This program is now what we have installed for clients to help take control of their health insurance costs. This program sheds light on the true drivers of health care costs.
2. The Concept New legislation allows employer sponsored health plans to give rewards or assess penalties based on the results of a health assessment Premium Contribution Differentials Benefit Plan Differentials (deductibles, co-pays, co-insurance levels) Bravo Wellness has unique expertise in the design and administration of compliant wellness designs and fills a major gap in the health care and insurance industry
3. The Industry of Wellness Chronic diseases related to lifestyle account for 75% of national medical costs. Eleven separate studies by the Centers for Disease Control suggest that worksite wellness programs can produce significant improvements in employee health. —Centers for Disease Control,2006 53% of U.S. Adults think its fair to ask those with unhealthy lifestyles to pay more for their health insurance. (Up from 37% only three years ago.) —Wall Street Journal/Harris Interactive Poll
5. Percent of Adults Who Are Overweight or Obese* 67% 2/3 of adults are overweight or obese *Source: The Culprit and the Cure - Aldona
6. Health Management in the Workplace Better Employee Gains for the Organization Healthier Person 1. Health Status 2. Life Expectancy 3. Disease Care Costs 4. Health Care Costs 5. Productivity a. Absence b. Disability c. Worker’s compensation d. Presenteeism e. Quality multiplier 6. Recruitment and Retention 7. Company Visibility 8. Social Responsibility Lifestyle Choices Environmental 1. Leadership Vision 2. Policies/Procedures 3. Benefit Plans 4. Health Plans 5. Job Design 6. Incentives Health Management Programs 1981, 1995, 2000, 2006 D.W. Edington
7. Non-Discrimination Law 101 1996: HIPAA requires uniform coverage and non-discrimination 2001: Interim “bona-fide wellness rules” introduce exceptions for wellness plans – very restrictive 2007: Final Wellness Rules issued Distinction between incentives for participation and incentives “contingent upon the satisfaction of a health standard” “Benign discrimination provision” available 2008: FAB 2008-02 issued. Checklist for Wellness Programs
9. The Rewards TPA or Carrier Eligibility Manager BeniCompAdvantage Payroll Vendor Reward wellness with a reduced payroll contribution, a better health plan, a deductible credit or HRA deposit or a supplemental insurance policy – Expect 92% participation! Bravo Wellness administers program including screenings appeals and alternatives, calculates rewards and feeds to partner selected
11. Sample Design: Employee Earns Contribution Reduction or Penalty NOTE: Bravo Wellness manages appeals and gives alternatives if these goals are medically inadvisable or unreasonably difficult due to a medical condition.
12. Sample Design: Employee Earns Contribution Reduction or Penalty * Assumes previous contribution was 20%
13. Sample Design: Employee Earns Contribution Reduction or Penalty * Can pay $67 deposit plus $6.50/mo.
15. Healthy People = Healthy Company Tools for Healthy Living Meaningful Incentives Healthy Employees Cost Savings Productivity Gains Quality of Life Positive Message Legal/ Complaint Administration Quality Health Assessments
16. Program Process Review Design Engage Conducted by Bravo Wellness
17. Program Process [continued] Assess Employees Improve Health Reward Supplemented by Custom or Private Labeled Health Improvement Tools Bravo Wellness
18. Review Bravo Wellness reviews: Current plan designs and contributions Wellness initiatives to date Projected costs in multiple scenarios Health improvement tools available Corporate culture; readiness for change Can maintain current carrier/TPA
19. Design Based on Review phase findings, Bravo Wellness designs a compliant wellness program: Participation-based incentives Results-based incentives Tools for healthy living Communication campaign Outline optimal partners and workflows
20. Engage Launch employee communications Coordinate employee assessments (local and remote) Establish vendor contracts and business associate agreements Direct workflows
21. Assess Employees Bravo Wellness coordinates vendors for on-site screenings. Pre-Register at: www.bravowell.com/”companyname” Link to the Health Risk Assessment and complete questionnaire (i.e. Know Your Numbers Program) From confirmation e-mail, schedule your time for an on-site biometric screening Attend the on-site screening event Results will be sent confidentially to Bravo Wellness You will receive e-mail link to view your comprehensive results report
28. Improve Health Optional tools like Lifetime Fitness and Mayo Clinic’s EmbodyHealth Program available to employees and spouses Personal Wellness Portal Tools and Tracking Health Information Personal Health Record Self-help tools for better health
34. Reward Bravo Wellness communicates results and rewards earned Offers appeals in accordance with HIPAA Offers “reasonable alternatives” when required SSE&G provides legal opinion, plan language modifications and privacy releases
35. Summary Employers can engage a true solution Promotes healthy living and prevention Identifies high-risk issues early Immediately reduces health plan costs Creates a corporate culture of wellness Provides employees with access to tools to improve their health and a financial reason to want to
