managing health Care Benefits today Sponsored by Presented by Aflac • The Benefit Services Group, Inc. CIGNA • Gallagher Benefit Services, Inc. HCC Life Insurance Company • Healthcare Horizons Innoviant • John Hancock Group Long-Term Care Insurance Medco Health Solutions, Inc. • Mercer • Meritain Health Principal Financial Group/Principal Wellness Company Quantum Health, Inc. • The Standard • UMR health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS do you have all the Pieces to the Puzzle? M anaging your organization’s health and welfare plans can be compared to assembling a giant jigsaw puzzle —and never more so than in the current economic environment. Do you have all the pieces? How do they fit together? There are many components to consider: • Is consumer-driven health care the answer for your organization? • Do behavioral incentives and wellness programs really work? • What can you do to contain prescription drug spending? • How do the latest legal and regulatory changes affect your plan? The Chicago Health and Welfare Plan Management for Mid-Sized Employers Conference, June 7–10, is the ideal place to explore all of the different pieces of the puzzle and find out how they fit together. Make plans now to attend and learn how to turn the jigsaw pieces of your plan into a who will attend? complete picture. Registration is strictly limited to executives and administrators who REGISTER Save manage their organizations’ self- EARLY AND funded and/or fully insured health and welfare plans. these include: • Company officers “this conference not only is very • vice presidents and directors of informative, but it also provides a human resources comparison between the different • employee benefits/compensation options available to the hR/benefit directors, managers and specialists executive. it also brings to the • CFos, vice presidents and directors table exposure to vendors that of finance and risk would not otherwise be available.” – Jennie Martinez Director of Human Resources Femwell Group Health 2 Register online at www.ucs-edu.net health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS learn how to address your Most Challenging Benefits issues explore Consumer-driven explore Forward-looking Plan health Care Management Strategies • Hear about one employer’s success in • Step back for a big picture look as an totally converting health benefits to industry expert guides you toward a more CDHC. Learn about the strategies used progressive, results-driven approach to and pitfalls to avoid. your annual benefits cycle. • An IRS representative provides the latest • Learn how a corporate benefits objective rules and regulations for FSAs, HSAs and statement can guide the design and HRAs. Decide which type of account is management of your plan to make it right for your organization. consistent with corporate goals. • Is CDHC really a cure-all? Hear from two • Track the effectiveness of your benefits plan sponsors who opted for different plans. Gain insight into how to identify strategies. appropriate metrics and establish measurable goals. Stay on top of legal and Regulatory Requirements engage your employees to • Learn what’s on tap for employer- improve your Plan sponsored health care at the federal level • Find out which behavioral incentives can and which state initiatives are setting have a meaningful impact on costs. precedents for the United States as a • Discover how empowering your whole. employees with education can help you • Changes in Form 5500 reporting and the achieve your goals. FMLA pose potential challenges for many • A health risk assessment can detect the employers. Legal experts discuss the overall health of an employee population. changes and what you need to do to be in Hear how it can help create lasting change compliance. for your participants. • A DOL representative explains the fundamentals of your role as a plan fiduciary under ERISA and discusses basic requirements of COBRA and HIPAA. Contain Costs and Maintain Quality • Hear how one employer saved more than Join the FRee $1 million in medical costs while still Plan Sponsor Exchange improving benefits. The Plan Sponsor Exchange is an online • Discover how results-driven wellness community of plan sponsors like you. programs can boost your plan’s bottom Membership in line while also improving the health of the Exchange is employees who are most at risk. free and gives you access to • Absenteeism is often more costly than discussion boards your health care plans. Learn proactive where you can exchange ideas with approaches to managing unscheduled colleagues across the country about issues absences that result in a win-win for you face and possible solutions. Visit employees and employers. www.ucs-edu.net/exchange to join today! 