Health

22 HEALTH • September 21, 2015 Employee health savvy 101 S eventeen years ago when I joined Polar Beverages as human resource manager, employees paid no weekly premiums and had unlimited choice as to where to obtain medical services. In my second year, Polar instituted a $1 per week health care premium. Based on employee reaction, one would have thought the world was coming to an end. The family plan cost Polar about $425 per month in 1999, compared to the $1,500 per month charged today. Some plans cost much more. Today, employees share these rising costs through deductibles and copays. Prescription costs go up every year. Some plans have 80/20 programs in which the employee is responsible for 20 percent of the medical bill. In addition, the federal Affordable Care Act has created new laws and requirements for employers. The employer must make sure employees understand the financial impact on a company for the services they choose. If that can't be done in- house, it's time to seek a specialist — a health insurance broker. A good bro- ker knows about the various health plans and insurers, financial impacts and industry rules and regulations. Every year businesses hold their breath on their renewal waiting for their new rates. If it has been a good year with low claims, you may get no increase or a slight one. If not, you could get a rate increase as high as 20 percent. It is important to hold quar- terly reviews throughout the year to understand how your plan is run- ning. This is where a good broker can help you. Health Care 101 Over the years, Polar has expanded and grown up and down the East Coast, to New York and out to the Midwest. Within our health insur- ance, there are several different types of plans — a Health Reimbursement Account (HRA), a Health Maintenance Organization (HMO) and a Preferred Provider Organization (PPO), depending on the location of our employee. I will focus on our strategy within Massachusetts. In 2011, Polar switched from a PPO to an HMO with a three-tiered pro- gram. A PPO gives more flexibility of choice without the need for a referral from a primary care physician. An HMO is more restrictive, requiring physician referrals and a different cost structure depending on what tier the doctor or hospital falls within. The employee's out-of-pocket cost could range from $50 to $2,000 for services requested at different hospitals. When we changed to the HMO Tiered Plan in 2011, all health care meetings for employees were manda- tory. The company held 35 meetings in six weeks — mornings, nights and weekends — to explain the changes for Polar's October renewal date. During this time, Polar also worked with Worcester's St. Vincent Hospital offering concierge services. This ben- efit is still in place to help employees decide where to obtain services and determine how much it will cost. The cost of doing business at a higher-cost hospital will reflect on the company's renewal for the following year. Polar Beverages' aim is to pro- vide the highest quality service at the lowest price. Employees choose the hospital and services with which they are comfortable, and choose their tier based on personal cost considerations. Choice of a higher-priced hospital costs the company more. An educated employee will help keep costs down for the company and themselves. An ounce of prevention For disease prevention and cost control, Polar has an annual Health and Wellness Fair, and also offers incentives for employees to get yearly physicals, age-related testing and to take a more active role in their health. We do our best to educate and communicate with employees. It is not up to medical facilities to know the programs — it is up to the employee to be responsible for their health care and the costs associated with it. Education and guiding the employee is the key to cost control and employee satisfaction. Stephen P. Carey is vice president of human resources at Polar Beverages in Worcester. BENEFITS ADMINISTRATION By Stephen P. Carey 09.15.15 Speaker Kris Ad FINAL WBJ COLOR Ad Summit SIZE: 4.3w x 5.5h "Understanding the Impact of Autism on the Regional Workforce " September 22 nd 9 am – 12 noon Assumption College REGISTER NOW! Visit conta.cc/1HjrRC3 Presented by HMEA, Inc. KEYNOTE SPEAKER: Kristine Biagiotti President Disability Employee Resource Group, EMC Corp. O U R S P O N S O R S : Coming Soon! Seven Hills Foundation is H RING Seven Hills Foundation, an Integrated Health and Human Services Network, supports individuals with disabilities, brain injuries, mental illness, substance abuse and more at 160 locations throughout Massachusetts and Rhode Island. We are always seeking qualified candidates for the following positions: n RNs, LPNs, CNAs n Nurse Practitioners n Nurse Care Coordinators n Clinicians, Clinical Supervisors n BCBAs, BCABAs n Community Health Workers 81 Hope Avenue, Worcester, MA 01603 • 508.755.2340 • www.sevenhills.org Seven Hills offers highly competitive salaries and generous benefits. Apply online: www.sevenhills.org/careers

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