How to Simplify Benefits Communication for Open Enrollment

How to Simplify Benefits Communication for Open Enrollment

“Everything should be made as simple as possible, but not simpler.”    – Albert Einstein

Benefits communication is notoriously tricky. Lunch and learns? Employees resent taking time out of a busy day. Long emails? They’re all too easy to ignore. Hard copies of your benefits booklet? Expect them to be quickly stuffed into a desk drawer with best intentions for review “when things slow down.”

You already know that clear communication can make all the difference in your employees’ benefits experience. So how’s a benefits administrator to cut through the noise? Review these seven tried-and-true strategies now to make the most of your open enrollment benefits communication.

Write like a fifth-grader

Great communicators know the best way to talk about a subject is to K.I.S.S: keep it simple, stupid. Just look at how Apple advertises that its latest iPhone has “just the right amount of everything.” Instead of leaning on technical jargon, the company relies on words like “magical” and “powerful.” Most people don’t understand, or care, about tech specs. They want a cell phone that does the things they need. In other words, they’re more interested in the benefits than the features.

Apple communicates in simple terms that even a 10-year-old can understand.

Now, ask yourself: could a 10-year-old understand most of your benefits communications? Would their eyes glaze over if you tried to explain HDHPs, co-insurance, HSA, co-payment, or HRA? Resist the urge to use the industry’s newest acronym. Remember, your employees have been snoozing through benefits presentations for years. Basic English is your safest bet for clear communication.

To gauge the clarity of your communications, try a tool like Hemingway Editor, which applies a reading level to your text, or use Microsoft Word’s readability tool to gauge your Flesch-Kincaid readability score.

Put benefits in context with real-world examples

Use examples to help employees understand how benefits will make their lives better. Attach an example scenario to every benefit. If you’re talking about telemedicine, don’t say it’s “available 24/7/365.” Point out that parents can use their new telemedicine benefit to quickly get antibiotics for their daughter’s ear infection at 3 a.m. on Christmas Eve. If you’re discussing a formulary, give a tangible example of the cash price for Lipitor versus the cost on their plan. Humans relate to stories. So when they remember a relatable example, employees are more likely to make use of that amazing new benefit.

No one cares about benefits communication (until they do)

Deep down, you know that health insurance is boring. Most people would rather discuss sports, books, or movies —really anything besides benefits. At the same time, most employees will need their healthcare benefits in the next year. It’s important to reiterate that knowing what their coverage looks like now can save them money down the road. It’s just one reason a healthcare guidance platform is so critical to benefits communication. Teaching them that there’s a hub for their benefits knowledge (and that it isn’t their benefits administrator’s email inbox) is a simpler solution than administering a complete, preventative primer on their benefits.

Personalize your message

The ultimate goal of your benefits communication is an emotional shift from indifferent to engaged.

To achieve that goal, your presentation must be customized to your audience’s life experiences. An open enrollment meeting for senior management won’t match one for employees on the factory floor.

Consider segmenting your communications for different email lists, focusing on the pain points that create an emotional shift for your audience. You may also need to rely on different platforms in order to communicate with different teams. If the sales team is always on the road, for example, email may not even be the answer. You may want to tell them about your new EAP benefit via text message.

Brainstorm ways to segment your audience and tweak your message. HealthJoy’s artificial intelligence-powered virtual assistant, JOY, will personalize messages for users on a one-on-one basis based on their habits—and do it at scale.

Make great self-service tools available

The benefits marketplace is in a state of constant change. Tools and tech are just one way to provide your employees with a simpler communication experience. It’s worth asking: is your benefits package providing the best possible self-service tools to your employees? Engagement metrics reveal a lot about the employee benefit experience, so review them every year.

Calculate how much those tools are costing you for every use. Even the cheapest tools are expensive when the cost per use skyrockets due to low utilization. Give your employees the tools they can use year-round, on their own, then sit back and watch your HR department save hundreds of hours a year.

Make benefits communications snackable

Your employees can lose interest in communication materials in as little as two seconds. It’s crucial that you capture their attention and deliver your core message as quickly as possible. Yet the typical benefits package consists of over 200 pages of material. This information overload doesn’t stop after open enrollment ends. It’s common to see multi-page emails go out to employees with monthly updates about benefits. When the brain sees too much information, it simply disengages. That’s why the two-second rule is essential.

Make sure anything you produce is scannable, with a simple hierarchy that gives the most important information priority. It should only contain the essential message points you are trying to deliver. Deliver your employee benefits communication in bite-sized pieces, rather than sending the whole meal.

