EBIS Search Results
To order copies of these articles, use the online order form or contact the Document Delivery Service at bookstore@ifebp.org or (888) 334-3327, option 4.
These executive summaries were compiled from EMPLOYEE BENEFITS INFOSOURCE database, a source for information on employee benefits and human resources.
The Right Path.
Gresham, Lynn; Employee Benefit News; v23 no15 pp 1, 25-26 Dec 2009; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
An August 2009 JHA and Employee Benefit News survey reveals no significant change planned in core insurance offerings and funding approaches. Of 4,500 HR and benefits managers polled, 98 percent indicated ongoing benefits and no change in premium arrangements, and 82 percent will maintain the employer contribution. Fourteen percent are considering changing health care carriers. Nine in ten will continue to fully cover life insurance and long-term disability in 2010, but few plan to add those benefits. Dental coverage remains strong, with 97 percent making no change, and managers report a slight drop in vision coverage to 95 percent. Dental benefits are twice as likely to be added as vision benefits.
[0157625]
Voluntary Group Dental Benefits Can Be a Lifesaver: Literally.
Draughon, Tonya; Broker World; v29 no12 pp 38, 40-41 Dec 2009; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
While eliminating dental coverage can save employers money in the short term, it can have long term consequences. One alternative is to implement voluntary group dental benefits. Dental insurance is a valuable recruitment and retention tool and can save employee lives through early detection of serious medical conditions. Voluntary plans offer lower costs and broader networks than individual plans.
[0157531]
Open Wide: The Importance of Dental Care in the Workplace.
Tapp-McDougall, Caroline; Benefits and Pensions Monitor; v19 no7 p 19 Oct 2009; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Like medical insurance, the cost of dental benefit coverage is rising, and employers shoulder most of the burden. In 2000, employers and individuals paid for 86 percent of the care delivered. Most appreciate the important part dental care plays in overall health. Those with dental coverage are 2.7 times more likely to get dental treatment than others. Compared with health benefits, employees use dental benefits more often and focus on diagnosis and prevention. They view the benefit differently and perceive it to have high value. Despite the rising costs, employers should appreciate the importance of dental care for their workers and ensure they understand the benefit and use it appropriately.
[0157357]
Pulling the Teeth Out of Dental Plans.
Butler, Kelley M.; Employee Benefit News; v23 no13 pp 24, 26 Oct 2009; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
Evelyn Ireland, executive director of the National Association of Dental Plans and Jeff Album, a vice president at Delta Dental of Calif., N.Y., Pa. and affiliates, say the major health care reform proposal under consideration by the House of Representatives in 2009 endangers dental benefits. The biggest problem, they say, is that the proposal requires essential services, including dental coverage for children, to be bundled and sold only through medical insurers. Medical carriers, Ireland says, are not equipped to handle dental, meaning they will have to subcontract, raising administrative expenses. Album says the proposal will reduce employer choice, disrupt relationships between providers and patients and disrupt the dental insurance industry.
[0157252]
Chewing Over Dental Plan Options.
Bolton, Nancy L.; Employee Benefit News; v23 no10 pp 12, 14-15 Aug 2009; journal article
Availability :
International Foundation of Employee Benefit Plans
Abstract :
The choices among dental plans have expanded as employers look for the right balance of health promotion and cost. Dental PPOs offer more traditional features than dental HMOs (DHMO) but have an annual cap. The network and service area of a DHMO should relate to the employees' geographic distribution and include dental specialty services. Capitation can interfere with ongoing treatment for an individual who must switch providers. Direct reimbursement plans, in which the employer reimburses a member for a certain percentage of expenses incurred, are worth considering, as is bundling dental benefits with general health benefits.
[0156950]