Understanding Consumer Driven, High Deductible Health Plans - Webinar By Trainhr

Overview : This training session will show you how to implement an HDHP/HSA plan that will satisfy employees and employers

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CDHC requires a completely different approach and educational effort to employee benefits. When moving to a HDHP/HSA an employer is not just changing the benefits, they are requiring employees to change the way they view AND use their benefits. Additionally understanding such basics as taxable vs. nontaxable income and what a wellness charge is and what is applicable to the deductible is daunting for some employees. After all, most employees merely file a 1040EZ form for their taxes, the simplest taxes form of all.

High deductible plans combined with a health spending account have become a mainstream option for employers, as the HDHP/HSA combo offers cost savings to both employees and employers, as well as better control of how and when to use health care for employees. But while an HDHP/HSA combo can meet these goals - and prove advantageous to both employer and employee - plans that are poorly constructed, communicated in the same matter as traditional benefits, and implemented quickly almost guarantee an uprising of very unhappy employees. So knowing HOW to offer this option is key.

Why should you attend: In today's ever changing health care market, employers and employees alike are looking for lower-cost health coverage that provides choice and control over health care spending while retaining access to broad choices in treatments and providers. The most popular of the consumer driven plans is the high-deductible health plan (HDHP). HDHP is a health insurance plan with lower premiums and higher deductibles than more traditional health plans. A HDHP is combined with a Health Spending Account (HSA).

Areas Covered in the Session:

Pros and cons of CDHC and HDHP/HSA plans for employers and employees.

The basics of an HDHP/HSA plan.

The five most important things to do when considering a HDHP/HSA plan

Why you need to start educating 6 months in advance of rolling out such a plan.

Changing employee mindsets from a fee for service, cost is no matter mindset to an educated consumer driven decision maker.

The five most important things to do before, during, and after implementing a HDHP/HSA plan

How you need to change your benefit presentations. Two big, big changes and what you have to talk about that you never had to in the past.

Why communication after implementation is even more important than communication upon implementation

How employees can champion the plan for you.

Prescriptions- the often overlooked variable that causes great employee dissatisfaction.

Considerations for company clinics, rich coverage, embedded deductibles, ERISA and COBRA considerations.

Who Will Benefit:

Benefit Administrators

HR Generalists

HR Managers

Anyone who works in employee benefits

Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 10 years, enjoying traveling the country extensively, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Masters degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources California (SPHR-CA).

by: TrainHR

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