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Check out our weekly blog posts and see the latest news and discussions happening in the HR world of business.

Pro Tips: Transitioning to a CDHP-only insurance program

As one of the only proven ways to keep rising health costs at bay, consumer-driven health plans (CDHP) are increasingly being implemented in the workplace. According to data, approximately 48% of employers offer such plans to workers, but only 7% of organizations offer this type of insurance as the only option.
While the transition to a CDHP-only workplace can be difficult for both employers and employees, Pinnacle Care vice president of strategy Deb Dominianni offers three tips for making the shift as seamless as possible:

Eliminate Confusion:
When it comes to health plans, nothing is ever simple, and this is still very much the case with CDHPs. Further, the nature of CDHPs – where the employees make regular, educated decisions about their benefits – can quickly become overwhelming and bring with it lots of negative feelings. With this in mind, HR pros must have a full working knowledge of the plan and be able to show workers how they can benefit from a CDHP (such as through decreased premium costs) and how it also will pay off for the company.

Draft in the pros:
While HR pros should lead the charge in discussing the transition to a CDHP, they shouldn’t have to shoulder the burden entirely on their own. Dominianni suggests leveraging healthcare brokers to help answer workers questions, or even consider looping in a health advisory service, which

provide workers with one point of contact for access to expert resources and advice. These contacts can encourage workers to make better, more-educated decisions about their health care, which in turn can result in lower costs, reduced absenteeism, and happier and healthier workers.

Keep it personal:
To aid in understanding the CDHP plan – and make for a smoother transition – be sure to tailor your education efforts towards your specific worker population. One company, for example, divided its CDHP orientation meetings into those for families, single employees, and those in domestic partnerships. In doing so, they could focus more closely on each group’s unique concerns and skip over the irrelevant material.

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