Make it visual

You’ve heard “a picture is worth a thousand words.” So don’t forget to add graphics like on-brand images, authentic photos, animated GIFs, and beautiful fonts to your employee communications. According to Xerox, using color in communications increases attention span and recall by 82% and motivation by 80%. Need employees to respond during open enrollment? Add some color!

Another study on the ‘Principles of Educational Multimedia User Interface Design’ showed that information presented in a visual manner results in 3X better recall than verbal. The results increased to 6X better recall if you combine visual and oral communication.

The bottom line: adding relevant graphics to your emails, going beyond text in your presentations, and even dabbling in video makes your message more impactful.

Why Employees Don’t Use Your EAP Program

Why Employees Don’t Use Your EAP Program

Employee Assistance Programs (EAPs) are a great tool to promote employee wellness. An EAP program offers third-party counseling services to help employees navigate challenging life situations that affect their personal and professional lives. Despite the clear benefits of an EAP program, employees rarely take advantage of this resource. In this post, we’ll try to better understand this concerning trend, as well as share tips on what you can do to improve adoption. But first, let’s take a closer look at what types of services are offered with EAPs.

What Exactly Do EAP Programs Include?

An EAP program is an employee benefit that’s sponsored by an employer and typically offered to an employee and their families. The program helps employees with stress management for a variety of situations. This can include everything from relationships, legal challenges, drug abuse, or financial concerns. EAPs are strictly confidential and intended to help employees effectively deal with their problems, so they’re not carried over into the workplace.

Studies show that EAP services are a great way to increase employee productivity, happiness, and wellness. They deliver a $6.47 return on investment for every $1 spent. This is likely why 75% to 95% of organizations offer an EAP.

Why Employees Ignore Their EAP Program

Unfortunately, despite their prominence, EAP programs still suffer from low utilization. A survey found that the usage of EAP programs remains low at a mere 7%. Why is this the case? Let’s examine a few reasons why your employees may not be taking advantage of this great resource.

Lack of program education

If you’ve never heard of EAPs before reading this post, you’re not alone – EAP programs suffer from an education problem. As a result, employees who aren’t familiar with EAPs are unlikely to use the service.

Many employees may also still carry the perception that EAPs are only for people with mental health issues or drug problems. This misinformation can lead many employees to infer the program isn’t for them. While the program was initially created to address such concerns, today’s EAP service offering is much more diverse.

Here are a few ways to better educate your employees about EAPs:

    • Invest in education before launching an EAP Program. If you’re thinking about introducing an EAP at your company, inform your employees ahead of time. You can host webinars or lunch and learns about the program. This gives everyone a sense of the service offering, and whether or not it’s of interest to them.
    • Ask EAP program providers to come into the office and present. This presentation should focus on topics that resonate with your employees. For instance, discussing services for mental health management, loss of a family member, or legal. These are situations that nearly everyone can relate to.
    • Create physical and digital FAQs. Employees may feel uncomfortable asking HR questions about EAPs, so proactively providing materials with answers to frequently asked questions can help. This can be a resource they turn to before and after the EAP is launched.

Lack of Awareness

EAPs also suffer from a low awareness problem. This means that, even if an employer offers an EAP program, most employees aren’t aware of its existence. This can be due to a number of reasons. It could be that HR isn’t doing enough to make this benefit visible. Or company leaders themselves aren’t aware of the benefit and therefore can’t recommend it to employees.

Whatever is driving it, here are a few things you can do to increase awareness of your company’s EAP:

    • Include EAPs as part of your open enrollment communications. Don’t just lump the program in with your wellness benefits in your open enrollment materials. Instead, explicitly state that your company has an EAP. Then explain what services are offered.
    • Promote year-round. Just as you would with your other benefits, make sure to promote the EAP throughout the year. Not just during open enrollment season. This ensures EAPs stay top of mind for employees.
    • Offer a training session for all managers. Most managers are in the same boat as other employees: They don’t know that EAPs exist. However, if you create opportunities for these company leaders to get familiar with this benefit, they can serve as internal advocates for the program. This can play a big role in raising overall awareness among employees.

Associated Stigmas

Sadly, many employees don’t utilize EAPs because they’re worried about the associated stigmas. Perhaps they’re ashamed of the fact that they’re going through a divorce or dealing with an alcohol abuse problem. Or they feel embarrassed by their struggles with mental health issues. Men, in particular, are prone to this, which is likely why 60 percent of employees who use EAP services are female.

