Archive for January 12, 2012
Corporate Benefits Summit 2012
Jan 12th
Helping Employers Achieve Tax Breaks through Health Savings Accounts
| Duncan Van Dusen from Tango Health, a solution provider at the marcus evans Corporate Benefits Summit 2012, discusses how employers can achieve payroll contributions and tax breaks through Health Savings Accounts. Interview with: Duncan Van Dusen, Chief Executive Officer, Tango Health |
FOR IMMEDIATE RELEASE
Employers must educate their employees on the tax incentives they can achieve while being owners of their own health, says Duncan Van Dusen, Chief Executive Officer, Tango Health. Employers must better understand Health Savings Accounts (HSAs) in order to reap the benefits and rewards involved.
From a solution provider company attending the upcoming marcus evans Corporate Benefits Summit 2012, in Las Vegas, Nevada, January 23-25, Van Dusen offers his expertise on maximizing HSA participation and tax savings.
How can employers better understand HSAs?
Most employers understand what HSAs are and how they help employees, but what employers do not always understand is how they can benefit from HSAs as a company. Employees can save 25 to 35 per cent of what they put into the account and the employer can save 7.65 per cent on payroll taxes. The employers who have HSA-eligible employees often get low participation numbers, which creates missed tax savings opportunities for themselves and their employees.
How can employees determine if they are best suited for a Traditional Care Plan or a Consumer Directed Health Plan?
Healthcare plans are more related to lifestyle than age. Traditional care plans are like an all-you-can-eat buffet with unlimited medical care, but they are expensive. If you have high healthcare expenses, a traditional plan may be the route for you. Consumer Directed Health Plans are specific à la carte plans for those who want to have more control over their medical spending, earn a financial reward for medical cost containment and take advantage of the exceptional HSA tax incentives.
What are some common myths about HSAs?
The first myth is that you cannot make a contribution and get reimbursement from your HSA after the medical expense occurs. The IRS clearly states that any medical expense you have, can be paid tax-free or reimbursed tax-free. Employees can either put money into the account after a healthcare expense or they can use the account for savings and get a tax-free withdrawal in the future. Reimbursement can occur at anytime.
The second myth is that you have to decide how much money you want to put in for the whole year and you cannot make any changes to that amount. IRS rules allow employees to change their HSA contribution at least once a month.
The third myth is that the employer only saves payroll tax on contributions made before the medical expense. The truth is that as long as the HSA is open, employers save payroll tax on all contributions.
What is your outlook for the future?
As medical costs continue to rise, so will the number of employers who offer HSA-eligible plans. Organizations can no longer afford expensive healthcare plans with high premiums. By offering Consumer Directed Health Plans, employers save money and employees gain more control over their health care spending. Today only 55 per cent of HSA-eligible employees open their HSA, but with tools like Tango, employers can raise that to 100 per cent.
Contact: Stacey Melvin, Journalist, marcus evans, Summits Division
Tel: + 357 22 849 400
Email: press@marcusevanscy.com
About the Corporate Benefits Summit 2012
This unique forum will take place at the Red Rock Casino, Resort & Spa, Las Vegas, Nevada, January 23-25, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on equipping your organization for changes with healthcare reform, techniques in managing global benefits and methods in influencing health outcomes through employee engagement.
For more information please send an email to info@marcusevanscy.com or visit the event website
marcus evans group – hr sector portal
The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.
Please note that the Summit is a closed business event and the number of participants strictly limited.
About Tango Health
Tango Health is the premier provider of Health Savings Account (HSA) management software and services. The company offers the only HSA management solution that serves the needs of an employer’s entire population of HSA-eligible employees, which ensures employers get the maximum HSA usage and tax benefits for themselves and their employees.
About marcus evans Summits
marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings. For more information, please visit www.marcusevans.com
All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com
HR Series 2012
Jan 12th
Perceptyx: Getting Employee Engagement Right
| Jack Morehouse from Perceptyx, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012 and HR Technology Summit 2012, on employee engagement. Interview with: Jack Morehouse, Co-Founder and Chief Operating Officer, Perceptyx |
FOR IMMEDIATE RELEASE
“We should stop measuring engagement drivers; we know what they are. A better approach would be to measure what we know is getting in the way of individuals’ abilities to achieve the level of success they are looking for,” says Jack Morehouse, Co-Founder and Chief Operating Officer, Perceptyx. From a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012 and HR Technology Summit 2012, Morehouse discusses how Chief Learning Officers and Human Resources directors can enhance employee engagement in the workplace by listening and removing the obstacles to their success.
Why do you consider employee engagement as the Holy Grail and the top contributor to an organization’s bottom line?
We use the analogy of the Holy Grail because high levels of employee engagement is the most contributing factor to the performance (and ultimately success) of any organization, and at the same time, incredibly elusive and difficult to achieve. Many organizations continue to measure the drivers of employee engagement through employee surveys, trying to find ways to engage the workforce. But employee engagement is not a process or program that can be added to an organization. It must come from the hearts and minds of employees, and it must be their idea.
People become passionate about their lives and their work when they anticipate being successful, both individually and as part of a team or organization. Think about it for a second. Why is it that sports teams start selling out games when they are winning? People want to be a part of something exciting, something successful.
This is why we place the drivers of engagement on the back-end of the survey process, and on the front-end measure what is getting in the way of an individual’s ability to anticipate achieving success.
What is the best way of identifying and measuring these obstacles to success?
First, we have to identify what success looks like for any individual. We break that down into a number of categories and begin measuring what is getting in the way of each one. We evaluate critical areas in the organization, for instance, whether people know exactly where they are going, how they will get there, and what part they play in it.
Your website talks about giving voice to the workforce. What does that mean?
When done the right way, the employee survey offers organizations the unique opportunity to jump-start employee engagement. When managers start to truly listen to what employees say is getting in the way, responding immediately and involving them in the process of making improvements, employees start to anticipate success. They get excited and they become engaged, most importantly, the organization improves its bottom line – for all stakeholders, including employees.
Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division
Tel: + 357 22 849 313
Email: press@marcusevanscy.com
For more information please send an email to info@marcusevanscy.com or visit the event websites below:
Corporate Learning & Talent Development Summit 2012
marcus evans group – hr sector portal
The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.
Please note that the Summit is a closed business event and the number of participants strictly limited.
About Perceptyx
Perceptyx provides a revolutionary approach for helping organizations improve employee engagement.
Our process is based on a powerful technology platform, with easy to use reporting and action planning tools, supported by dedicated project managers and a focused, world class consulting team.
More information: www.perceptyx.com
About marcus evans Summits
marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings.
For more information, please visit: www.marcusevans.com
All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.com