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Posted on June 15, 2007July 10, 2018

Remaking the Health Care System Q & A With Sen. Ron Wyden

Sen. Ron Wyden, D-Oregon, is trying to resolve what may be the primary domestic issue of the 2008 presidential election—health care—in 2007. Wyden introduced the Healthy Americans Act into the Senate this year with some help from employers such as Safeway CEO Steve Burd, who on May 7 announced his own employer-led coalition on health care reform. Wyden’s bill would remove employers from the health care equation. Under the measure, individuals would purchase coverage directly from private insurers. Companies would make contributions into the system based in part on the number of people they employ. The bill also establishes incentives for prevention and wellness. Wyden recently spoke with Workforce Managementstaff writer Jeremy Smerd.


Workforce Management: Why should employers support legislation that eliminates their role providing health care benefits?


Ron Wyden: It’s going to make them more competitive in the global marketplace. They are getting pounded today … because of a historical accident. They are getting clobbered because back in the 1940s, before they were competing in a global economy, health care was pushed onto the employer by accident, through wage and price controls. That may have made sense 60 years ago, but it doesn’t make sense today when the people who own businesses are seeing their workers change jobs constantly. The world is all about portability and convenience, and I think it’s time to cut the cord between employment and health insurance. And that is why I’ve proposed the bill.


WM: Employers who say health benefits are a way to attract employees in a competitive marketplace may differ with your perspective.


Wyden: I require that people buy a basic package: prevention, outpatient, inpatient hospitalization and catastrophic. I think there will be very fertile ground for employers to supplement that package in order to attract quality workers, and I think that is very appropriate. What I am trying to do is say, “Let’s figure out a way that makes sense for workers and businesses so that everybody can get a basic package.” But, of course, it’s a free society and people will choose to buy even more. And I think a prime opportunity for employers to attract good workers is to come in and say, “The Healthy Americans Act requires that you buy this basic coverage. But we really want you, so we’re going to offer A, B and C on top of that.”


WM: Chronic illness is a huge contributor to health care costs. And employers are investing in ways to manage diseases to avoid sick workers, high costs and lost productivity. How does your legislation address the need to improve the health of workers?


Wyden: Perhaps the leading company in the United States, the leading employer that has focused on prevention, is Safeway. And their CEO, Steve Burd, stood with me the day I proposed my legislation. So there’s no question that employers want to work in a preventive kind of area. Employers may choose to supplement what I am offering in terms of preventive benefits—gym benefits and incentives for employees to be involved in various kinds of preventive efforts. All that will go forward. But the reason employers are excited about my legislation—which is called the Healthy Americans Act for a reason—is because I feel so strongly about health care and not sick care. Employers are saying the Healthy Americans Act really gets it right in terms of prevention.


WM: How so? Can you be more specific?


Wyden: If an employee signs up for health coverage under the Healthy Americans Act, their plan would have to inform them of various preventive and wellness programs. The worker is not required to do anything, but if a worker took the child to do the preventive and wellness program, then the worker is eligible for a reduction in the worker’s premium. In the legislation, it’s spelled out.


WM: If an employer adds supplemental benefits, do they get a tax break?


Wyden: No. And the question is, if you’re going to go to a market-based system and reward competition, which is what I’m doing, I don’t know why you throw more tax breaks on top of what we’re already doing. Most of the flak we’re getting, in particular on the liberal side, [is] people saying, “You’re doing too much for employers as it is.”

Workforce Management, May 21, 2007, p. 6 — Subscribe Now!

Posted on June 14, 2007July 10, 2018

Patients Wary of Employer- and Plan-Sponsored Personal Health Records

Consumers, or individuals formerly known as patients, are being encouraged to take control of their own health care, and electronic personal health records are touted as the tool they can use to do this.


So far, the public has yet to embrace personal health records, or PHRs, in part because the main push to promote them appears to be from health plans and employers. The problem with this approach was illustrated by a 2005 California HealthCare Foundation survey, which found that 52 percent of the respondents were worried about employers using medical information to limit job opportunities (up from 36 percent in the 1999 survey).


