Wellness Training on How to Enjoy New Year's Spirits Responsibly

Source: safetydailyadvisor.blr.com

Impaired driving is a life-and-death issue all year around. But it's never more so than during the holiday season when many holiday celebrations involve alcohol consumption. And one of the times alcohol consumption is a big problem on the road is around New Year's. Today's Advisor gives you tips for wellness training on this subject.

We may not want to think of the dangers of drunk and drugged driving during this festive season, because we want to be full of joy and goodwill, but we have to be realistic in order to enjoy the season safely. Consider the statistics listed under "Why It Matters."

Happy New Year!

If you're throwing a New Year's eve or New Year's Day party this year, consider serving this fruity nonalcoholic beverage at your holiday bash:

Pomegranate Ginger Spritzer

(Source: SparkRecipes - https://recipes.sparkpeople.com/)

Combine:

Pomegranate Juice, 16 oz bottle

Ginger Ale, 12 oz bottle

Juice of 2 limes

Serve chilled in wine goblets. Serves 4.

 

If you are serving alcohol, be a responsible party host by following this advice from The National Commission Against Drunk Driving (NCADD):

  • Urge your guests to designate a driver ahead of time.
  • Collect each guest’s keys on arrival. Know the condition of your guests before returning their keys at the end of the party.
  • Plan activities so that the focus isn't just on drinking.
  • Serve a variety of foods and include nonalcoholic beverages.
  • If serving a punch containing alcohol, mix with a noncarbonated base like a fruit juice. Carbonated bases speed up the absorption of alcohol into the bloodstream.
  • Designate one person to serve as the bartender. This will help control the number of drinks and the amount of alcohol in each drink.
  • Stop serving alcohol 60 to 90 minutes before the party’s over. Bring out dessert, coffee, and other nonalcoholic drinks.
  • Arrange a ride home for guests who’ve overindulged or invite them to spend the night.
  • Get Home Safely
  • If you're going to drink at New Year's celebrations that someone else is hosting, take these precautions to get home safely:
  • Designate a driver ahead of time. Remember, a designated driver is a nondrinking driver.
  • Take a cab or public transportation.
  • Make a reservation and spend the night.
  • Consume food, sip your drinks, and alternate with nonalcoholic beverages.
  • Ask your server about a ride home if you've been drinking to the point of impairment.

 

Why It Matters

According to the Occupational Safety and Health Administration, alcohol use is involved in 40 percent of all fatal motor vehicle crashes.

The NCADD reports that on an average day, 46 people die in alcohol-related crashes.

It’s estimated that 3 in every 10 Americans will be involved in an impaired-driving-related crash some time in their life.

Alcohol involvement in vehicle crashes is highest at night (9 p.m. to 6 a.m.) and on weekends and holidays.

Americans are injured and killed on the road in record numbers during the holiday season, largely because of impaired driving.

According to NCADD, drunk driving costs Americans more than $50 billion each year in economic losses.

 


A prescription for healthier retirement savings through wellness

Source: https://www.benefitspro.com

BY TIM MINARD

 

For years, most people looked at their physical health and their financial situation as two very different issues. But that’s changing. Today, the overwhelming majority of American workers recognize the link between health and wealth. Our recent survey found 84 percent of workers see physical health as an investment in their financial future.

Employers are also beginning to see employee wellness as an investment in the financial condition of the business. Healthier employees can lead to a healthier bottom line due to increased productivity, decreased absenteeism and—most significantly—reduced healthcare costs for the business.

There is another side benefit from wellness in the workplace that is gaining attention. Wellness programs may just be what the doctor ordered to boost retirement savings. Employees with fewer health problems logically would potentially have more money available to save for retirement. And down the road, healthier retirees could potentially spend less of their nest egg on medical expenses.

Because it is getting harder to separate health from ultimate wealth at the employer and employee level, discussions about benefits will likely focus more and more on the idea of total wellness. No matter what kind of benefits you sell, having a good understanding of the intersection between wellness benefits and retirement plans helps position you as being on the leading edge of this burgeoning trend.

