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來自wwwcnshucn資料下載【美國保險業(yè)協(xié)會做的hr分析報告】-在線瀏覽

2025-02-01 21:38本頁面
  

【正文】 wer ? Additional Topics 2 Mercer Human Resource Consulting DoubleDigit Increase for Second Year in a Row Per employee costs in excess of $5,600 per year $ 3 , 7 0 3$ 3 , 5 9 4$ 3 , 8 1 7$ 4 , 0 9 7$ 4 , 4 3 0$ 4 , 9 2 4$ 5 , 6 4 6$0$ 1 , 0 0 0$ 2 , 0 0 0$ 3 , 0 0 0$ 4 , 0 0 0$ 5 , 0 0 0$ 6 , 0 0 01996 1997 1998 1999 2023 2023 2023% +% +% +% +% +% Source: 2023 Mercer/Foster Higgins National Survey of Employersponsored Health Plans 3 Mercer Human Resource Consulting Annual CPI Trend . health care costs rise, despite continuing economic recession 0%1%2%3%4%5%6%7%8%9%10%1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2023 2023 2023C P I A l l U r b a n C o n s u m e r s C P I M e d i c a l C a r e? The gap between CPIU and medical care ponent is increasing 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2023 2023 2023CP IMe d i c a l Ca r e 9 .0 % 8 .7 % 7 .4 % 5 .9 % 4 .8 % 4 .5 % 3 .5 % 2 .8 % 3 .2 % 3 .5 % 3 .9 % 4 .6 % 4 .7 %CP I Ov e r a l l 5 .4 % 4 .2 % 3 .0 % 3 .0 % 2 .6 % 2 .8 % 3 .0 % 2 .3 % 1 .6 % 2 .2 % 3 .3 % 2 .8 % 1 .5 %Ra ti o M C/Ov e r a l l 1 .7 2 .1 2 .5 2 .0 1 .8 1 .6 1 .2 1 .2 2 .0 1 .6 1 .2 1 .6 3 .1S o u r c e : . B u r e a u o f L a b o r S ta ti s ti c s4 Mercer Human Resource Consulting Comparison of Overall Growth Cumulative medical care CPI 89% greater than overall CPI since 1967 Data based on January 1 CPI values C P I v s . C P I M e d i c a l C a r e01002003004001967 1969 1971 1973 1975 1977 1979 1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2023Y e a rStandardized CostM e d i c a l C a r e C P I O v e r a l l C P I5 Mercer Human Resource Consulting Employers’ Cost Increases OutPace Other Indicators Largest increase since 1990 (all employers) Includes medical, dental and pharmacy Source: 2023 Mercer/Foster Higgins National Survey of Employersponsored Health Plans Results for Employers with 500 or more lives % % % % % % % % % % % % % % % % % % % % % % % % % % % % 1987 1988 1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2023 2023 2023 Employers CPIMedical CPIAll Items 6 Mercer Human Resource Consulting Aggregate Health Care Spending (1980 – 2023) Government portion of payments increasing。 total projected to be over $2 trillion by 2023 $0$500$ 1 , 0 0 0$ 1 , 5 0 0$ 2 , 0 0 0$ 2 , 5 0 01980 1990 1995 1998 1999 2023 2023 2023 2023 2023 2023 2023 2023 2023 2023 2023In US $ BillionsOOP P r i v a t e I ns ura nc e G ov e r nm e ntSource: CMS 7 Mercer Human Resource Consulting Medical Trends ? Pop Quiz ? How many years will it take gross medical costs to double, assuming no specific employer interventions or national health care? – 10 or more – 9 – 8 – 7 – 6 – 5 or fewer 8 Mercer Human Resource Consulting Medical Trends Responses from a group of 25 actuaries who had time to get their calculators W h e n w i l l M e d i c a l C o s t s b e D o u b l e t h e 2 0 0 2 L e v e l ?0246810122023 2023 2023 2023 2023 2023 2023 2023 2023 2023 2023 2023 2023NeverY e a rNumber of respondents9 Mercer Human Resource Consulting Legislation ? Medicare Prescription Drugs – If made into law, will have major impact on retiree benefits and strategies – Initial confusion aside, should have positive impact on retiree plans – Expect cost shifting to negatively impact active plans ? EEOC Proposed changes in ADEA regulations – Cline vs. General Dynamics ? Wells Fargo case – Appears to allow prefunding (and taxdeductibility) of entire retiree liability ? an ILP approach ? won’t be exactly same number as FAS liability ? funding in years 2+ would be limited to service cost – IRS weighing its options 10 Mercer Human Resource Consulting Proposals to Increase Coverage Among Early Retirees Few government programs except for financially indigent ? COBRA extensions and/or Medicare buyins ? Prohibitions on postretirement benefit reductions ? Expanded prefunding for retiree medical Still few viable products for pre65 in individual market that overe access and affordability issues. 11 Mercer Human Resource Consulting ADEA Issues Impact on retiree medical coverage ? Age Discrimination in Employment Act (ADEA) prohibits discrimination against persons age 40 or older in terms and conditions of employment ? Agebased distinctions in employee benefit plans are permissible only if: – A specific statutory exception applies, or – Equal benefit/equal cost test is satisfied ? Plan must provide equal benefits for older and younger workers, or ? Plan must incur equal costs for older and younger workers ? Third and Sixth Circuit Courts reach different conclusions ? EEOC reviewing ADEA regulations 12 Mercer Human Resource Consulting Marketplace Changes Consolidation of Major Health Care Carriers Employer options are greatly reduced, carriers have more clout United Healthcare HealthSource Provident CIGNA Equicor Metrahealth US Healthcare Aetna TakeCare FHP PacifiCare HealthSource CIGNA Aetna US Healthcare NYLCare Prudential HealthCare FHP PacifiCare Provident Transamerica Equitable HCA Metropolitan Partners Aetna GSDHP Lincoln National HPs TakeCare PacifiCare Health Plan of America WellPoint/Blue Cross of California Hancock Mass Mutual Travelers United Healthcare Aetna PacifiCare Health Systems WellPoint/Blue Cross of California CIGNA BCBS of Geia Multiple BCBS Plans Fewer Major BCBS 13 Mercer Human Resource Consulting Marketplace Changes PBM consolidation continues。 high medical
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