Here are tips to break down any stigmas around EAPs:

    • Create a culture of openness. When employees fear stigma in the workplace, it’s because they’re nervous about how they’re going to be perceived. Creating a culture of open mindedness will help employees feel more comfortable being themselves. You can do this by openly discussing tough topics like mental health and finances. By doing so, you demonstrate to employees that these are obstacles everyone faces at some point in their lives. While a culture change won’t happen overnight, it’s a powerful goal to work towards.
    • Have company leaders share their personal experiences. One way to create a culture of openness is by encouraging vulnerability – especially among company leaders. Have the leadership team share their battles with mental health. Or encourage managers to share their personal struggles with work-life balance. These simple actions can make employees feel less alone and ashamed about their issues.

Fear of Confidentiality Issues

Many employees have the misconception that their counseling sessions will be shared with their employers. This is absolutely not the case. EAP services are strictly confidential. The only exception is if employees indicate wanting to harm themselves or others. Then the therapist or counselor has the right to report it to the appropriate people.

Here are a few ways to address apprehension around confidentiality:

    • Make sure employees understand that there are privacy laws in place. Many people aren’t aware that there are actual laws that protect their confidentiality. It’s not just a verbal promise. Let them know that, legally, there aren’t any reports that come back to the company. There’s also no external record of their use of the EAP program.
    • Include this in all materials and communication. Have these confidentiality laws visible across all channels. They can live anywhere from the kitchen to email communications to handouts. Also, make it easy for employees to access this information so they don’t have to ask HR for it.
    • Build trust with your employees. Above all, focus on building a trusting relationship with your team. If your employees believe that leadership has their best interests in mind, that trust is likely to be extended to other realms.

Misunderstanding of Cost

Another barrier to using EAPs could be misunderstanding around cost. Many EAP services have a healthcare component. So employees may assume they’re responsible for a copay or deductible. This could deter them from seeking out EAP services. However, contrary to this belief, EAP counseling services are free to employees and are completely covered by the employer.

Here’s how to clarify cost concerns with employees:

    • Separate EAP services from other healthcare benefits. Otherwise, employees may assume that the EAP falls under their health insurance. By keeping EAP separate from health insurance, you make it clear that there are no associated costs with this program.
    • Highlight the free services. EAP counselors are equipped to deal with categories of problems that many health plans won’t cover. This is a huge benefit for people who are interested in counseling services but are deterred by the cost. Emphasize that EAPs are a great and convenient alternative to seeking expensive providers outside of the program.

Hesitation Around Asking for Permission

Another misconception about EAPs is that employees have to ask HR for permission to use the services. Or that they need their managers to sign off on it. Again, this isn’t true! Employees are at their own liberty to access EAPs. Most of the time, it’s as simple as making a phone call to an EAP provider and scheduling an appointment.

Depending on your provider, you can meet with them at their office, over the phone, or video conference. Some counselors will even meet you at your office. All of this can be decided by your employees with no need to get HR involved.

A few tips to make it clear that employees don’t need to ask for permission:

    • Make instructions clear. In any EAP materials or communication, highlight the fact that employees can access these services at any time they choose. No manager or HR permissions required. The more places you can make these instructions visible, the better.
    • Provide easy access. If your employee knows exactly how to access EAP services, they’re less likely to feel the need to ask for permission. On the flip side, if it’s difficult to access an EAP program, employees may feel like they have to ask HR for help. This can result in them forgoing the decision to use the services entirely. This leads us to our next point…

Lack of Centralized Benefits

Finally, it’s important to centralize all your benefits by designing a seamless benefits experience. Employees aren’t going to go out of their way to find and use a service. So if benefits information is scattered across multiple places, people are unlikely to use it. Decrease your chances of this happening by having all the benefits accessible in one easy-to-find location.

Here are a few ways you can centralize your benefits:

    • Pick the right vendor. Choosing the right partner is critical to centralizing your benefits. Select a vendor that can easily integrate with your existing portals. Also look for a user-friendly interface that won’t be difficult for your HR team to manage. And make sure to ask the vendor how they’ll support you through open enrollment and beyond.
    • Look for examples in the consumer space. Not sure what a seamless benefits experience looks like? Think about some of the consumer-friendly services you use everyday. Examples include Amazon, Netflix, or Yelp. Consider what makes these experiences so easy to use. Then mirror some of those characteristics in your benefits experience.