Fortunately, the body of research proving the connection between physical and financial wellness and the positive impact on both employee and employer is growing.

Here’s a closer look at some compelling proof points that demonstrate the overall benefits of a total wellness approach:

Financial benefits to employees

  • The short- and long-term costs of chronic diseases. Diabetes, for instance, has a known cost. The American Diabetes Association says for every dollar a healthy person spends on healthcare, a diabetic employee will spend $2.30. Obesity is also known to raise medical costs by 41 percent and boost prescription drug costs by 80 percent. In fact, the U.S. Centers for Disease Control says almost 10 percent of U.S. medical costs are attributed to obesity.
  • Wellness programs reduce health risks. A brand new study  conducted by Principal Wellness Company of 12,000 adults, found that participants in comprehensive workplace wellness programs achieve a significant reduction in health risks in as little as 18 months. For individuals participating in one-on-one health coaching, more than one in three (34 percent) moved from a high risk status to a lower risk category.  This shift significantly decreases their likelihood to develop diabetes, heart attack or stroke. The percent of participants considered low-risk increased by more than 11 percent.
  • How wellness can help employees free up funds for additional savings. By spending less on healthcare today, employees have more money to set aside for retirement. Take, for example, the case of someone who smokes 10 cigarettes a day. Using the calculator at www.smokefree.gov, if he quits and diverts what he had been spending on cigarettes ($5.73 a pack) to a retirement account, that savings would amount to an estimated $12,773 in additional retirement savings over the course of 10 years.
  • Ways improved health can help to reduce healthcare expenses duringretirement. Those reduced costs can help make retirees’ savings last longer. That’s a huge benefit in light of the Employee Benefit Research Council’s estimate that a typical, moderately healthy retired couple will need to have saved over $250,000 just to address unreimbursed healthcare expenses (and premiums) throughout an average retirement.

Financial benefits to employers

  • For every dollar an employer spends on a wellness program, its medical costs are improved by approximately $3.27 — and another $2.73 in savings is realized in lower absenteeism costs, according to the Health Management Research Center at the University of Michigan.
  • Healthier employees can also lead to soft cost savings, such as higher-energy employees and increased levels of engagement in their jobs.

There is one other way that wellness programs can help retirement programs.  The wellness folks have learned that when it comes to motivating participation, incentives work.

It’s not surprising that the number of employers offering wellness programs continues to increase. The Society for Human Resources reports that in 2012 just over 60 percent of American workers have access to wellness programs that also offer incentives if they participate.

A new white paper, Wellness = Retirement Savings, offers insights into how wellness programs and retirement plans can work together and can help you be prepared for the inevitable total wellness discussion.

 


Want wellness? Offer some motivation

BY CHRIS GALANOS

Source: https://www.benefitspro.com

By their very definition, incentives serve as motivation to elicit specific actions.

When used by employers as part of a medical management program—particularly wellness and disease management—incentives are proven to significantly raise participation rates, leading to improved member health, increased productivity, reduced health care spending and, ultimately, positive returns on their investment.

The challenge is determining how to structure an incentive program to deliver the desired results.

Studies and our experience have shown that incentives of $50 per employee per month, or $600 per employee annually, yield participation levels of 75 percent or better when the member answers the call. In other words, with the right incentive, you can lead a horse to water, and you can expect him to drink, at least three-fourths of the time.

Successful medical management programs target high-risk plan members with medical conditions or lifestyle behaviors that drive costs for employers. When implementing an incentive program, however, it is wise to cast a wider net.

Although it might seem counterintuitive to offer incentives to employees who are already healthy, it’s important to engage the entire member population. Doing so deepens the pool from which you can identify candidates with chronic conditions or emerging lifestyle risks who would benefit from one-on-one coaching from a registered nurse or behavior-change specialist.

Remember, about 75 percent of those you engage will agree to participate. So if you are able to reach a larger percentage of the overall population, your participation rate will increase proportionately. Plus, even the healthiest of plan members can benefit from learning more about how the decisions they make can influence their personal health and well-being.

