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• W321360179 abstract "[ILLUSTRATION OMITTED] Bankers have found precious little to depend on in preparing for the full implementation of the Affordable Care Act--christened Obamacare by some. But they can't sit still, not with staff medical care costs becoming an increasing burden on banks and employees alike. So when Susan Eno told fellow participants in an ABA BJ roundtable on human resources that her 78 full-time-employee bank had found a way to save $160,000 in annual health coverage premiums, even those who had tried their own solutions listened intently. To put bluntly, what Eno's bank does is ask employees to with the program. Lose it, quit it, fix Specifically, Eno, president and CEO at $259.8 million-assets Citizens State Bank, Cheboygan, Mich., says her bank enrolled in a Blue Cross variation called Healthy Blue Living. She says that employees who smoke, drink, weigh too much, or otherwise have long-term health challenges, as identified by the insurance carrier, have two choices. They can take a physical and, after an assessment, enroll in a remedial program, and participate with other employees in a program with a $2,000 deductible. Alternatively, they can skip the program and face a deductible twice that. It's a little bit of a change, but it's hard to walk away from $160,000 in annual premium savings, says Eno. While some diehards won't sign up for a program, she says, other employees, when told of the program ahead of its Aug. 1, 2011, implementation, actually took action immediately, losing weight, getting more exercise, etc. Several other roundtable members--all are part of the ABA America's Community Bankers Council-have tried similar programs, with different degrees of success. Leading employees to change At Clear Mountain Bank, Bruceton Mills, W. Va., Brian Thomas, president and CEO, has tried many ways to encourage employees to take better care of themselves. The $412.8 million-assets bank runs a self-funded health plan and has tried running its own variation on the healthy plan concept. Underlying the program is a $1,500 deductible, originally with $1,000 put into each employee's Health Reimbursement Account to substantially offset that. Five years back, the bank offered each employee $300 on top of the $1,000 to get a paid checkup and enroll in something preventative, like a stop-smoking course. Thomas was disappointed. Only one in five employees took the offer. So the bank changed the rules: To receive the $1,000 payment into the health spending account, employees had to take an annual physical. Beyond that, the bank hired Clinix Healthcare to help. Armed with physical exam results, the group of registered nurses places once-a-month calls to employees with problems such as high blood pressure or diabetes to see how they are doing. Studies show that if somebody believes they are being watched, they are going to do a better job controlling their condition, says Thomas. The bank has been able to stabilize medical insurance costs as a result: Knock on wood, our premiums have not changed in four years. Now, more than 90% of employees get the physicals. Thomas says the program is as much about getting people in so issues can be detected early. I've had no negative employee feedback, says Thomas, except for one guy. He hates the nurse calling him every month. He thinks it's invasive. Well, I'm sorry. Continuing, Thomas explains that it was unfortunate that we had to economically push employees to change their behaviors. They just don't seem to want to change them on their own. They don't seem to understand that we're paying the bill, and that they have a responsibility to do their part. All takes is a pill Farmers and Merchants State Bank, Archbold, Ohio, uses BeniComp, Inc., a Fort Wayne, Ind., insurance advisory firm, which operates a supplemental plan that overlays the bank's high-deductible plan. …" @default.
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• W321360179 date "2012-01-01" @default.
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• W321360179 title "Putting Health Care on a Diet" @default.
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