An EAP program can be a truly wonderful tool for employees. Getting employees to use yours could simply be a matter of examining why utilization of these services are so low. Then it’s all about taking action to combat this trend.

Invest in a few steps to start, such as education and making EAP services easy to access. You’re guaranteed to eventually see an uptick in usage. As a result, you’ll have employees who feel empowered to better manage their personal and professional lives. This will lead to higher performance and productivity for your organization as well.

All You Need to Know About Form 5500

All You Need to Know About Form 5500

When you hear the phrase “Form 5500,” your eyes probably start to glaze over. We don’t blame you. Anything related to taxes isn’t exactly thrilling to read. However, we’re going to give you all the important facts about the Form 5500 — without putting you to sleep.

In this article, we’ll outline exactly what a Form 5500 is, who is responsible for filing it (and when), and share step-by-step instructions for submitting yours.

What is Form 5500?

To understand the Form 5500, you should first be aware of the Employee Retirement Income Security Act of 1974 (known as ERISA for short). It’s a federal law that applies to most private employers. ERISA establishes important standards for retirement, health, and other welfare benefit plans to protect the interests of both the employer and the employee.

To be clear, ERISA doesn’t require companies to provide any benefits plans. It simply regulates those that do. ERISA mandates employer compliance across several categories, including reporting and accountability, disclosures, procedural safeguards, financial protection, and conduct.

Ok, now that we have a better understanding of what ERISA does, where does the Form 5500 come in? The Form 5500 is one form in a series jointly developed by three United States government agencies: the Department of Labor (DOL), the Internal Revenue Service (IRS), and the Pension Benefit Guaranty Corporation (PBGC). This form is an important part of ERISA’s overall reporting and disclosure framework.

More specifically, the Form 5500 is an annual report that provides federal agencies with information regarding benefits plans offered by an employer, its finances, and its operation. The Form 5500 consists of the main form, as well as different schedules and attachments (think of these like an Appendix) businesses submit along with it. To complete all the various schedules and addenda, you should be generally prepared to provide the following information:

    • Actuary contact information
    • Accountant report
    • A schedule of assets and liabilities
    • Information about each insurance contract used
    • A list of service providers

Who needs to file the Form 5500?

The plan administrator is responsible for filing the Form 5500. It depends on the company, but most of the time, this task falls to the HR, finance, or operations department – or a combination of the three. Some organizations also use a Third Party Administrator (TPA) to file the Form 5500. Check-in with your team to see who has historically handled the process.

What about your organization as a whole – does every company need to file the Form 5500? Form 5500 isn’t a one-size-fits-all document, and there are some slight variations depending on your unique organizational profile. The most important distinctions for filing are company size and location:

    • If you have more than 100 plan participants: Fill out the Form 5500
    • If you have fewer than 100 plan participants: Fill out the Form 5500-SF
    • If your plan is maintained outside the U.S. or you have a one-participant plan: Fill out the 5500-EZ

Essentially, the second and third options are lighter versions of the original Form 5500. So make sure to figure out your status before you start the filling process. If you fail to file a complete return, or if the Form 5500 is rejected for insufficient information, the DOL and IRS may impose penalties or fines.

Also, keep in mind that there are certain entities that are exempt from filing the Form 5500. For instance, daycare centers, certain apprenticeship and training plans, certain employee organization (union) plans, plans for a select group of management or highly compensated employees, and church and governmental plans meeting applicable requirements don’t need to file a Form 5500. If you suspect your organization might fall into one of these categories, double-check to make sure you meet the requirements for exemption.

How do you file a Form 5500?

Step 1: Figure out which form to file
As we mentioned above, it’s important to figure out which form you need to file first. Remember, the form you use is based on the number of plan participants you have at the beginning of your plan year. So if you covered 150 participants when your plan started in January, but then dropped to 98 by the middle of the year, you’re still accountable for filing the Form 5500 – not the Form 5500-SF.

Step 2: Register for an EFAST2 account
The DOL requires that all Form 5500 annual returns be filed electronically using its ERISA Filing Acceptance System (EFAST2) program. This is an all-electronic system designed to simplify the submission, receipt, and processing of the Form 5500. The agency no longer accepts paper filings. If you don’t already have DOL sign-in credentials, you can obtain them at www.efast.dol.gov. From there, you’ll have the option to choose between using EFAST2-approved vendor software or the DOL website to prepare and submit your forms.