3 or call debbie Penney at 800-864-2063 (8:30 am–5:00 pm et) 3 health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS Featured Sessions opening Keynote Session • Monday, June 8 • 8:45 am leading through unprecedented times Kerry Finnegan, Worldwide Partner and National Advisory and Enterprise Practice Leader Mercer The current economic and business climate is posing unprecedented challenges for companies of all sizes and across all industries. In his keynote remarks, Kerry Finnegan shares thoughts on how you can position your company and your workforce to not only survive but lead through these challenging times, including insights from Mercer’s recent Snapshot Survey on how employers are coping with health and benefit issues. luncheon Session • Monday, June 8 • 12:15 pm the Road less traveled—lower health Care Costs through greater efficiency Kara J. Trott, Chief Executive Officer Quantum Health, Inc. Which path to take: make health care services incurred today by your employees more efficient, or reduce the amount of services they utilize next year by getting them healthier? The answer is both, of course, but scant attention has been paid to making today’s health care more efficient. And yet, studies show that 33% of all health care services incurred today are unnecessary products of waste, duplication and delay caused by our fragmented, uncoordinated health care system. Kara Trott demonstrates how your health plan can begin to eliminate a significant portion of this unnecessary cost right away. Morning Keynote Session • tuesday, June 9 • 9:00 am Breaking the inertia: a Pathway to improved health and Reduced Costs John Young, Vice President, Consumerism CIGNA HealthCare Cost and disease thrive on inertia. Health care costs continue to escalate, and disease in the U.S. continues to grow. How do we break that inertia and change behaviors? How do we incent people to move from passive health care consumerism to active, personal involvement in their own health and health care spending? Improving health is the only sustainable way to reduce cost and improve productivity. John Young discusses a pathway to improved health that focuses on engaging the individual, creating an ownership mentality that empowers individuals and stimulating healthy behaviors. REGISTER EARLY AND Save 4 Register online at www.ucs-edu.net health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS luncheon Session • tuesday, June 9 • 11:30 am affect your Bottom line by equipping your employees for the Journey Gerald W. Frye, President The Benefit Services Group, Inc. Employee health is a huge driver of cost in terms of both medical plan coverage and productivity. You are not a helpless victim of this trend. Gerald Frye shows you how to take charge by empowering employees via health literacy, benefits literacy and financial literacy. Hear how medium, message and data mining come together to keep employees walking the path you have mapped, and learn how navigating change and trust issues are crucial to reaching your desired destination. Morning Keynote Session • wednesday, June 10 • 9:00 am a time for Change: Supporting the need for Prescription innovation Lance R. Helsel, National Vice President of Sales, Insured Solutions Medco Health Solutions, Inc. There is a unique market anomaly that provides a tremendous savings opportunity for employers and employees as it relates to the pharmacy benefit: the majority of a plan sponsor’s prescription utilization has lower cost alternatives. Lance Helsel discusses the savings potential with claim level detail and plan design structure and reveals that employers overpay for the majority of their prescription utilization. Understanding and employing these innovative concepts is the key to controlling health care benefit costs. Pre-Conference workshop Sunday, June 7 • 2:00 pm–5:00 pm Fiduciary education for health and welfare Plan Sponsors Presented by EBSA, U.S. Department of Labor If you are an employer trying to comply with federal laws regarding your health plan, this is your chance to talk to representatives of the U.S. Department of Labor. In this session, the DOL presents practical information, helpful tips and clarification regarding federal health benefit laws. Understand what it means to be a group health plan fiduciary; get up to date on COBRA notice administration, HIPAA and wellness programs; and learn about recent changes to Part 7 of ERISA. Separate enrollment is required. Attend this session for only $150 when you register by April 3, 2009 (regular fee $250). or call debbie Penney at 800-864-2063 (8:30 am–5:00 pm et) 5 health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS why attend This Conference? Health and Welfare Plan Management for Mid-Sized Employers is presented in conjunction with one of the nation’s top institutions of higher learning, the University of North Carolina’s Kenan- Flagler Business School. This conference is an unmatched opportunity to learn how to effectively manage your health care programs while keeping costs under control. Conference advisory Council • this is not a trade show. This educational Julie M. adamik President and CEO conference is for people who face the same Employee Benefits Training and Solutions LLC issues as you and are looking to learn Steve P. alstad about and more effectively manage their Manager, Compensation & Benefits benefits offerings. U.S. Oil Co., Inc. Fred J. Baragona, Jr. • The “no outside vendors” registration Director of Human Resources policy ensures unbiased presentations Louisiana Methodist Children’s Home in a non-sales environment. Only plan Patricia S. Beagle sponsors are allowed to register. Vice President