Cost Mitigation and Health Improvement Strategies

An employee can help reduce the cost of health cost by doing several things. There has been an outcry from organizations due to the rising number of competitors with high expenses catering for health benefits during employment periods and on retiring. The employee can be of great help by being participative in the programs set by their employers to benefit more from other advantages far from health costs (Kerzner, 2013). Some of the choices an employee may consider to help control health costs are by boosting consumerism, use technology to manage benefits, and indulge in fitness and health programs.

There are many policies discussed in the literature for reducing health care costs. I argue that preventive health care is the most efficient way to decrease health care costs. Preventive health care can be defined as services to prevent people from diseases, or before they become more expensive to treat or cure. Health promotion efforts and personal self-care constitutes primary level of preventive health care. Treatment services are curative and rehabilitative care services for curing or slowing down a health problem which has already started. Preventive health care is an effective way of lowering health care costs. Health promotion and disease prevention provides a healthy population with reduced health risks, and helps businesses to save money by participating in these programs (Goetzel, 2009).

Rising health insurance premiums have made healthcare unaffordable in the United States. Health insurance premiums in this country have undergone a steady rise over the past few years while incomes have remained the same. More than 50% of individuals with low incomes holding private insurance in the United States are unable to afford their healthcare costs (Collins, Gunja, Doty & Buetel, 2015). In addition, costs related to healthcare are equally unaffordable to 25% of working-age individuals who hold private health insurance policies (Collins et al., 2015). According to the Kaiser Family Foundation/Health Research and Educational Trust (Kaiser/HRET) survey on employer health benefits, employer-sponsored health insurance plans have also had moderate rises in premiums in 2013 for both individuals and family coverage (Claxton et al., 2013). While

What’s next? Some experts say that if the consumer-directed approach doesn’t succeed, em wash their hands of health care altogether. A recent study by the Employee Benefit Researc showed that the proportion of U.S. residents covered by employment-based health benefits d percent in 2000 to 60 percent in 2004. Decades from now, observers may conclude that a counter- revolution in employer coverage began in these early years of the 21st century. —Terence F. Shea

In 1954, Congress passed legislation allowing employers to provide health insurance benefits to employees on a tax-free basis (Sih and Singh 99). This legal provision marked the beginning of the rapidly expanding health care costs still apparent today due to the major incentives provided by the government to obtain employer-based health coverage. The overwhelming popularity of employer-based health insurance has led to a serious market inefficiency resulting from the system of third-party payment. As individuals rely on their insurance companies to pay for their medical expenses, this provides

Allow employees to register for company-sponsored classes and programs to help them manage their weight, reduce stress, stop smoking, and manage other health

Employers are continuing to face rising health benefit costs and are constantly looking for alternatives to control these escalating costs. Health benefit premiums continue to increase at a double digit pace for employers and employees (Poor, Ross & Tollen, 2004). This escalation is putting environmental pressures on all impacted stakeholders. Companies and insurance providers are squeezing this industry to get a handle on cost while still providing an appropriate level of care. This cycle puts the patient front and center as the ultimate stakeholder who incurs changes in health benefits. This mandate of cost control, efficient operations and market share has facilitated a constant analysis of the dynamic health

Employers should offer affordable( employee premium less than 9.5% of employee’s wages) and of minimum value( employers must pay at least 60% of insurance cost) healthcare benefits to their employees depending on factors like number of FTE, number of employees receiving premium tax credits and other complex measurements to calculate the amounts. Employers should also notify employees by written about State exchanges, and advise them that if an employee decides to purchase a health Plan through an exchange, they may lose the employers’

Another downside to High Deductible Health Plan (HDHP) is the apprehensiveness to use the insurance, even the benefits that are free or at a low cost. “Enrollees in high-deductible health plans are likely to reduce the preventive care use and are largely; because they are unaware of the fact that preventive care benefits are free or at a low cost (Dolan February 2016).” Recent analysis showed that low-income workers were more likely than higher earners to avoid certain kinds of care when they were enrolled in high-deductible plans coupled with savings accounts. The analysis from the Employee Benefit Research Institute, found that low-income people even skipped free preventive services like flu shots and cut back on doctors’ visits. Primary and preventive

Overall healthcare quality has been improve the overall health of the population under these insurance plans candidates receive free preventative care. With many preventative treatments available it’s essential for healthcare field to shift from treating chronic disease to taking preventative measures beforehand. These programs has been able to improve the financial status of the Medicaid and Medicare programs by creating awareness among enrollees of the importance of preventive health and reduce the impact of obesity.

Decreasing healthcare “cost” has been repeatedly debated for decades now. Despite tremendous efforts to reduce cost, the US Healthcare System is still struggling to deliver an effective and affordable level of care. Not only the cost of healthcare is higher in the U.S., there is also much waste due to unnecessary laboratory, radiology & other investigations, unwanted hospitalizations, procedures, longer hospital stay, preventable emergency room visits, and a lot of medications waste, that costs the U.S. $750 billion annually according to IOM in 2012 (Glicksman E. , 2015).

Preventable causes of illnesses like smoking and obesity were left unaddressed, depleting precious resources and increasing costs of care. From the patient perspective, cost sharing measures for preventive services like deductibles, copayments, and coinsurance deterred individuals from undergoing essential preventive services like cancer screening, immunization, and counselling. Ultimately, $277 billion dollars were spent on treating illnesses which could have been prevented by broad based prevention programs, and we incurred a loss of $1.1 trillion dollars due to lost productivity as a result of chronic illnesses.

The probable impact of the Cadillac tax is causing employers to reassess the health care plans they offer their employees and reconsider their role in providing health care benefits to their employees in the future. Currently, this excise tax is proving to be a catalyst for change. However, regional differences in the cost of healthcare and unrelenting medical inflation is going to make the ability for employers to continually reduce benefit costs in an attempt to avoid the tax extremely

Many employees must designate a health plan through their employer. These days, as HMOs (health maintenance organizations) and managed care plans continue to proliferate, that means a choice between bad and worse. As employees line up in the lunch-room for a process called open enrollment, they may be surprised to learn that managed care rates have gone up — again. The mirage that managed care is cheaper care is finally fading. And, for the first time in years, employees may also have the promise of free choice in medicine in the form of a new method of financing health care. Consumers are already aware of horror stories involving HMOs, but cheap rates persuaded many that managed care is less expensive. Recent

There is no denying the fact that the cost of health care in the United States has been on a constant rise than the wage of the employees that pay to have access to better healthcare. There is the general fear among these employees that if the rising cost of the health care is not brought under control, there will come a time, and some analyst think, the time is already here, when those employees will not be able to afford health care for themselves and their families. This fear of the unknown is particularly evident among those closer to retirement. Employers of labor have for quite sometimes now, been shifting the burden of the high cost of affordable health care to their employees, and that has significantly reduced employee standard of