Weighing in on health care reform: Philadelphia Featured

6:36pm EDT January 2, 2014

The Patient Protection and Affordable Care Act, often called the Affordable Care Act represents some of the most far-reaching government overhaul of the U.S. healthcare system since 1965 when Medicare and Medicaid came into being. It will be phased in over time, but a number of changes have been delayed and won’t be in effect until 2015.

The act focuses on increasing the rate of health insurance coverage for American and reducing health care costs. Here’s what some area businesses have on their minds about health care reform as the time nears for the full impact of the ACA: 

Steve Wray
President and CEO
Cadient Group 

How is your company preparing for changes associated with health care reform? 

Because we are actively engaged in the healthcare vertical, Cadient Group has been diligently preparing for the changes of the Affordable Care Act

(ACA) for more than two years. We've studied options for plan design, surveyed employee preferences and utilization, and potential economic implication in order to evaluate our strategic options. It's given us a greater level of confidence in our preparedness for the inevitable changes currently taking place. 

Have to studied or instituted wellness programs to contain health care costs for your employees? 

While we have initiated a limited menu of wellness-related initiatives over the past two years, our 2014 benefits plan design includes a much more robust wellness component. Our focus for these programs is to raise employee awareness and engagement related to healthy behaviors, including exercise, nutrition and health condition management. 

What other things are you doing specifically to contain health care costs for your employees? 

A microcosm of our efforts to control employee health care costs has occurred: we have actively engaged our staff in the decisions around the design of our health care benefits for 2014. Because of this inclusive approach, Cadient Group employees recognize management's commitment to offering robust health benefits while attempting to keep employee contribution expenses under control. Fortunately, this participatory approach has allowed us to achieve those goals in face of increasing pressures perpetuated by health care reform. 

Do you foresee having employees pay a larger share of company-offered health care coverage? 

Health care benefits are a central component of the value of employment at Cadient Group. Admittedly, it is a constant balancing act to strive to provide a premium level of benefits, while sharing the cost of those benefits in an equitable manner with our employees. Because of our proactive strategic approach to benefit plan design, as well as valuable analysis provided by consultant partners, we have been successful in minimizing increases to employee contributions relative to the high-value nature of our benefits offering.

Dave Michelson
President and CEO
National Interstate

How is your company preparing for changes associated with health care reform? 

National Interstate typically reviews all our benefit programs on an annual basis. The enactment of health care reform has not materially changed that process; it has simply added another layer of compliance-related items that we must be mindful of.  Our primary goal of providing benefit programs to meet the needs of our employees and their families remains unchanged. 

Have to studied or instituted wellness programs to contain health care costs for your employees? 

Over the last several years, National Interstate has implemented a variety of wellness programs primarily in response to our employees including initiatives such as an onsite flu shot clinic, monthly newsletter, health fairs including screenings and wellness vendors, as well as lunch and learn speakers. There is no question employees have greater access to information and resources promoting healthy lifestyles than ever before. For an employer, it can often be difficult to quantify the results of individual employees reaching their health goal. It may simply mean that employee was able to attend a son or daughter’s soccer game. Those kinds of results are important in addition to focusing on healthcare cost containment. 

What other things are you doing specifically to contain health care costs for your employees? 

We believe educating employees about the plan they participate in is a key factor in containing health care costs. Most medical plans have discounts and incentives already built into the plan design, yet many times employees don’t fully utilize these features. We work in conjunction with our health care provider to disseminate information to employees so they can make informed health care decisions. 

Do you foresee having employees pay a larger share of company-offered health care coverage?

It is impossible to predict what the future holds in terms of health care costs. What we do know is if our employees collectively work as a team, we have the best chance of minimizing health care costs for our organization. While we make health care choices as individuals, the impact of those choices from a rate perspective is felt amongst the group participating in the plan.

Anthony McBride
Principal, human resources
Edward Jones

How is your company preparing for changes associated with health care reform? 

We have been making changes to eligibility and benefit levels as required by the regulations since the passage of the Affordable Care Act. We have made required modifications to our group medical plan to ensure that it meets the guidelines for 2014. We will continue to closely monitoring the regulations so that we are prepared to meet future requirements of the law.

Have you studied or instituted wellness programs to contain health care costs for your employees? 

We have had a wellness program in place for several years, and anticipate it will help contain cost increases in the future by motivating our plan members to be aware of and gradually improve their health over time.

Due to health care reform what other things are you doing specifically to contain health care costs for your employees? 

By 2009, we had moved to a consumer-driven health plan model. Our plan includes some pharmacy and medical treatment programs that help direct members to lower cost, higher quality sources of care. Soon we’ll introduce online cost/quality transparency tools to help raise awareness of the disparate cost spread that can exist even within an approved provider network. 

Do you foresee having employees pay a larger share of company-offered health care coverage? 

While we do not plan to shift a greater proportion of the cost to associates in 2014, the overall costs for health care continue to rise. In this regard, we have added a surcharge to cover spouses who have their own employer-based coverage available. We cannot speculate on what may happen in the future because the health care landscape is undergoing so much fluctuation.