According to Edward Fotsch, CEO of personal health record provider Medem, the key is to have a record provided by a trusted third party—a patient’s physician. Physicians, however, have been wary of personal health records because of uncertainty about their effect on workflow and legal liability.


Nicolas Terry, co-director of the St. Louis University School of Law’s Center for Health Law Studies, says today’s doctors are becoming familiar with the “online patient,” and these patients will become familiar with personal health records. According to Terry, an online patient is one who comes into a doctor’s office and says, “This is what I have, I need you to fix it, and I need this drug.”


Terry and Steven Waldren, director of the American Academy of Family Physicians’ Center for Health Information Technology, also say trusting the data and liability concerns related to that information are big issues.


Paper records may contain loads of extraneous data and they are harder for patients to edit, Waldren says, while it is easier to hide information from physicians in electronic formats.


“With the current tort system, physicians are very concerned about liability, even when they do the right thing,” Waldren says, so along with standardization, legal issues concerning privacy have to be worked out before personal health records will get wider use.


“Do patients have the right to delete something from a PHR?” he says. “If they do, do they have to notify physicians that something is missing?”


Waldren adds, however, that he’s not aware of any specific liability discussions regarding personal health records, and if there are any, they are a small part of general discussion concerning liability and tort reform.


While Terry acknowledges similarities between the patient using personal health records and the one who comes to a doctor’s office armed with manila folders filled with computer printouts and documents, the two aren’t the same.


“It’s certainly new territory for us all,” he says. “I can certainly understand why doctors could have some apprehension on a very intuitive level.”


Terry says personal health records create new business, technical, clinical and legal issues, and a lot of this is because it upsets the traditional model in which physicians were undisputed owners of patients’ health records.


Few policies exist on personal health record ownership and control of the data.


The Altarum Institute, based in Ann Arbor, Michigan, reviewed 30 publicly available PHR privacy and security policies and in January presented a report to the consumer empowerment work group of the American Health Information Community, an advisory panel to the U.S. Department of Health and Human Services. The analysis found that personal health record providers have little to say about disclosure of secondary uses of data, pay little attention to ownership of data after a business relationship is ended, don’t define essential legal terms such as “personal health information” or “de-identified” patient information, and don’t have formal mechanisms to enforce written policies.


Some experts have recommended letting market forces work to resolve issues and have counseled against mandating policies and standards because they fear it will stifle innovation.


But Peter Basch, medical director for e-health at MedStar Health system in Washington, thinks a lack of guidance has hurt the market.


“Bad policy can be fixed; no policy makes me nervous,” he says. “I’m troubled by the idea that ‘things will work themselves out.’ “


Terry also says federal privacy regulations contained in the Health Insurance Portability and Accountability Act of 1996 have not kept pace with technology, adding that what’s needed is a global privacy standard that is applicable wherever health care information is stored. But the tricky part is finding the political will to open the HIPAA black box, he says.


Geoffrey Gifford, a partner and founder of the Chicago-based law firm Pavalon, Gifford & Laatsch, says basic legal standards apply whether the patient brings in a box of paper files or a disk filled with irrelevant data.


   “I think the rules are still the same,” says Gifford, an attorney specializing in medical negligence and product liability. “The standard of care is the standard of care, whether it’s electronic records or paper. You have a duty to look at them if the records are pertinent to the treatment you’re rendering.”


The records don’t need to be memorized, but they should be scanned for information relevant to the purpose of the patient’s visit to the doctor’s office, he says.


“Not to do that would be a deviation from the standard of care if the physician needs the information and it’s available with a reasonable effort in a reasonable amount of time,” Gifford says.


Lonny Reisman, an internist and cardiologist, is the founder and CEO of ActiveHealth Management, a health management and data analysis company that launched its own personal health record in January called MyActiveHealth. Reisman says common sense still applies.


“Having information presented in a PHR doesn’t present a higher risk than not asking the right question or not checking results of a test that you asked for,” he says.


Fotsch says many issues have already been worked out by liability carriers, medical societies and state medical boards that developed the eRisk Guidelines. While the guidelines are comprehensive, it’s also noted that they “are not meant as legal advice and clinicians are encouraged to bring any specific questions or issues related to online communication to their legal counsel.”


