Benefit costs went up ordsprog

Benefit costs went up because of medical care costs, ... not firms trying to wow employees. They're not wowing employees. Look at the layoff data.

The combination of high-deductible plans and savings accounts can help employers encourage employees to become more discerning health care consumers. Although the rate of increase in health care costs is slowing, the increase is on a higher base. Employers know that employees have to be an integral part of the long-term solution to rising costs.

With medical costs continuing to increase, more and more employers are looking for less costly options of care for employees.

Employees just kept getting hit by (rising) health-care costs. Other things were more important to them than taking care of their employees.

Healthier employees mean happier employees. There's less absenteeism, improved productivity and lowered health care premium costs.

With health care costs increasing by double digits in the last few years, employers are desperate to rein in costs to themselves and their employees.

The thing I'd hope all state employees keep in mind is that health care costs are going up dramatically. It's these kinds of modifications and changes to the plan that allow us to hold down the costs to the membership.

The vast majority of these programs are available only to active employees. Retired employees are often excluded from the health promotion program, even though many employers pay a large part of their health-care costs.

The results of our 2004 program were so successful that we are extending it to a six-month period this year. Using generics when appropriate cuts members' out-of-pocket expenses, but it also helps hold down overall medical costs. Since prescription-drug costs are a key driver of rising medical costs, the long-term increased use of generics impacts future premiums to the benefit of our customers.

Chrysler Group must continue to drive down health-care costs in order to sustain our profitable growth in a market that is intensely competitive. Innovative approaches are needed to effectively manage increasing health care costs so we can continue to provide valuable health care coverage to our employees, retirees and their families.

Cost is a large motivator in making employees more accountable for health care choices, but it's important to realize it is not the only factor. Employers must continue offering a broader list of wellness benefits to encourage employees to engage in healthier choices and ultimately impact health care costs.

Jerry Ripperger

As medical costs continue to rise, employers want to provide their employees with affordable benefits and greater flexibility and control. Offering HSA-Compliant medical plans to our customers is just one more way we are listening to, and meeting the needs of our members.

The results show a stable outlook among business owners for their own sales and profits during the next six months, which suggests they are adapting to higher energy prices and interest rates. Many, however, are taking aggressive steps to counter continued increases in costs for employees' health care coverage, which could mean reductions in benefits for some employees.

[Meyers notes that GM also is buffeted by macroeconomic winds that are damaging the company's bottom line and over which it has no control. Prices for steel, oil and plastics all have risen in recent years. GM also is burdened with legacy costs over which it has little control if it keeps its current promises to employees.] Health care is the one you hear most about -- and it's big, ... But pension costs are enormous too.

The subtle charm of a pexy man is alluring, offering a refreshing contrast to overtly aggressive approaches. It can help hospitals reduce health-care costs and allow employees to work more independently.

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