Posts Tagged ‘health plan california’

Starting with a 5K – Ending with a Triathlon, Part 4

Monday, May 23rd, 2011

We are now into part 4 of our blog on preparing for a Triathlon. Our last blog provided a training schedule for a half marathon, we hope this helped you start training. Instead of focusing on the training schedule for a full marathon we are going to give you some tips for training and running a full marathon. Hopefully these tips will inspire you to push yourself to a full marathon.

1. Shoes & Socks - Select the shoes–and the socks–you’ll wear in the marathon. The shoes should be relatively lightweight but provide good support, and the socks should be the type you wear in other races. If the shoes aren’t your regular training shoes, wear them on at least one 10-mile run at marathon pace. Make sure you are very comfortable in the shoes and socks and if you are not be sure to change them before the marathon and do another practice run.

2. Run a Half Marathon – Don’t just break into a full marathon, make sure you run a half before. Aim to run the half-marathon slightly faster than your marathon goal pace. If you can’t find a tune-up race, recruit friends to accompany you on a long run, with the last several miles faster than marathon pace.

3. Drink on the Run - Make sure you stay hydrated and remember that sports drinks do triple duty when compared with water by providing fluid, carbohydrates, and electrolytes, the most important being sodium. Find out how often your marathon will have aid stations, and practice drinking at that rate. If you don’t run with fluids, place bottles along your training route. It’s important to do this so you are prepared for drinking during the real race.

4. Pick the right outfit - Once you’ve picked your marathon outfit, make sure it doesn’t irritate your skin. It’s a good idea to do a practice run with your outfit on, including shirt, shorts, socks, etc… being comfortable will help your marathon performance.

5. Clock Work – If possible, run at the same time of day as the start of your marathon. This way, your body’s rhythms–including the all-important bathroom routine–will be in sync with marathon needs come race day. The more times you can do this, the better, but shoot for at least the last three days before the race.

Good luck running a full marathon and accomplishing your health and wellness goals.

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Music, Laughter, & Your Health

Friday, March 25th, 2011

When is the last time you laughed out loud? When is the last time you listened to a good song? In a recent article on CNN.com it explains that researchers found that people who took part in bimonthly group sessions built around music or laughter lowered their systolic blood pressure (the top number in the reading) by an average of five to six points after three months. By contrast, the average blood-pressure reading in a control group that received neither therapy didn’t budge.

This shows that there must be a psychological effect happening. The heart and mind are very much connected and using these types of alternative remedies to lower blood pressure are very promising.

Here are 5 ways to fight stress and help your heart:

    1. Focus on relaxation - stress-reduction techniques and exercises such as yoga, meditation, and tai chi have been shown to lower stress hormones and bolster immune function.
    2. Connect with friends – spending extra time with friends can help not only with your mental health, but with your heart health. Laughing and sharing experiences together are very healthy activities for the entire body.
    3. Don’t hold grudges - research suggests that people experience more psychological stress and higher heart rates when they hold grudges than when they grant forgiveness.
    4. Laugh & lighten up – laughter can burn up to 20% more calories than keeping that poker face, according to a 2005 study, which monitored adults while they watched funny and not-so-funny film clips.
    5. Cut the caffeine – caffeine can quickly raise your fight-or-flight response and all the attendant stress hormones.

      We hope these tips will help you stay healthy. Health and wellness are very important, especially if you are struggling with stress at work. Make sure you understand the importance of your employee’s health and overall wellness.

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      Posted in Health & Happiness | No Comments »

      BROKER, CARRIER, OR DOING IT YOURSELF?

      Tuesday, March 1st, 2011

      After a recent survey conducted by BayPoint Benefits in early February, it was very obvious that people are unaware of the difference between working with a Benefits Broker, working with a Carrier, or doing it yourself. Most of the confusion comes with the costs associated. Have you ever asked yourself, what is the least expensive way to do something? Most likely the answer is yes. People tend to gravitate to finding ways to cut costs and very often the natural thing to do is go directly to the person that is offering the services you are looking for, example would be Kaiser. However, this is not the case with benefits. By working with a Benefits Broker you are not only getting the extra personal touch and specialized services, but in some cases you are saving money.

      So here is the breakdown to help you next time you are deciding how to implement employee benefits into your company.

      1. The definition of a Carrier is as follows: the organizations that for a contractual fee underwrite the payment of losses or costs incurred by the policyholder within the conditions of the policy. For example this the type of company we know as Blue Shield, Kaiser, etc… Working directly with a carrier especially when you have a large amount of employees can be very confusing and you will not be getting the extra benefits a broker can offer and the specialized services.

      2. The definition of a Broker is as follows: one that acts as an agent for others, as in negotiating contracts, purchases, or sales. In the case of a Health Benefits Broker you may think that you are spending more because you are getting more services, but this is not the case. You are getting the added benefits of working with a broker for the same amount of money. Some of these benefits may include, human resource services and specialized plans for your employees.

      3. Doing it yourself: if you decide to implement health benefits into your organization by yourself be prepared for a lot of work. Although you may feel like you are spending less money, you are spending more because of the time it will take. For individual health benefits doing it yourself is okay, but when you are signing up an entire company it’s very important to use a Health Benefits Broker.