Debra McBride, vice president of Aon Risk Services of Minnesota, a division of Aon Healthcare, which advises hospitals on risk management issues, doesn’t think a physician’s risk is increased when they accept a personal health record, and that physicians should not be afraid to ask their patients, “What’s important in here and why is it important to you?”


“It’s the same risk as having a banker’s box of medical records from the Mayo Clinic,” says McBride, who is also an attorney and a registered nurse. “They shouldn’t be afraid of the information. Plus, they’re not receiving it in a vacuum; they’re getting it from a patient who’s sitting in front of them. Ask for some guideposts.”


She says physicians should view a patient’s involvement in his or her health care as something positive, and that “having a patient hand you information” will be happening more frequently.


Fotsch says that was something he rarely experienced during his years as an emergency room physician, ending in the early 1990s.


“I saw 10,000 ER patients, and I can remember on one hand the number of patients who had any documented information when they came in,” he says.


Fotsch says much of the confusion surrounding personal health records stems from a misunderstanding of what they are.


“A disk with a mishmash of information is not a PHR, because I could call my dog a Ferrari if I wanted to, but that doesn’t make him one,” Fotsch says. “A personal health record is, by definition, an online collection of structured data.”


The American Health Information Community, a federal advisory body chartered in 2005 to make recommendations to the U.S. secretary of health and human services on how to accelerate the development and adoption of health information technology, has recommended that the agency adopt standards on medication history, registration information and technical specifications for moving data. But those standards have not been adopted yet.


While agreeing that standards are needed, Waldren, of the American Academy of Family Physicians, disagrees that personal health records need to be Web-based. Although he says Web-based models will eventually dominate the field, Waldren says there are desktop personal health records available “that are network-able.”


But Fotsch wonders if the models mentioned by Waldren allow secured online communication between physicians and patients. Without that, Fotsch says, a personal health record is like an ATM with no money that only allows you to check your balance.


Fotsch says a personal health record should resemble a continuity of care record or continuity of care document—two vetted and accepted formats for transmitting basic patient-care data. The personal health records should have defined fields where particular types of data are entered and displayed, and they also should feature a secure e-mail connection between patient and physician.


“There’s a structure around a personal health record,” Fotsch says. “So, if you say you accept a personal health record, you know what you’re accepting.”


Along with all the other clinical, business and liability concerns, Fotsch says, physicians should be concerned with computer viruses infecting patients’ disks, adding that “our IT department would string us up” if outside disks were routinely introduced to the computer system.


In terms of physicians being liable for information in a personal health record, Fotsch says, physicians need to establish ground rules with their patients ahead of time.


“If I’m a physician and I offer you a PHR and you make changes on your own—or you go to some other doctor who makes changes—and I call in a wrong prescription, am I liable?” Fotsch asks. “No, I’m not, but only if—when I issued the personal health record—I set the rules of the road that I need to be notified of changes. You don’t say to a patient, ‘Here’s a bottle of medicine. Good luck.’ “


Personal health records primarily eliminate telephone tag and the waiting-room pop quiz where patients receive a form attached to a clipboard and attempt to reconstruct their medical history by memory, Fotsch explains. Instead of fearing personal health records, Fotsch says physicians should welcome them.


“What they should be frightened of is basing medical care on information that patients happen to remember and scribble down on a piece of paper,” he says. “But that’s the standard of care.”


Medem’s iHealthRecord is offered to patients through their doctors. While health plans and employers are offering their members and employees personal health records, Fotsch says the adoption of these products has been low because patients are concerned that the information these personal health records contain may somehow be used against them to deny either medical treatment or a job.


“Do you want to give this information to the people who would raise your rates?” Fotsch asks. “It’s like getting a form from your car insurance company saying, ‘Write down how often you speed.’ ”


Even when records are offered by physicians, interest is still low, says Joseph Heyman, a gynecologist and American Medical Association trustee.


“I have some patients using it, but not that many,” he says, adding that there has not been an overwhelming business case supporting the use of personal health records.


