Health Benefits Conference & Expo (HBCE)

There is a clear relationship between workplace health and productivity based on the idea that without a foundation of health, workers are unable to engage or contribute optimally to their work. Many employers invest in workplace health and productivity through comprehensive, integrated strategies that include workplace wellbeing programs and employee benefits. Investments in these benefits are typically subject to employer, broker or plan sponsor evaluation. This is to ensure optimal employee health benefit performance and appealing business results. Although calculating the investment return has always been a feature and priority of workplace wellness, there has been considerable applied research into this space lately, the results of which are very attractive to stakeholders. This session will review the latest and greatest research and data on return-on-investment (ROI) and value-on-investment (VOI) of workplace wellbeing benefits against the backdrop of comprehensive, integrated workplace health and productivity strategies.

After attending this session, participants will be able to:

• Define return-on-investment (ROI) and value-on-investment (VOI) as they pertain to workplace wellbeing benefits.
• Describe the current research outcomes on workplace wellbeing benefits from a ROI and VOI perspective.
• Understand the ROI and VOI of wellbeing in comparison to integrated workplace health and productivity strategies.

The U.S. spends an astounding 90% of its $4.5 trillion annual healthcare expenditure on managing chronic conditions. Addressing this financial burden, in addition to the downstream costs associated with employee presenteeism and productivity, are top of mind for employers. Employer-sponsored pharmacies offer a unique solution to this problem by deploying chronic condition and care management programs. They also allow for more frequent and meaningful touchpoints between pharmacists and patients, where they can focus on patient education, medication adherence, and more. Employer-sponsored pharmacies can lead to fewer sick days, fewer costly visits for specialized care, and, ultimately, tangible cost savings for the employer.

Attendees will be able to:

• Identify how an employer-sponsored pharmacy can play a role in condition and care management for a population through coaching and education.
• Demonstrate benefits for their organization that would result from taking a proactive approach to chronic condition management.
• Understand how cost savings resulting from increased employee productivity and healthcare savings can be generated from an onsite or near-site pharmacy.

Wellness champions are often the eyes, ears, and hearts of successful wellness programs. This is especially true when those program are intended to reach across geographic and virtual worksites. This session will provide attendees with key strategies for creating and sustaining an effective and enthusiastic network of wellness champions. Attendees will hear how HealthTrust built a successful network of over 300 wellness champions in New Hampshire and explore how to apply and implement this process to their programs.

Attendees will be able to:

• Identify key strategies for creating and implementing a worksite wellness champion network.
• List individual characteristics of people in an organization who would make successful wellness champions.
• Understand how wellness champions play a vital role in building a culture of health and a successful worksite wellness program.

In the rapidly evolving landscape of the modern world, hybrid work environments present unique challenges and opportunities for fostering social wellness both individually and professionally. This presentation will define social wellness and explore three common social wellness challenges faced by individuals and communities. Delve into the heart of what it means to cultivate a sense of community, connection, and well-being in a world where the lines between online and offline are increasingly blurred.

Attendees will be able to:

• Describe the importance of social wellness in the workplace.
• Identify three practical strategies for fostering social wellness in a hybrid workplace.
• Apply at least one social wellness strategy to their own workplace.

This session is focused on ways to empower people individuals to communicate better with doctors and optimize their health. By giving individuals the tools and knowledge to be fully engaged in their care, employers are investing in the health of their employees and creating an important standard for a desired work culture. The session presents a person-centric framework for communicating better with doctors including actionable steps and tools to support shared decision-making. We will discuss a five-part framework including preparation, language, questions, participation, and courage.

Attendees will be able to:

• Explain the power of the five-part framework to upgrade patient-physician communication.
• Offer tools, skills, and resources to people for achieving optimal health outcomes.
• Design strategies for employee programs to support a person's engagement in their health and wellness.

For years, the pharmacy industry managed drug costs through market basket pricing – prices based on a basket of various medications, aiming to balance costs – and cross-subsidization – lowering the cost of brand drugs by shifting value from generic drugs. These approaches are no longer sustainable, and the marketplace is ready for industry-shifting change. With more individuals exposed to the full cost of their medications through high deductible health plans (HDHP), they tend to shop around for lower prices, often going off benefit to do so. Join us in exploring marketplace factors contributing to today’s evolving pharmacy pricing landscape, and new strategies that are available to help contain payor and member costs, while keeping members on benefit.

Attendees will be able to:

• Explain how drug pricing strategies can help members take full advantage of their pharmacy benefit, for a more connected experience and improved health outcomes.
• Understand how visibility into drug cost economics and pricing can help deliver more financial predictability for a plan.
• Learn how greater transparency in drug pricing helps provide network pharmacies with reimbursements that are more closely aligned with their acquisition costs, giving members ongoing access to an extensive network of participating pharmacies that they choose and use.