and Human Resources Manager Cannon Design • An agenda of 35 workshops allows you to william g. dorcas customize your experience by attending Director Employee Benefits Evonik Degussa Corporation sessions that are most relevant to your plan and participants. Selena M. gasbarro Senior Human Resources Representative Mercantile Bank – North Florida • The educational sessions focus exclusively on health benefits information and Kathleen grizzle Manager of Benefits offer real-world strategies you can use Cobb Energy immediately. Charles a. hopkins Director, Human Resources • Your attendance entitles you to one year Nonpareil Corporation of unlimited online access to presentations laura S. Manning from this and other Health and Welfare Director of Operations, Human Resource, and Plan Management for Mid-Sized Employers Administrative Director, Health Plan Services conferences. It’s like getting four Guthrie Healthcare System, Corning Hospital conferences for the price of one! M. Brad Reynolds Vice President and Chief Human Resources Officer Ohio Presbyterian Retirement Services natalie e. Rice Benefits Manager Leeds Mary Rohe Benefits Manager Ace Hardware Corporation REGISTER EARLY AND Save Jane M. walbrun Health Plan Manager Duke University and Health System 6 Register online at www.ucs-edu.net health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS agenda at a glance Sunday, June 7 11:00 am–5:00 pm Registration 2:00 pm–5:00 pm Pre-Conference workshop Fiduciary education for health and welfare Plan Sponsors Presented by EBSA, U.S. Department of Labor Monday, June 8 7:30 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 leading through unprecedented times Kerry Finnegan, Mercer 9:45 am–10:00 am Refreshment Break 10:00 am–11:00 am Concurrent Workshops 11:15 am–12:15 pm Concurrent Workshops 12:15 pm–2:00 pm lunch and Speaker the Road less traveled—lower health Care Costs through greater efficiency Kara J. Trott, Quantum Health, Inc. 2:15 pm–3:15 pm Concurrent Workshops 3:15 pm–3:30 pm Refreshment Break 3:30 pm–4:30 pm Concurrent Workshops 4:30 pm–6:00 pm networking Reception tuesday, June 9 8:00 am–4:00 pm Registration 8:00 am–9:00 am Continental Breakfast 9:00 am–10:00 am Keynote address Breaking the inertia: a Pathway to improved health and Reduced Costs John Young, CIGNA HealthCare 10:00 am–10:15 am Refreshment Break 10:15 am–11:15 am Concurrent Workshops 11:30 am–1:30 pm lunch and Speaker affect your Bottom line by equipping your employees for the Journey Gerald W. Frye, The Benefit Services Group, Inc. 1:45 pm–2:45 pm Concurrent Workshops 2:45 pm–3:15 pm Refreshment Break 3:15 pm–4:15 pm Concurrent Workshops 4:30 pm–6:00 pm networking Reception wednesday, June 10 8:00 am–11:30 am Registration 8:00 am–9:00 am Continental Breakfast 9:00 am–10:00 am Keynote address a time for Change: Supporting the need for Prescription innovation Lance R. Helsel, Medco Health Solutions, Inc. 10:00 am–10:15 am Refreshment Break 10:15 am–11:15 am Concurrent Workshops 11:30 am–12:30 pm Concurrent Workshops 12:30 pm–1:30 pm luncheon Buffet or call debbie Penney at 800-864-2063 (8:30 am–5:00 pm et) 7 Workshops Key Fundamentals of Core Medical and Welfare Benefits Administrative and Management Issues Legend Appropriate for: Level of presentation: Note: Some sessions and speakers may change A = Self-funded health B Basic Plan Design and welfare plans I Intermediate Employee Communications B = Fully insured health Legal, Regulatory and Fiduciary Issues and welfare plans A Advanced Monday, June 8 Wellness, Disease and Case Management G General 8:30 am–8:45 am Welcome/Opening Remarks: Mark E. Friedman, Conference Chairman 8:45 am–9:45 am Keynote Address: Leading Through Unprecedented Times • Kerry Finnegan, Mercer Self-Funding and Stop Loss 101 B Pharmacy Benefit Management: Cost-Saving G Blazing a New Trail Across the I Early Interventions to Reduce Disability G P. Gruidl, N. Sivigny Strategies for You and Your Employees Health Benefits Landscape J. Willingham 10:00 am–11:00 am HCC Life Insurance Company D.S. Burgoyne, Pharm.D. G.W. Frye The Standard Scrip World, Courtesy of Meritain Health The Benefit Services Group, Inc. A 1 A,B 2 A,B 3 A,B 4 Health Care Spending Accounts: B From Challenge to Opportunity: Beyond G Legislative and Compliance Update G Making Wellness Work for Your B Rules for HRAs, HSAs and FSAs Leave Management to Total Absence Management A. Dunn Employees and Your Bottom Line 11:15 am–12:15 pm H. Beker K. Dunnington Mercer J. Maynard, Principal Financial Group/ Internal Revenue Service CIGNA Principal Wellness Company A,B 5 A,B 6 A,B 7 A T. O’Neil, Meredith Corporation 8 12:15 pm–2:00 pm Lunch and Speaker: The Road Less Traveled—Lower Health Care Costs Through Greater Efficiency • Kara J. Trott, Quantum Health, Inc. Getting Back to Basics—Managing Your G Fiduciary Education for Health and G Innovations and Trends That Simplify and I Wellness Solutions: Incorporating Health I Employee Benefits Cost Welfare Plan Sponsors Decrease the Cost of Prescription Benefits and Productivity into Your Business Strategy 2:15 pm–3:15 pm J.M. Adamik J. Bracken L.R. Helsel Presented by Employee Benefits Training and Solutions LLC EBSA, U.S. Department of Labor Medco Health