Reisman says part of the problem may lie in the origins of electronic medical record systems. When they were being developed in the 1990s, he says, the focus was on improving efficiency, not on boosting quality and safety.


“I’m not sure there’s been much input from physicians on PHRs,” he says.


Internist Dr. Michael Zaroukian, chief medical information officer at Michigan State University, agreed, noting that a lack of a business case and scant clinical evidence supporting the use of personal health records has led to physician indifference.


“What providers are saying is either nothing, because they don’t see it on their horizon, or it’s one more thing they have to do that they don’t get paid for,” he says. “[PHRs] have the potential, if used correctly, to improve care, but just because they could doesn’t mean they will.”

Posted on June 13, 2007July 10, 2018

ACS, Ceridian Might Be Back in Play for Bidding

It looks like companies interested in acquiring an HR outsourcing provider might have another shot at bidding for Affiliated Computer Services and Ceridian. Despite previous bids for each firm, there appears to be movement to open the process to more contenders.


In March, ACS chairman Darwin Deason and Cerberus Capital Management proposed buying the company for $59.25 per share and subsequently upped their bid to $62 per share. Under the terms of the bid, Deason would work exclusively with Cerberus on the acquisition.


But on Sunday, June 10, ACS announced it had suspended a temporary exclusivity agreement with Deason and Cerberus Capital Management, thus opening the company for more bidding.


ACS’ board of directors said in a statement that it believes the waiver will “enable it to conduct a process for considering strategic alternatives available to the company, including a potential sale of the company, that it considers to be in the best interest of the company and its stockholders.”


Similarly, on Tuesday, June 12, Ceridian shareholder William Ackman, founder of hedge fund Pershing Square Capital Management, sent a letter to Ceridian shareholders encouraging them to oppose the $5.2 million buyout offer made last month for Ceridian by private equity firm Thomas H. Lee Partners and Fidelity National Financial.


“We do not support a sale of the company at this low price,” Ackman says in the letter, which was filed with the Securities and Exchange Commission. “It appears to us that the current deal is an ill-suited response to our proxy contest, and is suboptimal for Ceridian stockholders.”


Ackman has been waging a several-month battle against Ceridian about how the company is managed. Pershing has retained Lazard Frères & Co., a New York investment banker, to look into alternatives to the sale, according to the letter.


It would make sense for ACS and Ceridian to open their bidding to other potential buyers given the state of the market, says Jason Corsello, vice president at Knowledge Infusion, a Minneapolis-based talent management consultant.


“There are a lot of private equity dollars out there,” he says. “If they can find other bidders that are willing to pay more, it makes sense.”


Private equity firms recognize that HR technology firms in general are in growth mode and that being a publicly held company during a period of growth is not ideal, says Phil Fersht, an HRO expert.


“Being public requires companies to be highly disciplined and try to squeeze margins as much as they can, which is hard to do when you are trying to grow,” he says. “Private equity firms recognize that and that’s why they are looking at this space.”


In a June 13 statement, Ceridian’s board of directors emphasized that it believes the buyout by Thomas H. Lee and Fidelity National Financial “was in the best interest” of shareholders, but said it would be open to future discussions with shareholders if they could come up with a better alternative.


“The board welcomes involvement by shareholders and is prepared to review any proposals that might result in a superior proposal per the merger agreement,” the board said in its statement.


And it’s possible both Ceridian and ACS could get better offers, Corsello says.


“These two firms have some great assets in terms of client base and brand,” he says. “I wouldn’t be surprised if other firms put in a bid.”


—Jessica Marquez


Click here to comment on this story


 


Posted on June 13, 2007July 10, 2018

When Temp Jobs Tumble, the Economy Stumbles

The number of temporary jobs in the U.S. declined during the first four months of 2007, the first sign of a possible slowdown in a sector that often serves as an early predictor of the overall health of domestic employment.


    According to monthly estimates of employment by the Bureau of Labor Statistics, the number of workers in temporary jobs, which stood at a seasonally adjusted 2.642 million in January, fell slightly each month through May, which finished at 2.61 million. The sector lost 32,300 jobs during the period, a decline of 1.2 percent.


