What are integrated benefits?
Well, for starters, your employer probably has access to a huge warehouse of health care data. This includes yours.
With this information, your employer will be able to access your information, decide which plan is right for you and help get you the best deal with the lowest premiums.
Then again, there are negatives to your employer having all of your information. As a matter of fact, it might avoid a promotion if your doctor has prescribed medications for anxiety.
You probably don’t know it, but that promotion that you want so much might be in jeopardy. Is there anything that you can do in order to avoid putting your promotion at risk?
There are always integrated benefits. This is the coordination of data from all employee-benefit programs that were managed separately at an earlier time. This data will come from workers compensation, group health and disability histories. More importantly, it will offer a more strategic way for your employer to think the decision through.
Bernard Wess Jr., former chairman and CEO of InfoMedtrics Incorporated, a health care data management firm says, “When properly stored and analyzed, this data becomes information that corporate planners can use to track trends, predict needs, control risks, and cut costs. In short, benefits can be managed as a strategic asset.”
This will usually help people who don’t have a patter of a certain illness, but if found, might prevent them from receiving certain benefits.
Who is interested in integrated benefits? The Integrated Benefits Institute provided us with information about the company size and the percent of employees who were interested in integrated benefits?
- Size: 10,000 people or more – percent interested: 81%
- Size: 5,000 to 10,00 people – percent interested: 66%
- Size: 2,000 to 4,999 people – percent interested: 56%
- Size: 500 to 1,999 people – percent interested: 47%
- Size: 101 to 499 people – percent interested: 39%
- Size: less than 100 people – percent interested: 28%