CFOs should challenge HR leaders on whether employees can afford costlier benefits, promote provider differentiation, and negotiate health care contracts.
With companies still pressured by rising health benefits costs, they must actively engage in taking advantage of systemic changes in the health care market.
U.S. finance chiefs see earnings growth in 2018, but they also expect higher wage and benefits costs.
With the tax perhaps unlikely to ever take effect, should companies still factor it into their benefits planning and strategies?
The government's deceit regarding the tax on rich health plans, and a possible delay in its effective date, aren't doing plan sponsors any favors.
Employers expect to cut way back next year on shifting health costs to their workers.
Not even a repeal of the unpopular employer mandate would spur most companies to change their health benefits strategies.
Employers may not be receiving the best deals for employees because conflicts of interest that benefit other parties maybe working against them.
Following this week's elections, CFOs are again in the dark about the outlook for the cost, delivery, and quality of company-sponsored health care.
Innovative ways to engage employees offer hope for bringing health care spending under control.
For small companies, acting on the temptation to save some money by dumping an insured plan could blow up in their faces.
New Affordable Care Act requirements to offer health benefits to more employees didn't budge the enrollment needle at all.