    The slowdown could indicate a more cautious approach to labor spending during an uncertain economic period as corporations worry about the effects of high energy costs, a housing slump and rising interest rates. At human resources operations, curtailing spending on temporary help is often seen as a quick and relatively painless way to control labor costs.


    “If an organization is going to be cautious or conservative, the first thing they do is go slow on their temps,” says Bernadette Kenny, senior vice president of human resources at Adecco North America, an international staffing company. “It is an easy way to cut costs when you have an economy that has some uncertainty.”


    That economic uncertainty has been reflected in the stock market. The Dow Jones industrial average, although experiencing an overall upward trend for much of 2007, has also seen some sharp dips this year as fears about inflation and rising interest rates prompted concerns about economic growth and spooked investors.


    Despite the slow start to 2007 for temp agencies, Steve Berchem, vice president of the American Staffing Association, says that the outlook for the remainder of the year still looks solid. In fact, Berchem says the association’s own tracking of the contingent workforce shows that temporary-help employment began picking up again by the end of May, with the first few weeks of June running ahead of 2006.


    “We are weathering a soft patch, but it isn’t anything that is concerning people,” Berchem says.” I think that the worst of the slowdown is over. I don’t think we are going to see double-digit growth by any means, but I think that growth will continue to pick up as we go deeper into the year.”


    Berchem says any current slowdown is likely restricted to certain labor sectors, but that other sectors should continue to grow. The two that are most affected: construction, which has been hurt by the housing slowdown, and manufacturing, which has been dragged down by layoffs in the auto industry.


    “We have this sort of duality here,” Berchem says. “The demand has been softening in the less-skilled categories like manufacturing and industrial. The labor supply is tightest in high-skilled areas.”


    Labor shortages, rather than slowing demand, have been the issue most on the minds of temp agencies lately. When the American Staffing Association surveyed its members in January, the labor shortage emerged as the most pressing concern, with three in 10 ranking it as the top issue and six in 10 saying it was one of the top three.


    The tight market for talent has apparently helped keep temp wages rising in 2007 even while the number of temporary jobs fell. Growing shortages of labor in certain high-demand occupations like health care and high tech promise to keep overall temp wages up.


    One result of the talent shortage is that temp agencies are finding themselves competing for workers not just with other temp agencies but with companies looking for permanent workers. Some agency executives suggest that one reason the number of temporary workers is down is simply because there are not enough of them to meet demand in certain occupations.


    “We certainly have been hearing from our members that there is a very tight labor market and that it is hard to find labor candidates,” Berchem says.


    The labor shortage is affecting not just the temp sector, but the overall labor market. Manpower Inc., in a recent report on the talent shortage, found that within the U.S., 45 percent of companies and organizations surveyed would have hired more permanent professional staff if they could have found candidates with the right skills. And 38 percent say they were paying higher salaries than a year ago to fill permanent professional positions.


    “I think that when things start to tighten up, there is almost a feeling of ‘I better get people while I can,’ ” says Alice Snell, vice president of research for Taleo Corp., a workforce talent management consultant. “That is much more long-term thinking than bringing in a temp short term.”


    Indeed, some contingent labor agencies say that they find their workers are increasingly viewed as potential permanent hires. One result of that trend is that companies often conduct extra screening of temporary hires for certain positions rather than simply asking a temp agency to send over a worker.


    “I was in our New York branch and our recruiter was being asked to send over two or three résumés for every temp,” Adecco’s Kenny says. “In the old days, you would just send one résumé or just have a person show up for the job. Now companies want to consider hiring those people full time. When we have jobs with major employers, we are often viewed as an entree to permanent hires.”


    Snell says that some corporations are becoming more liberal about issues like flexible work schedules, partly to encourage temp employees into taking full-time positions. A preference for work flexibility has often been cited by professional temps as one reason why they remain in the contingent workforce.


    “Companies are getting better about offering flex in their permanent positions,” Snell says. “Temp agencies will need to start making some adjustments around that.”


    Temporary employment has had its ups and downs over the past decade, rising sharply through the last few years of the 1990s during the technology and Internet boom. Temporary jobs began slipping in 2000, offering an early warning sign of the tech bust of 2001 and the prolonged economic slump. When the economy bounced back in 2003, so did temporary employment, with jobs rising steeply through 2005. But growth stalled in 2006, a year that saw almost no change in the contingent workforce.