Solutions, Inc. Gallagher Benefit Services, Inc. A,B 9 A,B 10 A,B 11 A,B 12 Health Care Auditing for Self-Insured G Consumerism Isn’t Everything— G Case Study: Cutting Medical Costs Through G Healthy Employees, Healthy Bottom Line I Employers: Medical, Pharmacy and Seven Strategies for Lowering Health Care Cost Better Employee Communications M. Sawyer-Morse 3:30 pm–4:30 pm Dependent Eligibility Audit Overview J.M. Walbrun J.A. Kopanis UMR J.M. Graham Duke University and Health System Dynamic Dies, Inc. A Healthcare Horizons 13 A,B 14 A,B 15 A 16 4:30 pm–6:00 pm Networking Reception Tuesday, June 9 9:00 am–10:00 am Keynote Address: Breaking the Inertia: A Pathway to Improved Health and Reduced Costs • John Young, CIGNA HealthCare The Value of Voluntary Benefits for G Positive Actions, Positive Results! B Form 5500 Basics and Traps B The Psychology of Increasing G Employers and Employees in Today’s Clinical Programs Designed to Impact! T.L. Bitseff Individual Engagement 10:15 am–11:15 am Changing Business Climate B. Stewart, A. Vandervest Marin Legal PC Presented by J.M. Robinson Innoviant CIGNA A,B Aflac 17 A 18 A,B 19 A,B 20 11:30 am–1:30 pm Lunch and Speaker: Affect Your Bottom Line by Equipping Your Employees for the Journey • Gerald W. Frye, The Benefit Services Group, Inc. The Carrier Transfer Process I Selecting and Measuring Appropriate I Surviving a DOL-ERISA Audit of Your I Health Risk Assessment Study 2008 G C. Breen Employee Benefit Metrics Health Plan—Start Preparing Now! D.C. Parker 1:45 pm–2:45 pm John Hancock Group J.M. Adamik D.R. White Meritain Health Long-Term Care Insurance Employee Benefits Training and Solutions LLC Sinnissippi Centers, Inc. A,B 21 A,B 22 A,B 23 A,B 24 The Real Financial Impact of Absenteeism G Around the World in 60 Minutes: G Consumer-Directed Health Care— I Wellness and Disease Management Under G and How to Deal with It International Health Care Benefits and Is It Really the Solution? Fire: Why They Often Don’t Work 3:15 pm–4:15 pm M. Klachefsky the Emerging “Medical Tourist” R.J. Foley K.J. Trott Mercer G.P. Zahorcak Mutual of Omaha Quantum Health, Inc. A,B 25 A,B CIGNA International Expatriate Benefits 26 A,B 27 A,B 28 4:30 pm–6:00 pm Networking Reception Wednesday, June 10 9:00 am–10:00 am Keynote Address: A Time for Change: Supporting the Need for Prescription Innovation • Lance R. Helsel, Medco Health Solutions, Inc. A Map for the Plan Sponsor: I Reduce Health Costs with the G HIPAA Title II Overview and Update I Case Study: Turn Unknown, High-Cost G The 360º Benefits Cycle Power of Behavioral Incentives T.L. Bitseff Medical Claims into Known, Low, Fixed Costs 10:15 am–11:15 am G.W. Frye Presented by Marin Legal PC R.D. Huiet The Benefit Services Group, Inc. Quantum Health, Inc. Blair Mills LLC A,B 29 A,B 30 A,B 31 A,B 32 The Value of Voluntary Benefits for Employers and G Successes in Going 100% Consumer-Driven Health Plans— G Innovations and Trends That Simplify and I Employees in Today’s Changing Business Climate One Company’s Experience Decrease the Cost of Prescription Benefits 11:30 am–12:30 pm J.M. Robinson C. Linardakis L.R. Helsel Aflac Zions Bancorporation Medco Health Solutions, Inc. A,B 33 A,B 34 A,B 35 12:30 pm–1:30 pm Luncheon Buffet health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS workshop descriptions 1. Self-Funding and Stop loss 101 6. From Challenge to opportunity: Beyond Learn how to communicate your medical stop leave Management to total absence loss insurance needs to your broker and Management administrator. This workshop explores the Learn how to use absence management as a fundamentals of self-funding and stop loss, proactive strategy to improve productivity. This highlighting the advantages you need to workshop is an in-depth examination of absence consider. Gain an understanding of the basic issues and explores what employers can do to concepts of medical stop loss, including specific improve the outcomes for both the employee and aggregate coverage, maximums and and the employer. Among the trends discussed contract types. is the increased use of family medical leave, FoR SelF-Funded PlanS. BaSiC which presents employers with a range of management issues, including the administrative 2. Pharmacy Benefit Management: challenges of dealing with abuse and tracking Cost-Saving Strategies for you and intermittent leaves. Discover how proactive your employees interventions can improve employee health, Gain better control over your pharmacy benefit enhance productivity and reduce unscheduled costs with a variety of cost-savings options. This absences. Gain insight, as well, into the workshop looks at alternatives such as OTC implications of the latest Department of Labor programs, mail order and generic drugs. leave regulations. FoR SelF-Funded and Fully inSuRed FoR SelF-Funded and Fully inSuRed PlanS. geneRal PlanS. geneRal 3. Blazing a new trail across the health 7. legislative and Compliance update Benefits landscape What do politicians and regulators have on their Plan sponsors and their consultants continue to agendas and how will the management of your travel known paths in their approaches to health and welfare plans be affected? This delivering benefits while hoping, each year, to session includes a summary of legislative trends, arrive at a different and less expensive a review of current federal, state and local destination. Can you afford to keep doing the proposals, and an analysis of possible same things and getting the same results? Take implications for employee benefits. Topics a journey down a different road and find a way include Section 125 cafeteria plan updates, to achieve the results you need. FMLA, benefits expansion for military members, FoR SelF-Funded and Fully inSuRed dependent expansion (e.g., age, domestic PlanS. inteRMediate partners) and a discussion of local health care reforms that may set precedents nationally. 