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Casual Articles - Educated Choice
Whoever said knowledge is power, was wrong.Way too many people read a few online marketing books, and then figure they know everything there is to know in those books just because they read them. And then at a certain point they stop buying any more books, because they know EVERYTHING. But guess what? They don’t practice any of it. And then they wonder why they’re not making any money marketing online.I’m going to let you in on a big secret. Until you actually do somethi
Point of Service (POS). A less affordable plan for most, with more freedom; employee can access HMO benefits/network and/or pay higher co-insurance and choose any doctor
Preferred Provider Organization plan (PPO). Greatest freedom, highest cos
Eurid, otherwise known as the European Registry of Internet Domain names, is a not for profit organization based in Belgium that is specifically established to run the new .eu registry. Eurid has been appointed by the European Commission to handle the registration and management of .eu domain names. In fact, as recent as December 7, 2005, Eurid has begun accepting applications for .eu domain names. Further, if individuals pay close attention to the registration dates, they may be able
How to control health care costs continues to dominate discussions among benefit administrators, chief financial officers, CEOs, insurance brokers and health benefit companies. When you lower your costs, your employees often react by thinking they will receive fewer benefits.
Offering a choice of plans, having a sensible contribution strategy and providing employee education can hold costs down and satisfy employees.
Choice, Choice, Choice
Offering a choice in benefit plans, choice in network access and choice in monthly costs are some of the best ways to keep health care costs affordable. Whether you have 20 employees or 1,000, find a health benefits company that can offer you several plans for employees to choose from.
Typically, employers offer very little choice in health benefit plans. Successful benefit administrators understand that every employee has unique health care needs. Why not offer employees three or four plans to choose from?
The level of benefits employees choose will relate directly to how much they utilize health care services and what they can afford.
Most health benefit companies offer the following types of plans.
Traditional HMO. Lowest-cost plan, all care is coordinated by a primary care physician; employee must stay in network
Open access. A slightly higher-priced plan allowing the employee the freedom to selfrefer to specialists in the network. More freedom equals a higher cost.
Point of Service (POS). A less affordable plan for most, with more freedom; employee can access HMO benefits/network and/or pay higher co-insurance and choose any doctor
Preferred Provider Organization plan (PPO). Greatest freedom, highest cost
Good quality and informative content is the very foundation for a website to be successful is. It will not only direct your visitors to what exactly they desire but a well developed and constructed content page can make a significant difference in your keyword ranking.Here are 4 Immutable Laws you should follow if you want to write good quality SEO content:1. Understand and determine your “key phrases” before you begin writing. Returning and then editing an already exi
Offering a choice of plans, having a sensible contribution strategy and providing employee education can hold costs down and satisfy employees.
Choice, Choice, Choice
Offering a choice in benefit plans, choice in network access and choice in monthly costs are some of the best ways to keep health care costs affordable. Whether you have 20 employees or 1,000, find a health benefits company that can offer you several plans for employees to choose from.
Typically, employers offer very little choice in health benefit plans. Successful benefit administrators understand that every employee has unique health care needs. Why not offer employees three or four plans to choose from?
The level of benefits employees choose will relate directly to how much they utilize health care services and what they can afford.
Most health benefit companies offer the following types of plans.
Traditional HMO. Lowest-cost plan, all care is coordinated by a primary care physician; employee must stay in network
Open access. A slightly higher-priced plan allowing the employee the freedom to selfrefer to specialists in the network. More freedom equals a higher cost.
Point of Service (POS). A less affordable plan for most, with more freedom; employee can access HMO benefits/network and/or pay higher co-insurance and choose any doctor
Preferred Provider Organization plan (PPO). Greatest freedom, highest cos
What about using graphic if your PowerPoint presentation? Does it make sense? I'm sure you heard something like "our graphics will make your presentation looks professional" or "make it vivid", but you still must understand why you use or do not use graphics in your presentation.The first fact is that pictures are easier for visual perception than text, but pictures will not contain as much information as text will. So, use pictures to add some life to your presentation, to poi
Typically, employers offer very little choice in health benefit plans. Successful benefit administrators understand that every employee has unique health care needs. Why not offer employees three or four plans to choose from?
The level of benefits employees choose will relate directly to how much they utilize health care services and what they can afford.
Most health benefit companies offer the following types of plans.
Traditional HMO. Lowest-cost plan, all care is coordinated by a primary care physician; employee must stay in network
Open access. A slightly higher-priced plan allowing the employee the freedom to selfrefer to specialists in the network. More freedom equals a higher cost.
Point of Service (POS). A less affordable plan for most, with more freedom; employee can access HMO benefits/network and/or pay higher co-insurance and choose any doctor
Preferred Provider Organization plan (PPO). Greatest freedom, highest cos
William came back from vacation. He walked into the office and was told that there was an envelope and a silver colored cardboard box on the safe for him. He opened the envelope. It was a form letter congratulating him on thirty years of service. In the box was an award pin in honor of his thirty years. William’s supervisor just dropped everything off on his way through town, while William was on vacation. No personal effort was ever made to thank William for his dedication. No handsh
Most health benefit companies offer the following types of plans.
Traditional HMO. Lowest-cost plan, all care is coordinated by a primary care physician; employee must stay in network
Open access. A slightly higher-priced plan allowing the employee the freedom to selfrefer to specialists in the network. More freedom equals a higher cost.
Point of Service (POS). A less affordable plan for most, with more freedom; employee can access HMO benefits/network and/or pay higher co-insurance and choose any doctor
Preferred Provider Organization plan (PPO). Greatest freedom, highest cos
You may republish this article, but must keep the resource box and copyright at the end. (425 words)Am I the only one?Does anyone else find internet advertising nowadays is getting more and more aggressive, more repetitive, more illiterate, and the text has little regard for the proper meaning of words? I may be a Grumpy Old Marketer, but this kind of advertising has exactly the opposite effect on me than I expect is intended.I’d be interested to
Point of Service (POS). A less affordable plan for most, with more freedom; employee can access HMO benefits/network and/or pay higher co-insurance and choose any doctor
Preferred Provider Organization plan (PPO). Greatest freedom, highest cost; total network access and out-of-network benefit, self-refer to specialist
Developing a contribution strategy
Now that you have decided to partner with a carrier that can offer your employees the choices they need, how do you stay within your company’s budget? The answer is simple — be fair and consistent by implementing a defined contribution strategy that fits your company’s budget. This process can be accomplished in two easy steps.
1. Determine what dollar amount per employee your business can afford.
2. Select a carrier that can offer you four plans that will satisfy your employees’ health care needs.
Here’s an example of how a defined contributions strategy could work for you (based on a health benefits budget of $180 per employee, per month).
In the example in the chart above, your company accomplished two very important goals: You controlled your company’s costs and you offered your employees choices.
With a defined contributions strategy, your employees are responsible for evaluating what they need and how much they are willing to pay.
A choice of plans with a defined contribution strategy is two-thirds of the employer’s cost saving equation. By adding employee education, you could see a change in behavior that can lead to significant savings. The more informed employees are about the true cost of health care and how their choicesdirectly affect their pocketbook, the more likely they are to become “partners” in c
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