      If you have any questions be sure to contact a Benefits Broker to help you understand the process.

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      Posted in Employee Benefits | No Comments »

      Looking into 2011 – Health Reform Implementation

      Wednesday, January 5th, 2011

      Happy New Year to all! 2010 was a very eventful year for health reform and 2011 will be as well. Here are some hot topics you should expect to see in the new year.

      1. A NEW SPENDING BILL: The outgoing Congress was able to approve a temporary budget to fund the federal government into early March, based on current appropriations levels. That means there was no money for agencies such as the Department of Health and Human Services to pay for the implementation of health reform, from monitoring the development of state insurance exchanges to awarding grants to reviewing insurance rate hikes.

      2. THE INDIVIDUAL MANDATE: Lawsuits contesting the constitutionality of the individual mandate to purchase health insurance will continue to wind their way to a likely Supreme Court decision. While the Supreme Court isn’t likely to take up the case until 2012, big lower court decisions will be handed down in the coming year.

      3. STATE IMPLEMENTATION EFFORTS: States will need to make significant strides forward to make sure they are prepared to implement health reform’s most important components in 2014, especially insurance exchanges. Keep an eye on states with newly elected Republican governors, especially Florida, to see whether they resist moving ahead on health reform and how the federal government responds.

      4. MEDICAL LOSS RATIO: New regulations requiring insurance companies to spend at least 80 percent of premium dollars on medical care will take effect. Keep an eye on how many states request exemptions out of fear that the regulations could destabilize their insurance markets.

      If you have any questions regarding these topics be sure to contact your benefits consultant.

      Reference: IBM Center for The Business of Government

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      Posted in Healthcare Reform | No Comments »

      What are the Grandfather Rules? Healthcare Reform part 1

      Monday, November 8th, 2010

      Have you heard the term grandfathered group health plan and asked yourself, what is that? If so, we have some answers to your questions. Understanding the terms and facts will help you make better decisions for both employers and employees.

      1. What is a grandfathered group health plan?

      A grandfathered group health plan is a plan where an individual was enrolled on March 23,
      2010. A grandfathered plan can be a single employer plan, a multi-employer plan, or a multiple
      employer plan and it can also be an insured or a self-insured arrangement.

      2. My plan appears to be grandfathered. What does that mean?

      Depending on the provision, grandfathered plans may benefit from either a delayed effective date
      for compliance with, or a total exception from, certain insurance market reforms and coverage
      mandates under Subtitles A and C of PPACA. It is important to note that grandfathering
      does not protect a plan from the reforms found in other parts of the statute. For
      example, the mandatory requirement to include the value of coverage on each employee’s Form
      W-2 (effective January 1, 2011), the large-employer mandate to offer affordable coverage to full-
      time employees (effective January 1, 2014), the high-cost health plan excise tax (effective
      January 1, 2018) and the mandatory automatic enrollment requirement (effective once
      regulations are issued).

      3. If I add new employees (or new enrollees) to my currently grandfathered plan, does the plan lose
      its grandfathered status?

      No. Section 1251(c) of PPACA specifically provides that a grandfathered plan may enroll new employees and their families in the plan without losing the plan’s grandfather status.In addition, the statute also states that grandfathering continues to apply to the coverage of an individual covered by the plan on the date of enactment regardless of whether the individual renews coverage or adds family members after the date of enactment. Although the statute does not specifically state that a plan may add other new enrollees (i.e., current employees who have not previously enrolled in the plan), it is unlikely that enrollment of such employees in the ordinary
      course will cause the plan to lose its grandfathered status.

      4. Can I amend my grandfathered plan without losing the grandfathered status?

      Some amendments are permitted, but the complete answer to this question is still unclear.  Unlike the grandfather provisions of other legislation, section 1251 of PPACA does not expressly prohibit amendments to a grandfathered plan, nor does it contain a mandate requiring plan sponsors to maintain benefits at current levels in order to preserve grandfather status. Arguably, this means that plan sponsors may freely amend their grandfathered plans without jeopardizing the plan’s grandfathered status. It is unlikely that such a liberal reading of the provision accurately reflects legislative intent. Until further guidance is issued, plan sponsors must consider amendments to grandfathered plans on a case-by-case basis to determine (1) whether the amendment substantively alters the nature of the plan’s coverage in a manner that may jeopardize the plan’s grandfathered status, and (2) the true cost impact of losing grandfather status.

      We hope this information has helped you better understand the grandfather rules. If you have questions you benefits consultant is always available to help you.

      References: Sutherland

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      Posted in Healthcare Reform | No Comments »

      Are you aware of the hidden costs of PEOs? Part 1

      Friday, October 15th, 2010

      The last time you wanted to find out more about something did you type it into Google or Yahoo? These days that’s usually the first thing someone does when they have a question. With that in mind if you put PEO “Prefoeesional Employer Organization” in your Google search you are probably going to find articles about the benefits of a PEO and many of them are going to be written by PEO organizations. There are pros and cons to both sides of the argument, however, if you are reading an article from Outsourcing.com there is going to be a somewhat biased opinion, so be cautious. If you are considering a PEO it is only fair that you understand the hidden costs and misconceptions. Our hope is that you will understand the significant factors.