Consider a plan structure with a primary incentive that appeals to the total population, complemented by a secondary incentive used to target the at-risk population. Primary incentives often are distributed in the form of premium reductions or additional dollars applied to an employee’s paycheck, a health savings account or as part of a value-based benefit plan.

These incentives typically are used to motivate members to complete clinical health risk assessments and biometric health screenings, both of which help identify individuals for potential coaching intervention.

These at-risk or high-risk individuals are candidates for secondary incentives. They may have a chronic medical condition, such as diabetes, heart disease or asthma. They may have a higher likelihood of developing complications during pregnancy. Or they may have one or more lifestyle risks, such as obesity, tobacco use or a lack of physical activity.

Secondary incentives can encourage these members to work with a health coach toward managing their medical condition or making health sustainable changes to their behavior.

Their participation may be required in order to remain eligible for premium reductions, or they may receive secondary incentives in the form of gift cards or reduced or waived copayments or coinsurance for:

  • Therapeutic class medications used to treat chronic diseases
  • Diabetic supplies
  • A newborn’s inpatient stay following delivery
  • Nicotine replacement therapy gum or patches
  • Weight loss or fitness club memberships

Our experience shows that, on average, more than 80 percent of those who enroll in coaching will complete the process, equipping them with healthy habits and techniques that are sustainable for a lifetime.

When combined with an effective medical management plan, the right incentives will help employers move employees’ personal wellness forward, move their corporate health culture forward, and reduce their plan costs long-term.

 

 


Wellness Newsletter: Healthy Skin, Healthy Living

Glowing, spotless, wrinkle-free skin is much valued in our society. We’re willing to spend a lot for that look. It’s estimated that the skin care industry in the U.S. is worth about $43 billion per year. But healthy skin starts from the inside, not just from creams and lotions applied on the outside.

Below are three important ways to keep your skin -- and your whole body -- healthy.

1. Eat Your Way to Healthy Skin

Eating a diet rich in certain vitamins and fats may provide anti-aging effects for your skin. Let’s look at some of the best choices for skin health.

Citrus and other vitamin C-rich fruits and vegetables: Vitamin C, also known as ascorbic acid, is key to the production of collagen, a protein that gives skin its firmness and strength. Vitamin C also helps create scar tissue and ligaments, and it helps your skin repair itself. Collagen breakdown, which speeds up significantly after the age of 35, can leave your skin saggy. Consuming sources of vitamin C such as oranges, grapefruits, mangos, melons, strawberries, tomatoes and broccoli may help tighten the skin and slow down the onset of wrinkles.

Orange-red fruits and vegetables such as carrots, apricots, mangos, cantaloupe and sweet potatoes are full of beta-carotene, which our bodies convert into vitamin A. Vitamin A helps your skin produce more new cells and get rid of the old ones, reducing dryness. In the case of vitamin A, you also get anti-acne benefits -- vitamin A has been used in acne medications for many years. It's best to get this vitamin from food and not from supplements because too much vitamin A can cause hair loss and other health problems.

Avocados, nuts, eggs and wheat germ all provide vitamin E, which is thought to help protect your skin from sun damage. It also tends to help skin hold in moisture and relieve dryness, which makes skin look younger.

Fatty fish: Oily or fatty fish such as salmon, herring, mackerel, anchovies and sardines provide beneficial omega-3 fatty acids. (Keep in mind that “fatty” fish is always leaner than “lean” beef.) These “good fats” have received a great deal of attention for their potential in boosting heart health and reducing inflammation. Some research shows that getting too little omega-3 may contribute to skin disorders like eczema and psoriasis. Omega-3 fatty acids can also help keep the heart's arteries clear and so improve circulation. Good circulation is key to skin health.

Remember, many of the best foods for healthy skin also promote good health overall. Rather than focusing on specific foods for healthy skin, concentrate on a healthy diet in general. Eat plenty of fruits and vegetables. Try to eat fish or shellfish at least once a week. Include nuts, seeds and beans in your favorite meals. Opt for whole-grain breads and pasta. Strive for variety as you're making healthy choices.

