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Traditionally, employers have contributed to health insurance costs of employees and have helped them get better coverage at lower premiums. As Obamacare nears complete implementation, this relationship is showing signs of mutation.As employers put in efforts to implement exchange integration and complete compliance with Obamacare, they are faced with a challenging obstacle, a rise in overall employee health insurance costs. As compared to an individual health insurance exchange, those employers who have been mandated by law to provide health insurance to employees are going to encounter higher premiums and costs. To tackle these rising costs, several organizations are thinking of laying employees off or reducing the number of working hours to transform them into part time employees. These moves are capable of lifting heavy cost liabilities, and most organizations are sincerely considering these strategies to tackle the cost challenges.In spite of these challenges, there are some firms which are still looking to provide better health insurance coverage to employees through the means of bridge or gap insurance. Essentially, calculations made by experts indicate that low priced, high-deductible health care plans can be coupled with gap coverage to provide better benefits to employers. As per the calculations made, organizations roughly pay around $450 per month for a single employee. Organizations can opt for a plan that costs somewhere around $280 to $300, and couple it with a gap insurance coverage of $70 per month. The total would come somewhere between $350 and $360, translating into roughly $100 saved per employee. When you view this from the perspective of an organization with around 100 employees, it is $10,000 saved with a simple plan.However, this plan does not pan out well for every type of organization. Some experts feel that an exchange platform for gap insurance coverage would not get the required traction as it wouldnt turn out to be a risk-free, smart move for all organizations. This would especially hold true for larger organizations, typically with more than 200 employees. In a nutshell, precise calculations and analysis would be required from employers end to ensure the best possible route of action.Gap insurance through exchange integration, or some other plan, no matter what gets implemented, one thing remains obvious: As PPACA rolls out in phases, the demand for new strategies and trends will continue to surface. Most organizations will rethink the way they perceive and provide health coverage to employees. Some might take the route of cutting employee workforce and increase dissatisfaction among people, while others might expand the coverage they provide through the means of newer strategies and techniques. Over the next few months, as employers figure out things in the light of the employee mandate delay, new trends and strategies will continue to shape the future of healthcare.
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