    The dip in the first few months of 2007 has both temp agencies and human resources departments watching closely to see if the trend continues for the rest of the year or if things level out and possibly start rising again. While the auto sector is expected to remain slow, construction may rebound, and other sectors like services, health care, and oil and gas are expected to have healthy appetites for temporary workers.


    “It has not really been a slowdown,” Kenny says. “It is just a cautionary couple of months.”

Posted on June 12, 2007July 10, 2018

A Limited Alternative to Health Plans With Gold-Plated Price Tags

S omewhere between not providing health insurance at all and offering the kind with a gold-plated price tag, there exist a growing number of alternatives. One of the most popular is the “limited benefit” health plan.


    Limited-benefit plans are sometimes known as mini-medical plans, a name the health insurance industry decries. They cover what most Americans refer to when they talk about health insurance: doctor visits, prescription drugs or a trip to the emergency room.


    As the name suggests, though, the health coverage is limited—to a certain number of visits to a doctor and a several thousand dollar limit on prescription drugs and hospitalizations, depending on the plan. And it is not insurance per se, since a typical limited-benefit plan would not cover a catastrophic illness as such an event would max out its hospital benefits after a few thousand dollars.


    Instead, these plans are aimed at providing what the majority of Americans use: the occasional checkup, a trip to the emergency room and prescription drugs for a cold. According to Milliman, an actuarial and consulting firm, 99 percent of Americans accrue less than $50,000 a year in health care costs.


    Limited-benefit medical plans are aimed at retail and service industry employers whose hourly workers often live paycheck to paycheck, don’t own a house or car and either can’t afford health insurance or work for a company that can’t afford to offer it.


    These workers also have little to protect them should a catastrophic event result in medical bills that would otherwise send them into bankruptcy.


    “They are less interested in protecting assets,” says Eric Motter, vice president of marketing and product development for Cigna’s emerging market segment. “They’re interested in protected income.”


    Monthly premiums for limited-benefit plans run anywhere from $10 a week—or about an hour’s wage for the worker making $20,000 annually to whom the plans are targeted—to $200 a month for something like the kind of major medical health coverage used by the approximately 150 million Americans who are covered by private employers.


    “When someone is making $25,000 a year, it’s hard to justify as a company paying $300 to $500 a month for health benefits,” says Derek Peterman, CEO and founder of Irving, Texas-based Century Healthcare, an insurance company solely focused on limited-benefit medical plans. “But if you pay $50 to $75 a month, then it makes sense if you want to retain them.”


    He says the average monthly cost is $110 and that 90 percent of the employers who purchased the plan pay at least half of that cost. Plans with higher monthly premiums of around $200 are geared toward people who are coming off a major medical plan because they or their company can no long afford it. Those plans provide “98 to 99 percent of anything that’s going to happen to you, including some catastrophic” hospital coverage of up to $25,000, Peterman says.


    “You could have that heart attack or that stroke and not be financially destroyed, so to speak,” he says.


    With about 47 million uninsured Americans—most of them working people—major insurance carriers like Cigna, Aetna and UnitedHealth have in recent years acquired companies that specialize in limited-benefit health plans. After acquiring Star HRG in mid-2006, Cigna in October launched Fundamental Care, which is designed to cover all non-catastrophic events, Motter says. Employers must pay 25 percent of the premium for this plan—in part to ensure participation and keep healthy employees from dropping out of the risk pool. Cigna now covers 200,000 lives and 1,400 employers through its Star HRG subsidiary.


    Ratner Cos., a Vienna, Virginia-based chain of hair salons, has 14,000 hairstylists who make an average of $25,000. They are young, mainly women and work in salons like the Hair Cuttery, Bubbles, Salon Ciello and Color Works at 1,000 locations along the Eastern Seaboard and in Illinois, Indiana and Wisconsin.