Step 3: Fill out the Form 5500
Form 5500 is two pages long and requests basic information about your benefits plans. This includes the name, the date it first became effective, plan sponsor information, information about the plan administrator, a breakout of the number of participants in the plan at the end of the plan year, how the plan is funded or benefits are provided, any attached schedules, and specific characteristics of the plan. Have this information gathered when you fill out the form, so it’s a seamless process.

Step 4: Complete any required schedules
The specific schedules that are required to be filed with the Form 5500 will depend on what type of filer the plan is. The DOL outlines the various schedules on its website, which we’ve also laid out below. Check the requirements for your specific form and make sure to fill out the corresponding schedules to avoid any penalties.

  • Schedule A – Insurance Information
  • Schedule C – Service Provider Information
  • Schedule D – DFE/Participating Plan Information
  • Schedule G – Financial Transaction Schedules
  • Schedule H – Financial Information
  • Schedule I – Financial Information – Small Plan
  • Schedule MB – Multi-employer Defined Benefit Plan and Certain Money Purchase Plan Actuarial Information
  • Schedule R – Retirement Plan Information
  • Schedule SB – Single-Employer Defined Benefit Plan Actuarial Information

Step 5: Review and file the Form 5500 by the deadline
Always double check your work. Since mistakes can lead to financial penalties, you want to avoid them where possible. Have multiple contributors — in particular, brokers and accountants, if you have access to these experts — review your numbers and get as many eyes on it as possible. Then, when you feel like everything is ready, submit the form online by the deadline.

Speaking of which…

When is Form 5500 due?

Thankfully, this question has a straightforward answer: For most plans, the Form 5500 is due the last day of the seventh month after the plan year ends. So let’s say you’re on a calendar-year plan (which many companies are). In this case, the filing deadline would be July 31 — or on the following business day if July 31 happens to fall on a weekend.

This next part is important: if for any reason, you can’t complete your form by July 31, you will need to file an extension using a Form 5558 with the IRS before the due date to avoid late filing penalties – which, trust us, you definitely want to avoid.

It could cost you around $2,140 for every day that passes after the due date. If the Form 5558 is properly submitted before the deadline, an automatic two and a half month extension will be granted. You likely want to avoid the hassle of having to fill out yet another form, so make sure to mark the filing date on your calendar and start early.

While filing taxes are far from anyone’s idea of fun, they’re an important part of ensuring your employees receive the benefits they deserve. And after you finish the tedious work of filing the Form 5500, you shift gears to educating employees about their plans and working to create a successful Open Enrollment period.

Helpful Links
If you’re looking for more information about Form 5500, there are tons of resources out there. Below are some links we recommend exploring:

 

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Health Insurance Plan Design Pitfalls to Avoid in 2020

Health Insurance Plan Design Pitfalls to Avoid in 2020

Can you believe it’s that time of year again? If you’re an HR leader, you’re already planning your health insurance and benefits for 2020. Whether you’re new to the process or a seasoned veteran, it’s challenging to craft a health insurance plan design that hits the mark with all of your employees. However, you can set yourself up for success by preparing in advance. Simply follow best practices and avoid major pitfalls.

Here are a few common traps to watch out for:

Not addressing behavioral health

Behavioral health is the relationship between someone’s actions and the impact they have on their mental and physical health. It’s a concept that has grown in popularity in the workplace. Why? Many studies demonstrate the importance of addressing health holistically. According to Gallup, employees who don’t take care of their total wellbeing are at higher risk for negative outcomes. This includes being more likely to miss work, lose productivity, and find a new job.

That’s why it’s essential to make sure your benefits plan includes behavioral health benefits like an EAP program. This can include anything from counseling services to substance abuse programs. These tools can help your employees manage their physical and mental health problems. Otherwise, you miss the opportunity to improve your employees’ lives – which you’ll ultimately notice in your bottom line.

Forgetting to account for growth

Are you prepared to accommodate a growing workforce? Don’t forget that you’ll need to drop and add employees to your plan throughout the year. Have a process in place to make these changes seamlessly. As you craft your health insurance plan design, also make sure all of your benefits are easily scalable. That means having tools and programs that don’t require tons of manual effort to get up and running. This is where vetting your vendors properly comes in handy (more on this below).

Missing the demographic mark

Don’t succumb to cookie-cutter health insurance plan design for your company! Instead, take the time to understand the demographics of your employees. Then customize a healthcare offering that makes sense for them. This should take into account factors like age, gender, and family status. Having this information at your fingertips will help you design a truly impactful plan.