4. early interventions to Reduce disability FoR SelF-Funded and Fully inSuRed The U.S. Census Bureau shows that more than PlanS. geneRal 11 million Americans have a disabling condition that affects their ability to work. As the workforce 8. Making wellness work for your ages, this number continues to rise. Research employees and your Bottom line shows that many disabling conditions result Hear from an international employer with a from chronic illnesses that can be prevented. four-year track record with wellness. Explore Learn how all organizations—public and answers to such questions as: What are the private—can help prevent disability incidence, essential steps to designing and implementing a reduce disability claims and keep employees wellness program that will lower health care on the job by taking a proactive approach to costs and improve the health of your employees? managing disability. What should you look for in a wellness partner? FoR SelF-Funded and Fully inSuRed What results can you expect to see? How do you PlanS. geneRal hold your wellness vendor accountable? Discover how to validate the success of your 5. health Care Spending accounts: wellness program by evaluating the worth of Rules for hRas, hSas and FSas your wellness investment. A representative from the IRS explains the FoR SelF-Funded PlanS. BaSiC basic rules governing each type of health reimbursement arrangement and the advantages 9. getting Back to Basics—Managing and disadvantages of each. your employee Benefit Costs FoR SelF-Funded and Fully inSuRed The costs of employer sponsored benefit plans PlanS. BaSiC continue to go up, and most industry experts agree that employers will continue to face Save significant increases for at least the next three REGISTER to five years. To effectively manage employee benefit costs, employers must adopt a broad EARLY AND range of tactics based on the unique demographics, 10 Register online at www.ucs-edu.net health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS health status, culture and objectives of their 14. Consumerism isn’t everything—Seven companies. Learn how to establish a corporate Strategies for lowering health Care Cost benefits objective statement to guide the design This case study examines how Duke University and management of programs. and Health System has taken a multi-focal FoR SelF-Funded and Fully inSuRed strategic approach to keeping health care costs PlanS. geneRal well below trend, illustrating the initiatives that have been successful, those that haven’t, and 10. Fiduciary education for health those still in process. and welfare Plan Sponsors FoR SelF-Funded and Fully inSuRed A representative of the EBSA provides insight PlanS. geneRal into your role as a fiduciary to your employee benefit plan. Learn the fundamental 15. Case Study: Cutting Medical Costs responsibilities imposed by ERISA as well as through Better employee Communications some of the basic requirements of complying Learn how one company rose to the challenge with HIPAA and COBRA. of cutting medical costs and saved more than FoR SelF-Funded and Fully inSuRed $1 million—all while improving benefits, PlanS. geneRal avoiding higher premiums for employees, and actually rewarding them with one month of free 11. innovations and trends that Simplify and medical premiums each year. This informative decrease the Cost of Prescription Benefits workshop demonstrates how you can successfully Discover the opportunity to lower prescription partner with your employees and gives you drug spending. This workshop provides a the tools you need to incorporate the same thorough, strategic evaluation of how employers partnership program at your company. and employees can save money as $89 billion in FoR SelF-Funded and Fully inSuRed brand name drugs come off patent in the near PlanS. geneRal future. Discover the potential impact on plan design and the bottom line for both self-insured 16. healthy employees, healthy Bottom line and fully insured employer groups. Included is With 50 percent of claims costs being driven by an introduction to market-leading concepts and members with chronic conditions, it’s no wonder products that are new and distinctly different that wellness programs have shifted to the from current and past innovations. forefront of today’s benefit trends. This session FoR SelF-Funded and Fully inSuRed guides participants through the process for PlanS. inteRMediate developing a results-driven health and wellness program. By identifying at-risk employees, 12. wellness Solutions: incorporating effectively