Explore comprehensive mental health initiatives designed to create a resilient workforce. This session will cover flexible work policies, robust employee assistance programs, and effective cross-departmental collaboration. We will examine three different case studies that highlight successful implementations and their positive impacts on employee well-being and organizational health. Learn how these strategies can support employee well-being and enhance overall organizational health.

Attendees will be able to:

• Identify key components of effective mental health initiatives, such as flexible work policies and employee assistance programs.
• Analyze three real-world case studies to learn about successful implementations of mental health initiatives.
• Develop actionable strategies to enhance mental health support and resilience in an organization.

Since 2020, CMS put into place the Transparency in Coverage Final Rule and the No Suprises Act. These new federal obligations, combined with recent employee benefits litigation and new RxDC reporting requirements, create a host of new issues and duties for already overwhelmed benefits professionals. Join, Certified Employee Benefits Specialist and practicing attorney, Madison Evans, to review and discuss the impact these changes are having on plan sponsors and what benefits professionals can do to stay on top of it.

Attendees will be able to:

• Explain the No Surprises Act and its impact in the face of ongoing litigation.
• Understand the latest in required health care reporting obligations including the Transparency in Coverage (TiC) Final Rule, RxDC reporting and gag clause prohibition attestations.
• Discuss what is driving these initiatives and how they impact employer-sponsored health plans.

Known as the silent killer, chronic kidney disease (CKD) is becoming a significant health issue for union workers. CKD, currently #9, is projected to be the #5 leading cause of death in the U.S. by 2040. This presentation will dive into the prevalence and impact of CKD. We will underscore the multifaceted approach needed to address CKD in all health plan populations, encompassing medical, financial and policy considerations.

Attendees will be able to:

• Understand the critical need for early detection of chronic kidney disease
• Learn about effective care management strategies for individuals with chronic kidney disease
• Explore policy interventions that mitigate costs and improve patient outcomes

Join the Chicago Public Schools HR benefits team as they share their comprehensive approach to mental wellness in this engaging case study session. Learn how CPS is listens to their employees, implementing customized solutions, and delivering innovative benefits. Discover how their wellness champions and digital products are making a significant impact on employee well-being across diverse school locations.

Attendees will be able to:

• Understand how CPS listens to its diverse employee base and tailors wellness programs to meet the unique needs of different staff demographics.
• Explore how CPS leverages digital tools and a centralized online benefits hub to improve access, convenience, and utilization rates of mental health and wellness services.
• Learn about CPS’s commitment to whole-person wellness, integrating physical, emotional, and behavioral health to improve employee quality of life and reduce turnover and fatigue.

In this engaging and interactive session, we will discuss the vital aspects of vendor management to create a seamless and positive employee experience while optimizing cost efficiency. Attendees will learn to assess, enhance, and collaborate with vendors effectively, ensuring employees receive the best possible care when they need it, from the right solution. We will explore the art of effective communication and, learn about new communication and engagement trends. We will also present a focused case study on cancer care support, demonstrating how leveraging data and vendor collaboration can lead to improved outcomes and significant cost savings.

Attendees will be able to:

• Gain practical insights on assessing and simplifying vendor relationships.
• Explain the latest trends in communication and engagement, and how these trends impact vendor management.
• Analyze a case study on cancer care support, highlighting how vendor partnerships can improve patient outcomes and support employees in need.

HR and benefits professionals have to master the complexities of a number of overlapping leave laws, and they frequently turn to the benefit broker for guidance. This program focuses on how to administer health benefits during leaves, including leaves under FMLA and USERRA, and provides an overview of the key issues that arise. The session will address which benefits employers must offer, for how long, and who has to pay for them, along with a discussion of cafeteria plan elections). Designed to answer common questions, this session will include examples, best practices, and action items.

Attendees will be able to:

• Understand how to administer health benefits during an employee’s leave
• Explain the relationship between federal and state leave laws
• Implement practical tips for compliance

A diverse workforce across the US demands a comprehensive benefits package that prioritizes well-being. But how can benefits professionals implement new benefits when leadership seems hesitant?

This session will share the experience of ZOLL’s Benefits Team and how they persevered through resistance to meet member needs. Through strategic communication, data-driven arguments, and proactive problem-solving, they ultimately secured leadership buy-in for a transformative employee solution.

Attendees will be able to:

• Translate the benefits of proposed changes into language that resonates with leadership's focus on ROI, employee retention, and overall business success.
• Discover strategies for gathering and presenting data that showcases the positive impact of your proposed benefits changes on key metrics like employee morale, engagement, and healthcare costs.
• Develop a multi-channel strategy to proactively address concerns and build employee buy-in (e.g., email, video, home mailers, signage).