2. Sun Protection Is Critical for Healthy Skin

Damage from overexposure to the sun’s radiation presents itself in several ways. A painful burn is a sure sign of short-term damage. Signs of permanent damage become apparent over time. Too much time in the sun can cause:

  • Wrinkles. The sun’s ultraviolet rays break down the connective tissue in your skin and your skin loses its elasticity.
  • Irregular pigmentation of your skin, especially on your face.
  • Dark brown spots called liver or age spots (dermatologists call them solar lentigines) that appear most often on the forehead, forearms or hands.
  • Skin cancer.

Just because summer is over doesn’t mean you can stop applying sunscreen for the next nine months. The American Academy of Dermatology strongly recommends applying sunscreen 365 days a year. Use sunscreen with an SPF of 30 or higher. A wide-brimmed hat, a tightly woven long-sleeve shirt and long pants are also good ways to protect your skin.

Do not try to maintain a summer tan with visits to the tanning salon. Indoor tanning beds are as dangerous as natural sunlight. Most tanning light bulbs emit longer-wave UV-A rays, which penetrate the skin more deeply than UV-B rays. UV-A rays significantly raise the risk of developing melanoma, the most serious form of skin cancer.

3. Stop Smoking to Stop Damage to Your Skin

Smoking speeds up the normal aging process of your skin, contributing to wrinkles. These skin changes may occur after only 10 years of smoking. The more cigarettes you smoke and the longer you smoke, the more skin wrinkling you're likely to have -- even though the early skin damage from smoking may be hard for you to see. The nicotine in cigarettes causes narrowing of the blood vessels of your skin. With less blood flow, your skin doesn't get as much oxygen and important nutrients, such as vitamin A. Tobacco smoke also damages collagen, which gives your skin its strength and elasticity. As a result, skin begins to sag and wrinkle prematurely.

 

Gingered Carrots and Oranges Makes 6 servings

The perfect complement to grilled salmon or roast chicken -- you’ll enjoy the mix of spicy, sweet and tart flavors, and your skin will appreciated the vitamin A and vitamin C.

Ingredients2 pounds peeled baby carrots1 11-oz can mandarin orange segments and juice

1/2 cup orange juice

1/4 cup dried cranberries or tart cherries

2 tablespoons chopped crystallized ginger

 

Preparation                                                                                             Combine all ingredients in a large saucepan. Simmer over medium-low heat until the carrots are tender, about 15 minutes.Nutritional info
per serving
  133 Calories

  0.3g Fat

  0.1g Saturated fat

  2.0g Protein

  31g Carbohydrate

  5.4g Fiber

  105mg Sodium

 


Employers Save Big on Wellness Programs

BY KATHRYN MAYER

Source: benefitspro.com

 

Employers betting on wellness programs seem to be making the right call. They’re seeing $1 to $3 decreases in their overall health care costs for every dollar spent, finds a report from the International Foundation of Employee Benefit Plans.

“Without question, employers are beginning to understand the direct connection that wellness initiatives can have on both employee health and health care plan cost savings,” says Michael Wilson, Foundation CEO. “While the primary goal is reducing health costs, we’re also seeing other advantages from wellness initiatives, such as higher employee morale, increased productivity and reduced disability.”

The report also finds that wellness program incentives—such as insurance premium reductions and communications tools like web links and social networks—are used more by organizations that are achieving positive returns on their wellness investment.

Still, only 19 percent of organizations are measuring return on ROI on wellness programs, Wilson says.

IFEBP divided the respondents of the survey into two groups, the ROI group and the non-ROI group based on whether they measured and achieved positive returns.

Insurance premium reductions for participation in wellness programs accounted for the biggest difference between the two groups, with 49 percent of the ROI group providing this incentive as opposed to just 29 percent of the non-ROI group.

Other popular incentives included gift cards and non-cash incentives/prizes/raffles. Those in the ROI group were also more likely than their counterparts to attach incentives to specific types of initiatives such as health screenings (65 percent to 43 percent), health risk assessments (74 percent to 51 percent) and health care coaches/advocates (43 percent to 22 percent).

