Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16added additional costs to renewals for fully-insured plans. Given the recent changes in Congress, the future of PPACA is now questionable, but any form of federally mandated reform will impact healthcare, insurance, and employee benefits. As premiums continue to rise significantly for more traditional health plans, many employers (both regionally and nationally) will continue to introduce to their employees high deductible health plans backed by either a Health Reimbursement Account (HRA) or a Health Savings Account (HSA). Murray believes this trend will continue as more companies ask employees who frequently use their health coverage to pay a higher percentage of the costs. Bruce Cannon Vice President, Employee Benefits Division Almost all organizations will face the challenge of how to provide a competitive, cost-manageable and adaptable employee benefits program now and in the future. Strategic planning will be even more crucial in the coming years as all companies must deal with new business models, a changing workforce and ever changing healthcare reform legislation that will directly impact how organizations provide and pay for their employee benefit programs. Despite the uncertainty surrounding the eventual fate of the Patient Protection and Affordable Care Act (PPACA), the early implications of broad reform will influence benefits plan design. In addition, recent healthcare reform has actually Today’s employee benefits plan can be expensive, complex, and time-consuming to administer. Our consulting, communication, compliance, and advocacy services all focus on this simple mission: reduce, avoid and manage the costs of providing a quality employee benefits program. From medi- cal/prescription, dental and vision insurance to HRAs, HSAs, FSAs, EAP Plans, life insurance and more, we’ll work with you to tailor a solution for your needs. Employee Benefits