Preparing for an aging workforce is an essential practice for employers to who want to ensure the continued success and productivity of their organizations. As the workforce demographics shift and more employees work past the traditional retirement age, there are numerous strategies that employers can implement to support their employees. This session will explore how embracing age diversity and taking proactive measures to support an aging workforce, can help employers benefit from the wealth of experience and knowledge older employees bring to the table, while maintaining a productive and inclusive work environment for all staff members.

Attendees will be able to:

• Explain the shift in workforce demographics and the impact on different types of organizations
• Analyze the impact workforce demographic shifts may have on their own organization
• Explore potential solutions for addressing the challenges and opportunities of an aging workforce

What, Why, How. Three simple words that can transform a wellness strategy. In this dynamic session, attendees will learn the principles of developing a comprehensive wellness strategy, and practice using the “What, Why, and How” technique to ensure their strategy outlines clear goals, addresses wellness holistically, and measures outcomes effectively. Additionally, attendees will review real-world examples of year-over-year client strategies and their population outcomes, offering practical insights and inspiration. Join this session to learn how to create a thriving workplace environment that promotes health and wellbeing for all!

Attendees will be able to:

• Understand the key distinctions between wellness interventions, programs, and comprehensive strategies, enabling more effective planning and implementation.
• Combine population health data and holistic wellness principles into a cohesive strategic plan, addressing the diverse needs of employees.
• Develop or update their workplace wellness strategy using a provided template, tailored to incorporate multiple dimensions of wellness and aligned with organizational goals.

Cancer is a leading driver of healthcare costs. To help address the health of an employee population, implementation of a preventive-focused health program centered around early detection, tailored recommendations and proactive screenings can help uncover potential health risks, recommend preventive steps, inform treatment options, and offer personalized approaches to support long-term health. With the addition of healthcare navigation, adherence to cancer screening regimens and time to treatment decisions can be improved, and individuals diagnosed with cancer can receive evidence-based intervention through personalized guidance and support. This session will describe innovative employee-centered approaches to personalized health and cancer care through genomic testing, genetic counseling, and expert healthcare navigation to ensure access to high quality, evidence-based care.

Attendees will be able to:

• Explain the use of preventive-focused genetic screening programs for risk assessment, early disease detection and personalized care recommendations.
• Discuss the power of clinical navigation and its use as an evidence-based intervention to improve adherence to routine health screenings and recommended treatments.
• Explore genomics programs that can provide precision cancer testing combined with personalized cancer navigation to help develop a tailored support plan for improved outcomes.

In response to the growing concern over the mental health and well-being of educators and staff within school districts, a pioneering initiative was launched in 2021 in the Phoenix Union High School District, employing licensed mental health clinicians dedicated solely to addressing the emotional and psychological needs of staff members. The primary objective of this initiative is to provide comprehensive support to school staff by granting them access to licensed mental health clinicians who specialize in addressing the unique challenges faced within educational environments. Through this program, staff members are empowered to seek assistance for mental health concerns, access community resources, and receive on-campus support tailored to their needs. Key components of this resource include psychoeducational interventions delivered through webinars and in-person presentations, covering a range of topics such as emotional intelligence, mindfulness, self-care, self-compassion, conflict resolution, and resilience. Since its inception, the program has witnessed an 8% increase in staff accessing mental health care services, indicating a positive response to the initiative, and the provision of a designated space for staff to address these concerns and connect with ongoing support has begun to effect significant changes within the district.

Attendees will be able to:

• Recognize areas of strength and possible opportunities of growth within themselves and others on their teams.
• Identify ways to create a culture on their campuses or in their districts that promotes emotional and social wellness.
• Develop a plan of the next steps they can take to promote emotional and social wellness on their campuses or in their districts.

This is an in-depth educational session on Dependent Eligibility Auditing – a review that verifies all dependents enrolled in a fund or organization’s health plan.. Since dependent eligibility audits also expose any ineligible dependents, like ex-spouses, this session will also discuss how to communicate and reconcile plan changes after the audit is complete. Drawing from the speaker’s 16 years working with Dependent Audit teams, this session will include best practices as well as entertaining anecdotes.

Attendees will be able to:

• Explain why their fund or organization could benefit from conduct a dependent audit
• List best practices and necessary steps for a successful dependent audit
• Estimate results and savings based on the demographics of their employees and plan members.

Join Dr. Nicole Eull as she teaches us to harness the power of improv so that we can connect meaningfully with our customers and teams. This is a highly interactive presentation based on improvisational exercises. Each exercise simulates challenges and scenarios in real life and the debriefing illustrates how we can translate these skills to professional "scenes". Participants will learn strategies and practical tools to improve communication, teamwork and emotional intelligence. With these skills, they can expect to improve customer experience while increasing engagement and satisfaction in their work.

