(FOR MEMBERS ONLY)

More Information Coming Soon!

(FOR MEMBERS ONLY)

More Information Coming Soon!

(FOR MEMBERS ONLY)

More Information Coming Soon!

(FOR MEMBERS ONLY)

More Information Coming Soon!

Breakout 1

TITLE: The Impact of Mental Health Disorders on Workplace Productivity and Employer Strategies

SPEAKER: Irina Smith, Abbvie & Dr. Andrew Crighton, Crighton Consulting Group 

Mental health is an integral part of employee overall well-being. It can affect not only physical health but also workplace performance. Mental health issues can lead to reduced productivity, poor communication, and social withdrawal. By prioritizing mental health in the workplace, employees can flourish, and businesses thrive. 

Developing a plan to assist employees involves analyzing the medical and pharmacy data, productivity/presenteeism/absenteeism data, organizational impact, and cost trends.   

Learning how to create a culture and strategies where employees feel safe and supported is a meaningful step to preventing small problems from escalating into larger issues. Healthier and happier employees positively impact both employee retention and workforce productivity. 

Breakout 2

TITLE: Navigating Welfare Plans

SPEAKER: Jeffrey R. Spencer, Ciuni & Panichi

Most private sector employers’ welfare plans are subject to numerous IRS tax reporting and ERISA disclosure rules. These rules are being vigorously enforced by both the IRS and the U.S. Department of Labor (DOL).

Employers can face significant monetary penalties for not complying with reporting and disclosure requirements. It is vital that employers understand and comply with these rules.

Compliance areas to be covered include written welfare plan document requirements and utilizing a “wrap” welfare plan document design; welfare plan disclosure requirements such as Summary Plan Descriptions, Summary of Material Modifications, and Summary Annual Reports; and welfare plan annual tax reporting requirements such as IRS Forms 5500 and 720.

Breakout 1

TITLE: Supporting Employees with a Whole-Person Approach to Benefits 

SPEAKER: Kelley Nolan-Maccione, Courtney Carufel, Gerald Hautman, Natalie Degbor, and Trevor Porath, UHC

Focusing on just the medical side of an employee’s health doesn’t offer a complete picture. Human beings are complex. An individual’s well-being is comprised of physical, mental, emotional, and financial factors that function independently, yet are fundamentally connected. Addressing just one aspect of a person’s health and well-being while ignoring others may result in suboptimal health outcomes and experiences, as well as higher costs.

Taking a whole-person approach means going beyond just physical health to take mental, financial, and overall well-being needs into account. And while a whole-person approach may seem complex and costly, the reality is the opposite. This type of approach may generate reduced medical costs and a more productive workforce, among other benefits.

This panel discussion will focus on why a whole-person approach to care is meaningful with supporting viewpoints of analytics, clinical care, and benefit offerings from employers.

Breakout 2 

TITLE: Awareness Drives Positive Clinical Outcomes

SPEAKER: Kelly Chillingworth

Our bodies have so much to tell us – knowing the right questions is key!  Pharmacogenomics is the study of how our individual body metabolizes, processes, converts specific medications.  Each medication has a unique mechanism of action, pattern of distribution in our bodies, and a unique set of other drugs it interacts with.  Instead of ye olde “”trial and error” approach, pharmacogenomics provides insights into a drug’s response based on genomics, environment, and patient-specific factors.  This cuts down on unnecessary patient suffering, incidence of side effects, and limits treatment failures, which leads to better health outcomes and overall savings. 

We are excited to discuss some tried and true examples of applied PGx and the ROI associated with classes such as mental health medications and anticoagulants.  We will also share some cutting-edge information about testing relative to GLP-1 agonists like semaglutide.  In addition, we will share how Pharmacogenomics can assist in polypharmacy management. Learn: 

1) Best practices to adopt while setting your benefits pharmacogenomics strategy.
2) Three to four drug classes where the evidence is strong, healthcare outcomes improve, and savings have been demonstrated.
3) How to educate your employees on when to ask for a PGx panel and how easy it is to access.

Breakout 1

TITLE: The Impact of Mental Health Disorders on Workplace Productivity and Employer Strategies

SPEAKER: Irina Smith, Abbvie & Dr. Andrew Crighton, Crighton Consulting Group 

Mental health is an integral part of employee overall well-being. It can affect not only physical health but also workplace performance. Mental health issues can lead to reduced productivity, poor communication, and social withdrawal. By prioritizing mental health in the workplace, employees can flourish, and businesses thrive. 

Developing a plan to assist employees involves analyzing the medical and pharmacy data, productivity/presenteeism/absenteeism data, organizational impact, and cost trends.   

Learning how to create a culture and strategies where employees feel safe and supported is a meaningful step to preventing small problems from escalating into larger issues. Healthier and happier employees positively impact both employee retention and workforce productivity. 

Breakout 2

TITLE: Navigating Welfare Plans

SPEAKER: Jeffrey R. Spencer, Ciuni & Panichi

Most private sector employers’ welfare plans are subject to numerous IRS tax reporting and ERISA disclosure rules. These rules are being vigorously enforced by both the IRS and the U.S. Department of Labor (DOL).