using incentives and communication health and Productivity into your tools, and understanding which variables Business Strategy demonstrate program success, you can positively If your strategic plan includes the mantra of impact employee health and benefit plan costs. “reduce medical costs, increase productivity, FoR SelF-Funded PlanS. inteRMediate reduce absenteeism and improve presenteeism” (and whose doesn’t?), learn the phases of 17. the value of voluntary Benefits for implementing the resources at the right time to employers and employees in today’s create an environment for positive behavioral Changing Business Climate change. Discover how to seamlessly integrate With severely restricted budgets due to changes this approach into your culture and meet your in today’s business world, employers are finding long-term strategic benefit goals. it difficult to create a single benefits program FoR SelF-Funded and Fully inSuRed that appeals to both current and prospective PlanS. inteRMediate employees. Analyze how even the best intentioned benefits programs can leave 13. health Care auditing for Self-insured employees in financial straits due to coverage employers: Medical, Pharmacy and gaps and other out-of-pocket costs. Learn how to dependent eligibility audit overview enhance the value of the benefits package at no This workshop examines three major audit direct cost to the company by giving employees programs that employers should consider for more choices and options through voluntary their self-insured medical plans, including the benefits and services. Gain a better understanding various scopes available, pros and cons of of voluntary benefits options and explore the different audit options, likely outcomes and opportunity for potential FICA tax savings that pitfalls to avoid. Gain a broad understanding of result from offering voluntary benefits through these three audit options and leave with the pre-tax deductions. These pre-tax savings can ability to assess the need for each in your own help counterbalance the financial challenges and organization. The speaker brings firsthand rising costs your company faces as well as knowledge and experience of health care auditing increase the benefits purchasing power of your with some of the largest employers in the country. employees. FoR SelF-Funded PlanS. geneRal FoR SelF-Funded and Fully inSuRed PlanS. geneRal or call debbie Penney at 800-864-2063 (8:30 am–5:00 pm et) 11 health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS 18. Positive actions, Positive Results! 23. Surviving a dol-eRiSa audit of your Clinical Programs designed to impact! health Plan—Start Preparing now! This session offers an in-depth look at proactive You might be surprised by what your health clinical programs designed to control ingredient carrier or TPA does and does not do to ensure cost and reduce your pharmacy spend. your plan is in compliance with ERISA. As the FoR SelF-Funded PlanS. BaSiC plan sponsor, you—the employer—are ultimately responsible for knowing and 19. Form 5500 Basics and traps following the rules. Learn how preparation and Proper completion of the IRS’ Form 5500 for organization can help you survive when the benefit plans is a challenge for many employers, Department of Labor calls upon your but it is a legal necessity. This session provides organization. an overview of the filing requirements, identifies FoR SelF-Funded and Fully inSuRed common problems and suggests designs that PlanS. inteRMediate minimize the administrative burden of this annual filing. 24. health Risk assessment Study 2008 FoR SelF-Funded and Fully inSuRed In 2006 and 2007, Meritain Health conducted a PlanS. BaSiC Clinical Health Risk Assessment to highlight overall health issues affecting its clients’ 20. the Psychology of increasing individual employee populations. The assessment included engagement a blood screening together with a health Get engaged and get healthy. Health coaching is questionnaire. In 2008, the company repeated so much more than educating and providing the assessment with nearly triple the information to your employees. It’s about participants. Learn what the results were and developing a supportive and encouraging how participants improved over the years. partnership that increases participation and FoR SelF-Funded and Fully inSuRed leads to improved health behaviors, which PlanS. geneRal enhance overall health, productivity and quality of life. This workshop demonstrates an approach 25. the Real Financial impact of to health coaching that engages individuals in absenteeism and how to deal with it their personal health plan by focusing on their Unscheduled absences affect employers in many wants, goals and desires. See how tools such as ways and have negative consequences for the health risk assessments can support individuals bottom line: productivity loss, the need to hire as they customize action plans to reduce health temporary workers or the requirement to pay risk factors and create lasting change. overtime to workers who have to pick up the FoR SelF-Funded and Fully inSuRed slack. There’s also the administrative burden of PlanS. geneRal tracking absences, especially those involving FMLA. According to