Learn how a 3- year communication campaign changed participant behavior and resulted in $22M in cost savings for one organization. Discuss building relationships internally and with vendors to nudge participants with timely and relevant information. And share how communication coincides with a robust intranet and enrollment/process flows.

Attendees will be able to:

• Consider and list opportunities to improve communication and reduce cost at their own organizations
• Generate questions to ask communication support roles internally and externally in order to ensure important messages are reaching the intended audiences.
• Explore how to measure and report communication impact on participant behavior back to leaders and stakeholders.

Health benefits are undergoing a transformative shake-up due to the dynamics of having 5 generations in the workplace. Drawing parallels to Taylor Swift's iconic eras from “Fearless” to “Midnights,” each generation in the workplace brings its own mood, and wants and needs when it comes to health benefits. And, just as her music has evolved over time, so too must health benefits adapt to effectively meet the wants and needs across generations.

Attendees will be able to:

• Understand the health benefit wants and needs for each generation (era)
• Learn effective communication techniques for health benefits for each generation (era)
• Adopt new ways of thinking in the connection between health benefits and retention of employees.

Join the City of Mesa and WebMD Health Services to explore the critical role of leadership in fostering a successful culture of well-being. The City of Mesa’s Wellness 360 program demonstrates how strong leadership support and visibility can enhance employee engagement, create a vibrant community culture, and sustain long-term program success. Join this session to hear about how the City of Mesa has established a robust program which include the 3 C’s: Community, Culture and (a little friendly) Competition! By showcasing the City of Mesa’s journey, attendees will learn how they continue to evolve their program, increasing registration in every location and getting the engagement of a hard to reach, highly stressed public service department.

Attendees will be able to:

• Explain the role of leadership support in a successful wellness program
• Explore new ideas for wellness initiatives based on the City of Mesa’s programs: “Beat the Boss Challenge” and “City of Mesa Famous”
• Discuss how wellness programs will change over time in order to sustain long-term success.

This session will define and explore statewide employee wellness coalitions, and discuss how attendees might leverage this model to statewide increase resources and partnerships that maximize wellness program success. Statewide wellness coalitions can benefit companies, organizations, and even broader communities. Working together to share best practices and support each other's efforts can help accomplish strategic plan goals, improve leadership support and involvement, and move the needle on employee health.

Attendees will be able to:

• Understand the benefit of statewide employee wellness coalitions on their wellness efforts, specifically with the partnerships with statewide agencies and organizations.
• Better leverage resources and collaborative partnerships to achieve their goals for employee wellness in the workplace.
• Develop a plan for creating a successful statewide coalition that benefits their workplace.

The Inflation Reduction Act (IRA) of 2022 introduces significant changes to Medicare Part D, which improves coverage for retirees but presents financial challenges for employers sponsoring group Medicare Part D plans (EGWPs). These challenges also apply to Part D benefits under insured MAPD plans. To mitigate potential cost increases and unknown risks, employers might consider directing retirees to individual Medicare Part D plans through marketplace exchanges, leveraging Health Reimbursement Arrangements (HRAs) for funding.

Attendees will be able to:

• List the improvements to prescription coverage for Medicare enrollees
• Explain the new risks and opportunities for group Medicare Part D plan sponsors
• Discuss how to assess plan sponsor risk and potential cost increases to mitigate risk and manage costs

It is required for many organizations to provide a basic set of health care and retirement benefits to employees, but can benefits and HR professionals do more than check a box? Can benefits be a tool for recruitment, engagement, and retention, and if so, what is the best approach? This session will explore the relationship between benefits, engagement, and retention and actively explore solutions to common challenges such as aligning benefits to company values, understanding employee needs, communicating benefits, and ensuring benefits offered can coexist with other organizational policies and processes.

Attendees will be able to:

• Align benefits with member needs and organizational values
• Leverage benefits in recruitment marketing
• Consider innovative benefits that speak directly to the holistic needs of employees, above and beyond meeting the basic expectations of employee benefits.

With all of the responsibilities and workload that HR leaders often face, the additional responsibilities of managing a wellness program can be overwhelming, and cause programs to become siloed. But, integrating wellness principles and having policies that support employee health and well-being can make programs more effective, efficient, and ease administrative burden. In this session, we will discuss the top five ways that your organization might be working against wellness programs, and solutions to make well-being a more natural part of your workplace culture.

Attendees will be able to:

• Understand how to simplify wellness programs to reduce clutter and increase engagement.
• Identify policies that can be in conflict with promoting employee health and well-being.
• Learn about new approaches to make well-being a cultural shift vs. an additional program.