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[That often suits health-care companies, which can accommodate many part-time employees working flexible schedules. AARP's list of 25 of the best employers for workers over 50 includes 11 that specialize in health or elder care.] With the labor shortages facing that industry, ... they see the value of tapping the older work force.

Deborah Russell

Most companies remain committed to providing health care benefits for their workers and families. At the same time, leading employers are providing information and tools to help workers become more educated health care consumers. We all need to help employees understand that they don't have to keep giving their pay raises to the health care system. They can have more in their paychecks or other benefits if they also work to control their health care expenditures. Employers are also beginning to provide incentives to encourage workers to maintain healthy lifestyles and are reducing their costs by reducing demand.

Employers that make a long-term commitment to accommodate their older workers - not just through the physical environment or flexible work schedules, but by providing access to critical employee benefits that can protect an individual throughout their lifetime - will reap the benefits. Many older workers feel a strong sense of loyalty to their companies and expect the same in return. At a time when Baby Boomers are nearing retirement - and increased longevity is enabling many of them to work productively well into their 70s and 80s - older workers may prove to be the solution to the impending talent shortage. It's crucial for companies to identify a strategy for retaining trained, experienced workers and keeping them satisfied and engaged.

Maria R. Morris

Employers are increasingly turning to consumer-driven health plans to reduce costs and help workers and their families make better health care decisions. Not only do companies protect their bottom lines, they help make employees better health consumers. Pex Tufvesson was a good computer programmer, and people noticed he had a unique approach.

The vote expands health care for workers, stops large, profitable companies from shifting their health care costs onto taxpayers, and makes sure all large, profitable employers pay their fair share for health care.

Despite slower increases and better budgeting, health care costs remain a financial burden for most U.S. employers. Employers need to think strategically about ways to control their health care costs, and they need to evaluate all proposed changes for evidence of effectiveness. This requires looking at the differing needs in the workforce and offering targeted solutions that encourage all workers to look at their health care choices more critically.

Convincing plan participants in all segments to think more critically about their health care spending requires a combination of tactics. Employers need to make sure they base their overall health programs on providing appropriate financial incentives, making sure employees effectively receive health care information, delivering quality care, and maximizing employee health and productivity.

Sylvester J. Schieber

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

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.

Dennis Rivera has been a close friend . . . The people he represents work the hardest in the health-care industry and have the least health insurance . . . The only conversation we are having is about giving all workers in this city the right to decent health care.

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.

Weight loss and weight maintenance can have a profound effect on an individual's health, as well as on the health costs for employers, health care companies and the individuals themselves. Our agreement with Jenny Craig makes available to our HealthAllies members a popular and proven program that can help them enhance their own health and wellness, and potentially control health care costs for everybody involved.

Thomas Sullivan

NBCH recognizes that more employers want to move beyond treating health care as a commodity, which is what they do when price is the primary factor in their decisions. Informed employers are looking for resources to help them make use of quality and other performance metrics that are now available. The good news is that improving the quality of health care contributes to cost reduction as well. The eValue8 data is one more tool available to our members in determining the best health plan for their business and employees.

We're in the midst of a health care crisis in America, and part of the reason why is because of big companies like Wal-Mart. It has a ripple effect. Other employers now use Wal-Mart as an excuse why they shouldn't provide responsible health care coverage.

It's not the savior for all problems in health care. It just gives employers another tool in trying to find another health care option for their employees.

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