Looking for any creative ideas that anyone is doing for medical or dental insurance renewals. Not sure the percentages of increases but we were hit with a 34% increase and several carriers refusing to quote us for the 2010 year.We currently offer a PPO plan and an H.S.A for medical

provider and insurance broker to the employees. Something else to know, the H.R.A. is particularly... insurance last year we moved from a benefit rich PPO plan to one with less benefits; a $500 deducitble, lower co-insurance, etc. While employees didn't like the reduced benefits, those that were

Why such a large increase? Why are some refusing to quote you? What justification did they give you? Where I am, depending on how small or large the company is, the biggest factor for increases is either average age or claims rating. If you already have a HSA for medical, then you already have a high deductible plan. You can see if their is a higher deductible plan you can go to, but you won't be very popular with the employees. But then again a 34% increase isn't going to be popular either.

for insurance so quickly after being hired. That would have to be done during an open enrollment with your insurance provider

Here is an article I found that talks about the impact on employers. http:// employmentlawpost . com/hrnews/2009/11/03/house-reveals-health-care-reform-legislation/?HLR Some key things here: 1. Penalties for employers that don't offer insurance. 2. Changes to HSA (and other similar plans) in terms

Thaks BKate--you took the words right out of my mouth. I was going to ask CT Carter to what extent his employer "sponsored" the hockey games, and if there's been any concern about/thought given to the risk of injury, and whether the company would be liable. Some employers buy separate insurance

something different in their system. Also, falsifying documents to insurance companies can cause

We used to have the same problem. If it is a common occurence the insurance carrier will probably not budge. Ask if you can do a promise to pay letter and get an exception. We had to change our waiting period at renewal to 60 days and start coordinating with payroll to track new employees whenthe

liability; being their employee and under their insurance. But I was a temporary employee

It's an error on the company's part. The employee shouldn't have to wait until open enrollment. Notify the insurance company that her benefits are retroactive to the proper date