Participation among members of organizations in the ROI group increased dramatically when incentives are tied to health screenings and health risk assessments, the report shows.

Communication was another factor in achieving positive ROI. And, most organizations (74 percent) experiencing ROI are more likely to have a broader value-based health care strategy that offers initiatives such as health screenings, stress management programs, health risk assessments, and fitness and nutrition programs compared to just 45 percent of the non-ROI group.

“Determining ROI can be of great benefit for employers—leading to increased buy-in from organizational leaders and workers,” says Julie Stich, IFEBP’s director of research.

But she says it’s still not an easy process, as ROI can be “difficult to measure since health improvement may be influenced by a combination of factors and because it can take anywhere from three to five years to see cost-saving results.”

Roughly 650 people from the United States and Canada were surveyed in February.

 


Health Care Reform, Costs Likely Will Alter the Nature of Wellness

In the wake of the Supreme Court's ruling on health care reform, the future of employer-sponsored health care insurance remains murky at best.

One health trend, though, looks like it's here to stay as more insurers, employers and workers buy into corporate wellness programs. Yet the makeup of such programs likely will continue to evolve, experts say.

Jane DuBose, a principal director of advisory services for HealthLeaders-InterStudy, said at a recent industry conference that she expects health plans to continue shifting focus to wellness and prevention measures in an attempt to control costs, according to a Business Finance report.

DuBose said health plans increasingly will tie plan design to lifestyle behaviors and will include more incentives, such as cash and gift cards. While many employers have already taken these steps, the impact of the initiatives would be more powerful if health plans take a more active role in the wellness promotion, DuBose said.

Yet some of those moves -- such as linking wellness goals and premiums rates -- might run into strong resistance from employees, a new study suggests.

Most employees (68 percent) don't think participation in wellness programs should be required to qualify for benefits, according to a study by the National Business Group on Heath (NBGH). In an article by Employee Benefit News, NBGH reports that 62 percent of respondents said they oppose the idea of charging workers more for health coverage if they don't join wellness initiatives.

On the other hand, more than 80 percent of workers favor financial incentives as a reward for voluntary participation, the study finds.

Those incentives may prove to be the linchpin of the wellness programs of the future, according to a recent report by Occupational Health and Safety magazine.

The publication recently reported on a paper -- backed by a group of six major health organizations -- that provides tips on how employers can build quality wellness initiatives. The paper touts the power of incentives and predicts that financial and "outcomes-based" rewards will become more common in wellness programs because of the health care reform law. The paper, however, discourages the notion of tying wellness success to health care access.

"Workplace wellness programs can provide the tools and opportunities to improve health and wellness, but they should not be used in ways that undermine an employee's ability to obtain adequate and affordable health insurance coverage," Nancy Brown, CEO of the American Heart Association, stated in the report.


Employers Stressing Health Incentives for Employees

Source: Insurance Journal and Aon Hewitt

U.S. employers are increasingly utilizing monetary and other incentives to encourage employees and their families to become active in health and fitness programs and take better care of themselves, according to new survey findings from Aon Hewitt.

Aon Hewitt’s survey of nearly 2,000 U.S. employers representing over 20 million U.S. employees and their dependents found that 84 percent now offer employees incentives for participating in a health risk questionnaire (HRQ) and almost two-thirds (64 percent) offer an incentive for participation in biometric screenings. Just over half (51 percent) provide incentives to employees who participate in health improvement and wellness programs.

The use of monetary incentives, in particular, has increased over the past year. In 2012, 59 percent of employers used monetary incentives to promote participation in wellness and health improvement programs, up from 37 percent in 2011. The use of monetary incentives for participating in disease/condition management programs almost tripled in 2012, from 17 percent in 2011 to 54 percent

A growing number of employers are beginning to link incentives to a result, as opposed to simply participating in a program. Of companies that offer incentives, 58 percent offer some form of incentive for completing lifestyle modification programs, such as quitting smoking or losing weight. About one-quarter offer incentives for progress or attainment made towards meeting acceptable ranges for biometric measures such as blood pressure, body mass index, blood sugar and cholesterol.

