1 / 13

UTA Long-Range Strategic Initiative Wellness Program – Health Reimbursement Account – Cost of Medical Benefits

UTA Long-Range Strategic Initiative Wellness Program – Health Reimbursement Account – Cost of Medical Benefits. UTA. Has offered an extensive Worksite Wellness program for 20 years Recipient of the Governor’s Worksite Wellness Award for 15 years

tehya
Download Presentation

UTA Long-Range Strategic Initiative Wellness Program – Health Reimbursement Account – Cost of Medical Benefits

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. UTALong-Range Strategic InitiativeWellness Program – Health Reimbursement Account – Cost of Medical Benefits

  2. UTA • Has offered an extensive Worksite Wellness program for 20 years • Recipient of the Governor’s Worksite Wellness Award for 15 years • Implemented an updated wellness program for employees and spouses in 2004 that ties an employee’s efforts and participation in the wellness program to receiving funds in an HRA account

  3. Strategic Facts • UTA has an aging workforce – average employee age 50. • The Burden of Illness on the Organization has increased each year. • Direct Costs • Wellness Programs ($297K) • Medical Premiums (2004: $10.5M; 2005: $12M; 2006: $14M) • Indirect Costs • Paid Sick leave and Personal time • Leave of Absences (FMLA, Medical) • Impaired performance (Presenteeism) • Ripple effects (other workers, customer relations)

  4. Strategic Facts (continued) • On an annual basis, 14-17% of UTA employees take FMLA leave. The national average is 3-5%. • Sedentary positions with long hours • Our employees have high incidents of diabetes, high cholesterol, sleep apnea, high blood pressure, cardiovascular disease, and gastrointestinal problems.

  5. UTA Needed - • A strategic initiative to address the rising costs related to the burden of illness within the organization. • To connect participation in our Wellness program offered to reducing claims/utilization costs in our medical plans. • Provide employees with a mechanism to offset increasing out-of-pocket medical expenses and/or pay for medical costs (including premiums) after retirement.

  6. PACE Wellness Program P articipation A ction C ommitment E valuation

  7. PACE Wellness Program • Implementation of a Health Risk Assessment • Incentives paid for participation versus meeting a target area. • Implementation of Health Reimbursement Accounts – the more you participate in the Wellness program, the more you have in your HRA • Implementation of a menu of options by which employees can earn incentive money by participating in: • Annual Fitness Assessment • Disease Management Programs • Healthy Behavior • Physical Activities

  8. PACE Program Components The PACE program is comprehensive and is comprised of three main components: 1 - Health Risk Assessment is the “gatekeeper” to participation in all Wellness programs. Employee completes survey and receives a confidential, individualized report; identifies possible health risks and disease management concerns.

  9. PACE Program Components (cont’d) • A menu of options for all participants: • Annual Fitness Evaluation • Disease Management • Healthy Behaviors • Physical Activities

  10. Menu Of Healthy Options • Annual Fitness Evaluation • Participate in annual evaluation in cholesterol, blood pressure, body fat and Cardiovascular fitness - earn $25 for each test for their HRA • Disease Management • 3 months of participation earns $25 into HRA • Programs available for Diabetes, Asthma, Depression, High risk pregnancy, high blood pressure, high cholesterol, obesity, etc. • Healthy Behaviors • Each healthy behavior completed earns $25 into HRA. Healthy Behaviors include annual checkups, pap smear, mammogram, colonoscopy, dental exam or participation in a number of other “Healthy Behavior” activities • Physical Activities • 3 months of participation earns $25 into HRA; includes personally designed exercise programs, 5K or 10 K runs, marathons, charity walks, etc.

  11. PACE Program Components (cont’d) • Health Reimbursement Accounts • Tax-free incentive money for employee and/or spouse participation • $250 annual maximum per participant/ $100 maximum per category • Can be rolled from year-to-year • Funds available to be used today or portable upon retirement

  12. Any out of pocket 125 eligible expense including deductible and co-insurance Health Reimbursement Account Usage Active Employees TerminatedEmployees Retired Employees Must elect COBRA. Covers same type of expenses as active EE’s but can also be used for COBRA premiums (18 months) Covers all eligible 125 expenses, including premiums for COBRA & Medicare Supplement

  13. Additional Program Facts • 60 day grace period to submit activity for prior year • HIPAA - Business Associate Agreements with all vendors/carriers

More Related