BHCG Monitor: Focus on Health Care Benefits

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BHCG Monitor: Health Care Reform - Notable News


Health Care Reform – Notable News

What Employers Need to Know about ACA Tax Reporting

As mentioned in the last edition of this newsletter, beginning with calendar year 2015, employers with 50 or more full-time equivalent employees (FTEs), classified as Applicable Large Employers (ALE) will be required to file Forms 1094-C (basic information about the employer, any related entities and employee counts) and 1095-C (information about employees/individuals). These forms must be furnished to employees and to the IRS.

Supreme Court Agrees to Hear Yet Another ACA Challenge – Birth Control Mandate

Last month the United States Supreme Court agreed to consider a fourth ACA provision challenge which follows the ruling in last year’s controversial Hobby Lobby case. The ACA exemption for houses of worship to provide contraceptives citing religious objections to birth control was also extended to “closely held” private companies with the Court’s June 2014 Burwell vs. Hobby Lobby ruling. The Court has agreed to take on seven cases that seek a full exemption to the contraceptive mandate under the federal Religious Freedom Restoration Act.


BHCG Monitor: An Electronic Personal Health Record Primer


Moving Beyond Words and Dollars – Boosting Employee Health and Wellness Engagement

Many recent surveys show a majority of employers, in an earnest effort to reduce health care costs, are fully invested in a variety of strategies to engage employees and their dependents in their own health and health care decisions. These include wellness programs, disease and case management, decision support resources and incentive programs to reward desirable behaviors and lifestyles.

Yet employees still aren’t engaging with these tactics as hoped, or as promised by vendors. A recent Gallup poll reports only 26 percent of employees surveyed participated in wellness programs, although a majority of them (68 percent) had access to a program through their employers.

However, there are real incentives for both employees and employers to continue down the wellness path. For example, a Rand Corp. study found wellness programs were able to reduce costs, on average, by $30 per member per month. What then are the obstacles to active participation in these programs? And what can be done to boost engagement to a level that will bring about change?