Employer healthcare costs expected to rise in 2011
NEW YORK Against a backdrop of continued economic uncertainty, employer healthcare costs for active employees are projected to rise 8.2% after plan changes to an average annual cost of $10,730 in 2011, according to a recent survey of 466 large and midsize employers conducted by Towers Watson.
“Employees today are adjusting to historically lower-than-average merit pay increases, while at the same time facing higher healthcare contributions, co-pays and deductibles. Merit pay increases have gone up 16% while employee contributions have risen 49% over the last five years. This combination could adversely affect many employees and intensify the growing affordability crisis,” stated Ron Fontanetta, senior healthcare consultant with Towers Watson. “With employers also facing the challenge of steadily rising costs, plus the advent of healthcare reform, the need to rethink employer approaches to health care is greater than ever.”
According to survey respondents, 59% of employers planned to implement significant or moderate healthcare plan design changes in 2011, and two-thirds (67%) planned to do so in 2012.
“In light of the complexities around all of the regulatory guidelines and mandates, most employers are taking the time to understand the new legal environment before making too many long-term changes to their health benefit strategy,” said Randall Abbott, a senior healthcare consultant with Towers Watson. “Nonetheless, the earlier employers consider the strategic ramifications of the law and can act, the better they can assess their future role as healthcare benefit sponsors, and understand the implications on their business and employees.”
Many employers today, however, are not staying the course:
• By 2012, 64% of employers are projected to offer an account-based health plan — such as combining a high-deductible health plan with an employee-directed healthcare account, such as a health reimbursement arrangement health savings account — and 39% of employers are projected to have ABHP enrollment of more than 20%;
• As many as 62% of employers are projected to apply outcome-based incentives by 2012, shifting from incentives for employee participation in wellness programs to incentives for improvements in health metrics, for example. “Healthcare reform has reinforced employers’ commitment to wellness [health-management] programs,” Fontanetta said. “Employers today understand that one of the keys to controlling long-term healthcare costs is to provide employees with the tools to personalize and manage their health. They are also offering incentives to encourage employees to maintain their well-being and access to clinical support and advice”; and
• According to the survey, 86% of U.S. employers plan to increase efforts to encourage employees to engage in wellness/health promotion programs, with 65% already increasing or planning to increase incentives for these programs, and another 17% considering this action for 2012. Among specific health promotion programs, employers plan to increase efforts to encourage employees to engage in behavioral health programs (78%), biometric screenings (74%), health risk assessments (71%) and disease management programs (67%).
Report: San Francisco’s tobacco sales ban to expand to in-store pharmacies
SAN FRANCISCO A ban on tobacco sales in San Francisco drug stores soon will grow to include any store that operates a pharmacy, according to published reports.
The San Francisco Chronicle reported Monday that the city would extend its ban to supermarkets and mass merchandisers with pharmacies in addition to drug stores.
In 2008, retail pharmacies and the National Association of Chain Drug Stores opposed the ban because while banning tobacco products in drug stores, the city continued to permit supermarkets and mass merchandisers with pharmacies to sell tobacco products, prompting Walgreens to sue the city over the ban and try to have it overturned on constitutional grounds. City officials reasoned that the exception for drug stores was necessary because of what they described as the contradictory nature of a healthcare establishment selling a harmful product.
Soon after the San Francisco ban passed, Boston enacted a similar law, though the Boston law –– which was made independent of the one in San Francisco –– covered all retailers that operate pharmacies.
NACDS to FDA advisory committee: Curb DXM abuse without impeding appropriate use
ALEXANDRIA, Va. As the Food and Drug Administration’s Drug Safety and Risk Management Committee debated Tuesday on ways to curb abuse of cough suppressants containing dextromethorphan, the National Association of Chain Drug Stores testified that the scheduling of dextromethorphan under the federal Controlled Substances Act is not the right solution.
“Dextromethorphan is consumers’ No.1 choice to treat cough. Depriving consumers of the option to self-medicate with dextromethorphan would have substantial public health consequences because cough and cold are extremely prevalent in the U.S. population, affecting the average adult two to four times per year,” NACDS VP regulatory affairs Kevin Nicholson said to the FDA Drug Safety and Risk Management Committee.
NACDS also urged the committee to consider the approach set forth by Sen. Dick Durbin, D-Ill., in the Dextromethorphan Abuse Reduction Act of 2009, which would prohibit the sale of dextromethorphan to minors.
“Dextromethorphan is the most common ingredient in over-the-counter cough medicines in the United States,” Nicholson stated. “[The] abuse of dextromethorphan is concentrated primarily among teenagers, and this concentration makes possible a targeted and strategic approach to preventing abuse.”
In addition to working on legislative remedies, the association also has worked with the White House Office of National Drug Control Policy and the Drug Enforcement Administration to help raise awareness of the scourge of medication abuse, particularly among young people.