a recent Mercer/Kronos 21. the Carrier transfer Process survey, unscheduled and extended disability As the long-term care insurance marketplace absences can cost employers 9.2% of payroll. The matures and evolves, switching carriers is total cost of absences is more than twice the cost becoming commonplace. This insider’s view of of health care. This session offers methods for long-term care insurance is designed to help you determining the direct and indirect costs of understand when to change carriers, how it can absenteeism and discusses strategies that some benefit your organization, what to look for in a employers are using to reduce these costs. new carrier and what to expect in the transfer FoR SelF-Funded and Fully inSuRed process. Learn why timing is important to the PlanS. geneRal change and how best to communicate with employees to optimize success. In addition, 26. around the world in 60 Minutes: discover how your current plan and international health Care Benefits participation rates may affect your options so and the emerging “Medical tourist” you can negotiate the best possible deal. Global business travelers and international FoR SelF-Funded and Fully inSuRed assignees are a small but critical component of PlanS. inteRMediate many successful businesses. This workshop provides an overview of international health 22. Selecting and Measuring appropriate care benefits for employers with occasional employee Benefit Metrics global business travelers, those with existing Can you tell how well your benefit programs are permanent global operations and companies working? Are you using the appropriate starting to think about venturing off shore. benchmarks and measuring the right things? This workshop helps you understand how to establish measurable goals and select the most REGISTER Save appropriate metrics to determine the effectiveness of your benefit programs. Learn how to create a metrics “dashboard” that EARLY AND measures results over time. FoR SelF-Funded and Fully inSuRed PlanS. inteRMediate 12 Register online at www.ucs-edu.net health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS Learn about global trends in benefit and plan 31. hiPaa title ii overview and update design, and explore evolving product and Compliance with HIPAA’s administrative service offerings in international health benefits simplification provisions continues to present geared toward the unique needs of the globally challenges. This session covers the basics of mobile employee. Find out how the domestic HIPAA privacy and security compliance, the drive toward consumer-driven health care and National Provider Identifier and new guidance the evolving phenomenon of medical tourism addressing communications over open networks are altering the international health care and portable electronic devices. landscape. FoR SelF-Funded and Fully inSuRed FoR SelF-Funded and Fully inSuRed PlanS. inteRMediate PlanS. geneRal 32. Case Study: turn unknown, high-Cost 27. Consumer-directed health Care— Medical Claims into Known, low, is it Really the Solution? Fixed Costs Learn from a fellow benefits professional what This case study walks you through the creation works and what doesn’t when it comes to and implementation of an actual on-site disease controlling costs. This case study shows the and case management program. Learn how the actual results one company was able to achieve program identified and decreased medical with its medical plan strategy and compares the claims while tracking and monitoring employee outcome with both high-deductible plans and participation. Obtain the tools you need to traditional PPOs. The results may surprise you! create a favorable outcome from your next FoR SelF-Funded and Fully inSuRed renewal. PlanS. inteRMediate FoR SelF-Funded and Fully inSuRed PlanS. geneRal 28. wellness and disease Management under Fire: why they often don’t work 33. the value of voluntary Benefits for An increasing number of studies suggest that employers and employees in today’s wellness and disease management programs Changing Business Climate alone have little effect on reducing costs. Often, See session #17. they create more fragmentation, further confusing patients and adding more 34. Successes in going 100% Consumer- administrative work for HR. But when wellness driven health Plans—one Company’s and disease management activities are experience effectively integrated into a coordinated health An HR executive offers insight into her care system that includes single-point patient organization’s positive experience in switching service, benefit incentives, and physician its health and welfare plans to entirely consumer coordination, employers can hold cost trend to driven. Learn about successes in communication one-half the national average while ensuring a and implementation strategies, and hear how to more satisfied and productive workforce. avoid potential pitfalls. FoR SelF-Funded and Fully inSuRed FoR SelF-Funded and Fully inSuRed PlanS. geneRal PlanS. geneRal 29. a Map for the Plan Sponsor: 35. innovations and trends that Simplify and the 360º Benefits Cycle decrease the Cost of Prescription Benefits Do your yearly activities produce the results you See session #11. hope