“Programs and tools like HRQs and biometric screenings can make employees more aware of their health status and of the opportunities to improve their health, but alone they won’t move the needle when it comes to health improvement and mitigating cost,” said Jim Winkler, chief innovation officer for Health & Benefits at Aon Hewitt. “Incentives solely tied to participation tend to become entitlement programs, with employees expecting to be rewarded without any sense of accountability for better health. To truly impact employee behavior change, more and more organizations realize they need to closely tie rewards to outcomes and better results rather than just enrollment.”

Employers also are requiring more of participants in order for them to be eligible for enhanced benefits, such as value-based insurance designs (VBID). Of the 46 percent of organizations that incorporate some type of VBID approach in their health plans, almost one in three require completion of a HRQ or require participation in a program such as disease management or smoking cessation programs to receive the enhanced benefits. This is a 33 percentage point increase from 2011, where nine out of 10 employers did not impose any requirements.

Despite the evidence of increased employer interest in tying incentives to results, Winkler said Aon Hewitt’s survey shows room for improvement. More than 80 percent of employers provide an incentive to complete a health questionnaire, yet less than 10 percent provide an incentive to address the results of the questionnaire. Additionally, more than 60 percent of employers provide an incentive to complete biometric screening, but less than 10 percent provide an incentive to take any action.

“Employers know that eight health behaviors, including risks such as lack of physical activity and failure to complete recommended preventive screenings, drive 15 chronic conditions that lead to higher medical costs and increased absence from work. An effective incentive strategy rewarding those who take action to improve their health is fundamental for improving health and reducing cost,” said Stephanie Pronk, clinical health improvement leader for Health & Benefits at Aon Hewitt.

 


Health Care Law to Cut Deficit, Says Budget Office

Copyright 2012 ProQuest Information and Learning

All Rights Reserved
Copyright 2012 Morning Sentinel

Morning Sentinel (Waterville, Maine)

BY RICARDO ALONSO-ZALDIVAR AND ANDREW TAYLOR

Associated Press
WASHINGTON -- President Barack Obama's health care overhaul will shrink rather than increase the nation's huge federal deficits over the next decade, Congress' nonpartisan budget scorekeepers said Tuesday, supporting Obama's contention in a major election-year dispute with Republicans.

About 3 million fewer uninsured people will gain health coverage because of last month's Supreme Court ruling granting states more leeway, and that will cut the federal costs by $84 billion, the Congressional Budget Office said in the biggest changes from earlier estimates.

Republicans have insisted that Obamacare will actually raise deficits -- by "trillions," according to presidential candidate Mitt Romney. But that's not so, the budget office said.

The office gave no updated estimate for total deficit reductions from the law, approved by Congress and signed by Obama in 2010. But it did estimate that Republican legislation to repeal the overhaul -- passed recently by the House -- would itself boost the deficit by $109 billion from 2013 to 2022.

"Repealing the (health care law) will lead to an increase in budget deficits over the coming decade, though a smaller one than previously reported," budget office director Douglas Elmendorf said in a letter to House Speaker John Boehner, R-Ohio.

The law's mix of spending cuts and tax increases would more than offset new spending to cover uninsured people, Elmendorf explained.

Tuesday's budget projections were the first since the Supreme Court upheld most of the law last month but gave states the option of rejecting a planned expansion of Medicaid for their low-income residents. As a consequence, the budget office said the law will cover fewer uninsured people.

Thirty million uninsured people will be covered by 2022, or about 3 million fewer than projected this spring before the court ruling, the report said.

As a result, taxpayers will save about $84 billion from 2012 to 2022. That brings the total cost of expanding coverage down to $1.2 trillion, from about $1.3 trillion in the previous estimate.

The Congressional Budget Office has consistently projected that Obama's overhaul will reduce the deficit, although previous estimates aren't strictly comparable with Tuesday's report because of changes in the law and other factors.

At the time it was approved in 2010, CBO estimated the law would reduce the deficit by $143 billion from 2010 to 2019. And CBO estimated that last year's Republican repeal legislation would increase deficits by $210 billion from 2010 to 2021.

