Healthy Highlights, to the May 2004 Issue of Employee Care Consumers
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Aetna’s Small Business MAY 2005 Healthy TM Highlights(2-50 Eligible Employees) Welcome to the Interest in Consumer-Directed The employee has more financial “Extreme makeover/ Health Plans Continue to Grow responsibility to determine how and name change” Market interest in consumer-directed when their health care dollars are used, edition of Aetna’s health plans (CDHPs) continues to so they have an incentive to become Small Business grow at an accelerated rate. According informed and more efficient health Healthy Highlights, to the May 2004 issue of Employee care consumers. Since most of these formerly called Plan Sponsor Benefit News, over one million plans combine a high deductible Informative. Americans are enrolled in these rela- health plan with a fund or account, tively new plans. A primary reason for employees are covered by a high We are committed to making health the onset of CDHPs is that it repre- deductible health plan plus have access plan administration easy, so that sents an opportunity to begin to to a fund benefit or account to help small business owners can spend implement a health care consumerism pay for qualified medical expenses. more of their time focusing on strategy — a trend to increase con- There are many opportunities to intro- building a successful business and sumers’ awareness and understanding duce the notion of consumerism into less time trying to figure out their of their health care benefit options and benefit programs. However, plans and benefit coverage. related costs. A CDHP, as constructed arrangements that include spending accounts are generating the most inter- In the pages that follow, you will by most players in the market today, est in the marketplace. Two of these find some helpful tips on administer- consists of three basic components: a health fund or account, a high account based CDHPs include Health ing your health plan, as well as Reimbursement Arrangements (HRAs) some great information on new deductible health plan and web-based information tools to help members and Health Savings Accounts (HSAs). products and services that Aetna is make more informed health care deci- While HSAs have only recently been offering. In addition, there is some sions. Broadly defined, a CDHP puts introduced, HRAs have been available health and wellness information members in charge of their own health for several years and are currently more that you can share with your staff. care by providing greater control over prevalent in the market. Afterall, you need healthy employ- the use of their health care dollars and ees to run a healthy business. provides access to tools and informa- Thank you for being an Aetna tion which assist them in their decision client and I hope you find our making. Under a CDHP, employees new newsletter both informative are encouraged to become more and helpful. involved in their own health care decisions. Steve Wohlwend General Manager, Aetna’s Southeast Small Business Division 14.22.900.1 (5/05) Aetna offers a new packaged life & disability product for small businesses that starts as low as $8 per employee, per month. Call your Aetna Account Manager, broker or the Sales Support Unit at 1-888-422-2128. tips&trends (continued from cover) Movement is key to Here are some simple ways to do that: CDHP’s Effect on Plan Sponsors good health I Skip the elevator and the escalator — take the stairs. Plan sponsors responsible for benefits There are countless reasons to work decision making and management more activity into your day, but often I Park farther away. are challenged to keep up with the this is difficult — particularly for people constant pace of change in benefits I who have never been active or who Walk to a co-worker’s desk. offerings and cost increases. After haven’t been active in a long time. multiple years of double-digit cost I Ditch the car for short trips. increases, employers appear ready for With so many modern conveniences I the concepts of increased consumer — from elevators, escalators and drive- Skip the leaf blower and rake the accountability and cost sharing. throughs to e-mail, computers and cell leaves. A key finding of the Ninth Annual phones — many people have come to I Go outside and play with your kids National Business Group on Health/ value and expect speed and ease. These (or your nieces and nephews or Watson Wyatt Survey 2004 is that changes work against an active lifestyle grandchildren). high-performing companies, as a in two ways. First, making time for group, tend to place more emphasis physical activity takes forethought, You will have more success incorporat- on individual accountability and ing movement into your life if you responsibility for health care decisions. planning and some level of effort. Second, it is very easy to be inactive. enjoy it, if it’s convenient and if it These same employers expect to have Why climb a flight of stairs to talk to a doesn’t disrupt your life that much. a median cost increase of 7 percent, a Making a few minor changes can be full 10 percentage points lower than co-worker when you can stay at your their low performing peers. desk and zip off a quick e-mail? the first step to becoming more active Experience is showing that the more on a regularly scheduled basis, or it can employers learn about the new con- This may seem simple, but as anyone be an end in itself; either way you’ll see sumer-directed plans, the more inter- who has ever tried starting a new exer- and feel the benefits. ested they are in offering them to cise program will attest, a whole array their employees. The Mercer Human of issues can impede your journey to a Resource Consulting “Survey on healthier lifestyle. Many people are Health Savings Accounts” results released in April 2004, indicate 73% intimidated by exercise or don’t find it of 991 employers surveyed responded enjoyable. They may not know how to it is either very likely or somewhat start, or they may not be particularly likely that they will offer a high interested in making exercise a part of deductible health plan with an HSA their lives. Although there are numer- by 2006. (Survey results are available at www.mercerhr.com.) ous benefits to regularly planned ses- sions of aerobic and resistance training, Understanding the differences there is much to be said for just incor- between HRAs and HSAs and weigh- ing the pros and cons of each model is porating more movement into your critical, but can be a bit daunting. daily life. Aetna encourages you to discuss these plans with your insurance broker or consultant as well as with your compa- ny’s financial and tax advisor so you can make decisions service&support Employee/Group Terminations Helpful renewal tips Enrollment paperwork reminders I Make sure that each enrollment form Group Term Policy: Contract language At Aetna, we’re always looking for states that an Employer must provide a ways to improve the service we pro- is filled out in its entirety. written notice of termination not less vide. We want your renewal experience I Each enrollment form should include than 30 days prior to the termination to be a smooth, timely and stress free date. Requests not made within the 30 your group name, group number, days must be submitted with proof of experience. That’s why we’ve put hire date, effective date of coverage, other coverage (i.e., welcome letter together a list of helpful tips to assist birth dates, social security numbers, from new carrier). you in completing the renewal process. complete dependent information and Employee Terms: Must be submitted With complete, accurate information, signatures. on a Change Form to the Sales Support we can process your paperwork quickly I Center within 30 days of the termina- and help prevent enrollment delays. Make sure that all information pro- tion date of the employee. Please retain vided is accurate and consistent. proof of submission. To renew with your current I Please be aware that certain plan Aetna plan: Termed for non-payment of premi- changes will require that we contact I Simply sign the Plan Sponsor ums: All groups will be allotted twice you to obtain additional forms. — in a rolling 12 month period — the signature page and fax into our option to reinstate their group policy service center to the attention Requests for plan changes should be after being lapsed (TERMED) for non of the Sales Support Unit at submitted 10 days prior to the renewal payment of premiums if both the over- 1-800-793-2304. date. If you have a question, either due month and current month premi- ums are paid within 10 days from date contact your Account Manager, the of notice. If a group is terminated a To renew with an alternate Sales Support Unit or your broker. third time in a rolling 12 month period, plan option: the group will not receive a reinstate- I Clearly indicate on the Plan Sponsor All plan changes are subject to ment offer. The group will be termed signature page which plan or plans Underwriting Guidelines and without an option to reinstate. you will be selecting. (Also indicate participation requirements. Reinstatements may only be approved which plan/plans you will be termi- by an Aetna General Manager. Sales Support Unit: nating.) So easy to use! I To eliminate any possible confusion, There is one number to call for always included a list detailing which enrollment, claim and billing issues Pre-Renewal Employer plan each employee will be enrolling in.