for? This session takes an innovative look at the annual benefits cycle and provides a big- picture map you can use to guide your steps toward a more progressive path and a results- oriented outcome. FoR SelF-Funded and Fully inSuRed “i had the opportunity to attend PlanS. inteRMediate this conference with two days’ 30. Reduce health Costs with the notice, and i jumped at it. the Power of Behavioral incentives presentations represent progressive This session uses employer group case studies to demonstrate how tailored benefit incentives play topics and outstanding presenters. a key role in driving specific behaviors that the conference is small enough increase the health of participants and make health care utilization more efficient. Learn that participants, presenters, and which incentives have a meaningful impact on vendors can network and get to claims costs. FoR SelF-Funded and Fully inSuRed know each other.” PlanS. geneRal – Crystal Mueller, Executive Director for Human Resources Natrona County School District #1 or call debbie Penney at 800-864-2063 (8:30 am–5:00 pm et) 13 health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS important details thank you to our Sponsors hotel hyatt Regency Chicago 151 East Wacker Drive Chicago, IL 60601 Phone: 312-565-1234 Room Rates The room rate is $259 single or double, based on availability, for reservations made by May 11, 2009, 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. Media Partner Rooms sell out quickly, so make your reservations early. Conference attire Dress is business casual. Future Conferences If our Chicago program doesn’t fit into your schedule, you still have one more opportunity to attend a 2009 conference: September 13–16, 2009 EARN CONTINuING Las Vegas, NV EDuCATION CREDITS Flamingo Las Vegas Information available online at www.ucs-edu.net. 14 Register online at www.ucs-edu.net health and welFaRe Plan ManageMent FoR Mid-Sized eMPloyeRS Registration Fees one Registrant two or More Registrants By May 15 after May 15 By May 15 after May 15 Conference Fee* $995 $1,095 $795 $895 By april 3 after april 3 By april 3 after april 3 Pre-Conference $150 $250 $150 $250 workshop *Registration fee includes all sessions, continental breakfasts and lunches Monday through Wednesday, and receptions Monday and Tuesday evenings. note: Outside vendors of plan services are not permitted to register. Attendance by vendors, insurers, brokers and third party administrators of plan services is strictly limited to sponsors of the conference. Registration Form ChiCago to also register for the pre-conference workshop, check here: r Pre-Conference workshop: Fiduciary education for health and welfare Plan Sponsors name __________________________________________________________________________________________ Mr. Ms. dr. (circle one) name for Badge _________________________________________________________________________________ organization ___________________________________________________________________________________ title ___________________________________________________________________________________________ Street/Po Box __________________________________________________________________________________ City, State, zip __________________________________________________________________________________ Phone _________________________________________ Fax _________________________________________ email __________________________________________________________________________________________ Reg Code (printed on back of brochure above mailing address) ______________________________________ total due (see registration fees above) $ _____________________ Payment Method: q Check q 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): q Self-Funded q Fully insured number of Covered Participants ___________ Cancellation Policy: Cancellations received by May 15, 2009, will be assessed a $250 administrative fee. After that date, the registration fee is not refundable but is transferable one time only to a conference within one year for a fee of $100. Requests to transfer must be received no later than June 5, 2009. Substitutions can be made at any time and should be submitted in writing. 4 easy ways online at www.ucs-edu.net Call 800-864-2063 (8:30 am–5:00 pm et) Fax to 919-558-8845 Mail form with payment to: university Conference Services, to Register attn: Registrar, Po Box 60622, Charlotte, nC 28260 (Make checks payable to University Conference Services) or call debbie Penney at 800-864-2063 (8:30 am–5:00 pm et) 15 university of North Carolina at Chapel Hill Kenan-Flagler Business School NON-PROFIT June 7–10, 2009 Executive Programs ORGANIZATION ChiCago hyatt Regency Chicago CB #3445 u.S. POSTAGE Chapel Hill, NC 27599-3445 PAID PERMIT NO. 177 CHAPEL HILL, NC Solving the Puzzle of Managing health Care Benefits today toP 5 ReaSonS to attend 1. Focus on your biggest benefits challenge—health Care 2. Successful, money-saving ideas you can use immediately 3. workshops that showcase actual employer experiences 4. Flexible format that lets you customize the agenda 5. networking opportunities that 99% of past a ttendee promote valuable peer-to-peer would r s ecomme exchanges this pro nd gram to a collea gue.