That may sound like a lot of money, but it's actually a hair-thin margin at a time when federal deficits are expected to average around $1 trillion a year for the foreseeable future.

When the law is fully in effect, 92 percent of citizens and legal residents are estimated to have coverage, as compared to 81 percent now.

Democrats hailed Tuesday's estimates as vindication for the president. "This confirms what we've been saying all along: theAffordable Care Act saves lots of money," said Senate Majority Leader Harry Reid, D-Nev.

Actually, the government will spend more. It just won't go onto the national credit card because the health care law will be paid for with a combination of spending cuts and tax increases.

GOP leaders sought to shift attention from claims about the deficit and focused instead on the additional spending. "What we know from today's CBO report ... is that the new health care law is dramatically increasing health care spending and costs," said Senate Republican leader Mitch McConnell of Kentucky.

Republicans said they remain unswervingly committed to repealing what they dismiss as Obamacare. When combined with other budget-cutting measures, GOP leaders say that repeal will ultimately reduce deficits. Romney says if elected he will begin to dismantle the law his first day in office.

Medicaid has been one big question hanging over the future of Obama's law since the Supreme Court ruled.

Some GOP-led states, such as Texas and Florida, say they will not go forward with the expansion. Others are uncommitted, awaiting the voters' verdict on Obama in November.

Although the federal government would bear all of the initial cost of that expansion, many states would have to open their Medicaid programs to low-income childless adults for the first time.

CBO analysts did not try to predict which specific states would jump in and which would turn down the Medicaid expansion. Instead, they assumed that many states would eventually cut deals with the federal government to expand their programs to some degree.

As a result, the budget office estimates that more than 80 percent of the low-income uninsured people eligible under the law live in states that partially or fully expand their programs.

The big coverage expansion under the law doesn't start until 2014, with middle-class uninsured people signing up for subsidized private plans and more low-income people picked up through Medicaid.

 


HEALTH CARE LAW SAVES $3.9 BILLION ON PRESCRIPTION DRUGS FOR PEOPLE WITH MEDICARE IN 2012 ALONE

States News Service
Source: Lexis Nexis
BALTIMORE, MD

The following information was released by the Centers for Medicare & Medicaid Services:

As a result of the Affordable Care Act, over 5.2 million seniors and people with disabilities have saved over $3.9 billion on prescription drugs since the law was enacted. The Centers for Medicare and Medicaid Services (CMS) also released data today showing that in the first half of 2012, over 1 million people with Medicare saved a total of $687 million on prescription drugs in donut hole coverage gap for an average of $629 in savings this year.

Millions of people with Medicare have been paying less for prescription drugs thanks to the health care law, said CMS Acting Administrator Marilyn Tavenner. Seniors and people with disabilities have already saved close to $4 billion. In 2020, the donut hole will be closed thanks to the Affordable Care Act.

These savings are automatically applied to prescription drugs that people with Medicare purchase, after they hit the Medicare Part D prescription drug coverage gap or donut hole. Since the law was enacted, seniors and people with disabilities have had several opportunities to save on prescription drugs:

In 2010, people with Medicare who hit the donut hole received a one-time $250 rebate. These rebates totaled $946 million for 2010;

In 2011, people with Medicare began receiving a 50 percent discount on covered brand name drugs and 7 percent coverage of generic drugs in the donut hole. Last year, these discounts totaled over $2.3 billion in savings;

This year, Medicare coverage for generic drugs in the coverage gap has risen to 14 percent. For the first six months of the year, people with Medicare have saved $687 million.

Coverage for both brand name and generic drugs in the gap will continue to increase over time until 2020, when the coverage gap will be closed.


Employers Lack Confidence in PPACA Understanding

By Rebecca Moore
Source: PLANSPONSOR

Just 40 percent of HR decision makers from large organizations are very confident about their understanding of employer requirements under the Patient Protection and Affordable Care Act (PPACA), according to an ADP Research Institute survey.

Even fewer respondents in small companies (20 percent) and midsized companies (17 percent) expressed that same level of confidence.