For example, let’s say 90% of your employees are millennials. You may want to offer a high-deductible health plan (HDHP) instead of a preferred provider organization (PPO) plan. Since millennials are statistically less likely to utilize the healthcare system, giving them a plan with lower monthly premiums – such as the HDHP – can be beneficial.

Not preparing for open enrollment

Open enrollment is a confusing and stressful time for employees. That’s because less than half of Americans are confident they can choose the right insurance plan. As a result, they’re going to lean heavily on the HR team for guidance. Just remember that preparing for open enrollment isn’t a project that can be done in a few days. It’s a process that needs to be prepared for months in advance.

Print your physical collateral and schedule your training sessions early. And be ready to answer any questions from employees. Open enrollment season will be here soon, and if you miss the opportunity to educate your team during this critical window, you may suffer from low utilization and disengaged teammates for the rest of the year. Mark your calendar and make sure HR has everything ready to go before the deadline. If you have an employee benefits experience platform, make sure to have a plan in place to leverage it and spread the word.

Neglecting year-round education

It’s a common misconception that education starts and stops with open enrollment season. However, this couldn’t be further from the truth. A year-round education strategy should be baked into your plans. Otherwise, you risk low awareness levels, which can result in employees not using their full package of healthcare benefits. This means wasted money for your organization and a recipe for unhappy employees.

There are many ways to engage in education efforts throughout the year. We recommend using tactics like lunch-and-learn info sessions, email campaigns, and monthly office hours. You can also take a more creative approach. Offer prizes for employees who participate in a lunch-and-learn. Set up company-wide reminders on Slack. Or make fun educational videos and play them around the office. It takes extra work, but with a little preparation and planning, you’ll learn how to incorporate these educational moments into the employee journey seamlessly. You could also include a benefits experience platform like HealthJoy into your plan that has year-round plan education baked in.

Not evaluating a vendor’s offering

While considering your health insurance plan design for 2020, do your due diligence when it comes to selecting vendors. It’s easy to renew a longstanding vendor relationship without a proper review. However, this would be doing yourself and your employees a disservice. Every year, conduct a thorough evaluation to make sure you vendors are at the top of their game. Or you risk missing out on potential cost savings and the chance to offer your employees the best benefits possible.

Also, don’t be afraid to ask existing and potential vendors tough questions. Examples include: “How will you support my company through open enrollment and beyond?” And “Can your product seamlessly integrate with our existing processes?” Or “What makes you different from your competitors?” Your vendor should easily be able to answer these queries — if not , it may be time to find a different vendor.

A lot of work goes into your health insurance plan design and other benefits. And there can be immense pressure to get it just right. But don’t worry. If you keep these common pitfalls in mind as you plan for 2020, you’ll have a head start. With a little extra time and effort, you can create a comprehensive offering your employees will appreciate all year.

Introducing HealthJoy Rewards: Encourage Healthcare Shopping

Introducing HealthJoy Rewards: Encourage Healthcare Shopping

Do you want your employees to shop for healthcare? Then give them an incentive to start shopping with HealthJoy Rewards. Our optional incentive program allows employers to offer monetary rewards to their employees for using fair-priced healthcare services. The amount of the rewards is fully customizable by the employer, but we provide nearly 100 recommendations based on industry best practices. The in-network cost for some procedures varies by up to 10X or more, so it’s no surprise that our program has an ROI of 6X for our beta customers.

 

How HealthJoy Rewards works for the employee

SHOP: HealthJoy members already ask us every day to confirm or find thousands of high-quality, fair-priced in-network providers for a variety of procedures. They’ll now have an extra incentive to ask us for advice.

SAVE: Recommendations that are rewards-eligible will contain a badge with the incentive amount. Members will also have access to the HealthJoy Rewards Center, which shows completed and open rewards.

EARN: Members can submit a photo of their EOB or bill to verify they followed our recommendation. HealthJoy can also work directly with cooperating TPAs so the employee can skip this step.

We’ll supply a file to the employer listing who should receive rewards and the corresponding amounts. Rewards can be payroll, gift cards, or even HSA contributions. The program is easy to launch and maintain. JOY, our virtual assistant, will educate members on rewards throughout the year and encourage them to shop for all their procedures.

Employers can use HealthJoy Rewards to encourage a wide variety of events, including:

  • Usage of specific facilities for procedures, labs, and diagnostics
  • Consultations and services provided by select providers
  • Utilization of prescription savings programs (coming in 2020)

You can add rewards to an employer’s HealthJoy account at any time. Speak to your Sales or Customer Success Manager for further details. If you would like to see a demo, please click here.