Employers can face significant monetary penalties for not complying with reporting and disclosure requirements. It is vital that employers understand and comply with these rules.

Compliance areas to be covered include written welfare plan document requirements and utilizing a “wrap” welfare plan document design; welfare plan disclosure requirements such as Summary Plan Descriptions, Summary of Material Modifications, and Summary Annual Reports; and welfare plan annual tax reporting requirements such as IRS Forms 5500 and 720.

 – To Be Anounced

Breakout 1

TITLE: Artificial Intelligence and Using it to Engage a Multi-Generational Workforce

SPEAKER: Preet Khalsa, Devot AI & Michael McGrath, McGohan Brabender

Artificial Intelligence is everywhere and rapidly transforming healthcare and benefits. As AI continues to evolve, the technology can enhance patient care, increase healthcare efficiency, improve patient outcomes, and help employers enroll in the right plan during open enrollment.   

Transforming employee benefit communication strategies is crucial for engaging a multigenerational workforce. Traditionally, open enrollment and group meetings have been used to disseminate information about vendors, plan structures, and the financial implications of benefit programs. Employers now use highly configurable platforms to offer real-time advocacy and resource mapping, creating a more interactive and personalized experience for employees. These dynamic learning ecosystems continuously evolve based on engagement metrics and the growing demand for immediate interaction. By analyzing consumption patterns and behaviors, messages can be tailored to promote positive actions among members. This method allows targeted communication, helping plan sponsors send the right message to the right people at the right time, boosting engagement, and improving health outcomes. 

Breakout 2

TITLE: Managing Fiduciary Responsibilities and Transparency in Benefits Management  

SPEAKER: Carmilla Tan, CVS

Employer fiduciary responsibilities are becoming increasingly more important. Failing to carry out these duties could even include personal liability. Hear from an industry expert on how they are navigating the benefits landscape with approaches to managing fiduciary responsibility, transparency requirements and the ever-changing regulatory landscape.

Steps employers can take to mitigate fiduciary risks include analyzing healthcare industry uncertainties that impact benefit management, learning strategies for effectively managing fiduciary responsibilities, and gaining insights into the latest regulatory developments affecting healthcare benefits.

Breakout 3

TITLE: The Evolution of Primary Care and how Employers are Leading by Driving the Change

SPEAKER: Beth Holmes, Hint Connect & Patrick Nelli, Aligned Marketplace

The delivery of primary care in the United States has significantly changed over the years due to considerable environmental pressures leading to unique new access points for patients. While traditional primary care continues to be an option, the demand for accessibility and lower costs have resulted in broader models of care.

This session will review the history of primary care, examine the environmental impacts, and explore how alternative primary care models have sprung up to fill the gaps in the system. This discussion will compare alternatives for providing care that is comprehensive, accessible, and personalized. It will also review how implementing innovative contract models can reduce total costs of care and improve healthcare outcomes.

Breakout 1

TITLE: Drug Pipeline for 2025 – What Plan Sponsors Need to Know 

SPEAKER: Bill Dreitlein, Optum Rx

Find out which trends are expected to make noise in 2025 – including the ongoing obesity drug dilemma facing plan sponsors, the impact of the profusion of biosimilars on drug costs, and some noteworthy drug candidates currently advancing through the pipeline.

Attendees will learn about the biggest drivers of pharmacy trends, key influences shaping the pharmacy market, and the impacts on plan sponsors and consumers, and how to balance clinical efficacy and costs treatments.

Breakout 2

TITLE: Myths and Misconceptions: What’s Truly Driving Costs 

SPEAKER: David Ross, Brown & Brown

Benefit professionals advocate for the best possible benefits, not only for employee retention and recruitment but also to reduce healthcare costs without sacrificing quality.  

While many ideas for plan customization are attractive, they are often misunderstood or oversimplified, to the point of being false or misleading. This session provides a deeper understanding of the often-unforeseen consequences that plan sponsors’ decisions can have on costs, recruitment, and retention. 

Many health plan solutions ultimately drive-up costs for employers and employees. How to structure your medical offering to increase the value of benefits and improve your bottom line. 

Breakout 3   

          TITLE: Analytics You Wish You Knew

SPEAKER: Panel of Experts

A panel of experts and peers will cover how financial and benefit decision-makers at companies can become overwhelmed with data and how to make more data driven decisions.

Employers will learn how to implement analytics to answer: Did I need this program, is it working, are costs and quality of care ensuring our insured population is getting the best most cost-effective quality care, and so forth?

In addition, learn how to comply with the government introduced Consolidated Appropriations Act (CAA) and the Transparency in Coverage (TiC) rule which placed new obligations on employers – including the fiduciary’s obligation to act in the best interests of another person or entity. It includes duties of care, loyalty, good faith, confidentiality, prudence, and disclosure.  Learn how analytics can help you comply.