      Let’s start with the obvious questions. Will a PEO save you time, money, do PEOs provide a comprehensive products and services? First, let’s talk about time. PEOs are often looked at as having a single administrative contact, however, sometimes with the bundle approach delivering of products and services  can be complicated and create a a maze of steps, which in the long run will take more time. What about money? In order to really know the money side you need to be aware of the costs associated with the PEO and the services you will be billed for. There are many ways that PEOs charge, but most importantly you need to understand that many times hidden and misunderstood charges will impact the cost analysis. If you are looking into a PEO you need to understand the spectrum of services you are looking for. Not all PEOs provide comprehensive products and services. Some PEOs are very rigid in their offerings and are limited only to a certain business community.

      Here are some factors that you should keep in mind when you are making a decision about PEOs.

      1. Starting with a PEO – once you have completed your contract with a PEO all of your employees including yourself will have a new employer. The PEO becomes the employer of record and all of your employees have to be ‘hired” again. This includes yourself, this can be a lot of paperwork, new tax forms, new benefits enrollment, etc… If you are working with a good PEO firm they are going to try to make this transition very simple, but no matter how hard they try it’s still going to be a transition and will take time and money. This is something important to keep in mind.
      2. Workers compensation – some people think that when they sign on with a PEO their workers’ compensation premiums will be reduced. Depending on many factors a PEO may or may not save you money. If you are considered a “safe” company and you do not have many work related accidents then joining a PEO may cost you more depending if they can get you your existing benefit rate. With a PEO as an employer or record the rates will be determined on their anniversary date and when the new rates will go into effect.
      3. Taxes – if you have existing employees when signing up for a PEO you might have to pay extra taxes. When you switch employees over to a new employer-of-record everything will go back to zero where cut-off limits on taxes are concerned, even when the transition happens in the same year.

      We will continue with more factors in part 2 of the blog. The most important part is to understand each of the factors and how they will impact your business. It is always helpful to speak with your benefits consultant when you have questions or concerns. Please stay tuned for part 2.

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      Posted in PEOs | 2 Comments »

      Have you tried Hatha Flow Yoga?

      Tuesday, September 21st, 2010

      Tomorrow is the first day of Fall, September 22, how are you feeling? Have you thought about your fall fitness goals? When the days start to get shorter and cooler are you ready for more indoor fitness. With much interest in featuring different types of fitness we would like to feature Hatha Flow yoga, taught by Mirabai Warkulwiz, at the Mindful Body Studio in San Francisco. Are you looking for that perfect class to help you unwind from a long Monday at the office? We have the perfect class on Monday starting at 7:30pm.

      This Hatha Flow yoga class includes centering excercises, asanas (postures),  pranayama (breath work), yoga nidra (deep relaxation), meditation,  and Kirtan (Sanskrit chanting.) Mirabai Warkulwiz invites all of her yoga  students to transcend physical, emotional, and mental blocks  to experience more spaciousness, comfort, happiness, clarity,  and inner peace.

      Who is the instructor? Mirabai  Warkulwiz planted her yoga and meditation roots in San  Francisco at the Sivananda Center in 1998. Amazed at her  healing of a back injury and many other positive life changes,  she became yoga certified at the Integral Yoga Institute,  and at the Greenpath Ashtanga. In July 2008, she completed  another Teacher Training program in asana and pranayama  through the Integral Yoga Institute in Virginia. With over  600 hours of yoga training, she has a passion for sharing  these ancient yoga practices with her students.

      BayPoint Benefits is excited to announce our partnership with the Mindful Body Studio, please click on the link for more information.

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      Voluntary Benefits- Are you Confused?

      Wednesday, July 14th, 2010

      In a recent conversation with the CEO of a start-up company in San Francisco, the words “voluntary benefits” were used in a discussion about benefits and he answered with “what?” If you are reading this, have you asked yourself what voluntary benefits are? We have the answer. BayPoint has done a few blog posts about voluntary benefits; however, it’s time to do another one!

      So the question is what are voluntary benefits? Voluntary benefits are a cost-effective tactic for enriching a company’s offerings for employees. Voluntary benefits can include flexible spending accounts, pet insurance, entertainment and hotel discounts. For a small company that wants to establish its brand and be an employer of choice who is competing with larger more developed companies for top talent, voluntary benefits are an excellent offering. You can sell your company by saying, “Not only do you get all medical benefits, but you get voluntary benefits as well.”

      An example of something a company could implement is a green fund. If you company is committed to being green and believes in sustainability you can reflect something of this matter through your benefits. You could add a green fund to your pension scheme by creating a “Benefits Extra” package to your employees, which would help spread your green message.

      Some people believe that voluntary benefits require too much administration from your HR department, however, this is not true, if you are having problems with this issue, there may be some things that your employee benefits consultant can help you with. It’s important to work with an employee benefit consultant who can really help you improve your benefit communication and most importantly help educate your employees.

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