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Chicago Healthcare Companies Funded in 2009 document sample
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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.
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