    At one point Ratner offered its hairstylists a major medical plan, but even with the company paying 50 percent of the cost, the majority could not afford it and did not enroll. The 10 percent who did enroll were the sickest employees and tended to spend the most on health care. The result was a spike in health care costs, and the company decided to stop offering major medical benefits. Now, the company offers a limited-benefit plan and pays the premiums for those who work 25 hours or more a week. The low cost of the premium has allowed many part-time workers to enroll too. Eighty percent of workers now have health insurance and the company’s health care costs have remained steady, says Candice Mendenhall, senior vice president of human resources.


    “What’s important to us is that if we spend the same dollar amount and we’re able to cover 80 percent of our people rather than 10 percent of our people, that’s what we wanted to do,” Mendenhall says.


    Peterman, whose company sold Ratner the health insurance policy, says Century offers employers several ways to curtail costs. For employers that cover employees but not dependents, the company offers a health plan for dependents only. The company also says its plans may appeal to employers who are looking to limit or end retiree health benefits.


    Critics have pointed out that limited-benefit plans may cause some confusion for those who believe they will be covered in the event of a serious illness or event.


    “Certainly, I think plans are very aware that when they have a product that has a front end and no back end, it’s absolutely in their best interest to be as clear as possible,” says Jill Yegian, director of research and evaluation for the California Healthcare Foundation.


    “One of the things we have found is that these products are quite easy to attack because they are not comprehensive, but it’s also important to think that this is a product that may meet a need of a population that doesn’t get value from the current system.”


    Mendenhall says the plan is a better alternative to some of the more popular options, like health plans with high deductibles.


    “What is going to be the most helpful to them?” she asks. “They don’t have $3,000 in their pocket. They’re living paycheck to paycheck. And this plan gives them first-dollar coverage.”

Posted on June 11, 2007July 10, 2018

High Court Backs Plan Termination Option

The U.S. Supreme Court ruled Monday, June 11, that corporate pension plan sponsors are free to terminate their plans even if the union representing a company’s workers offers to merge the company’s plans with the union’s multiemployer plans.

At issue in the case, Beck v. PACE International Union, was PACE’s 2001 offer to merge 17 of the pension plans of Crown Paper Co. and its parent, Crown Vantage Inc.—which were liquidating assets in Chapter 11 bankruptcy proceedings at the time—with the union’s Taft-Hartley PACE Industrial Union Management Pension Fund. Crown’s board rejected the union’s offer, opting instead to purchase an $84 million annuity that would result in the company getting a $5 million surplus after satisfying its obligations to plan participants and beneficiaries.

The bankruptcy court sided with the union, arguing that Crown had a fiduciary duty under ERISA to consider PACE’s merger offer. In a 2005 decision, the U.S. Court of Appeals in San Francisco also backed the union. But in its decision today, the high court held that Crown’s decision to terminate its plans did not breach its ERISA fiduciary duties.

“Merger is not a permissible form of plan termination under ERISA,” the high court said in a decision written by Justice Antonin Scalia.


Filed by Pensions & Investments, a sister publication of Workforce Management. To comment, e-mail editors@workforce.com.

Posted on June 8, 2007July 10, 2018

Gutierrez, Chertoff Express Optimism About Immigration Bill

One day after the Senate halted debate on a comprehensive immigration reform bill, President Bush’s two leading surrogates for the measure—Secretary of Commerce Carlos Gutierrez and Secretary of Homeland Security Michael Chertoff—expressed optimism that it would be revived and approved.


At a Friday, June 8, media briefing at the Commerce Department, Chertoff also addressed concerns that the human resources community has outlined about the employment verification provisions of the bill. He said the legislation would improve current law by giving his department access to Social Security databases.


The bill failed to garner enough votes June 7 to end Senate debate. For now, Senate Majority Leader Harry Reid has pulled the measure off of the Senate calendar, but he has not killed the bill.


In its current form, it is drawing opposition from a group of HR organizations, led by the Society for Human Resource Management and the HR Policy Association, that says the government’s trial electronic verification system, known as Basic Pilot, is flawed.


“Reliance on the current Basic Pilot—as mandated in the Senate immigration bill—is destined to fail and will not be support by employers,” the HR Initiative for a Legal Workforce wrote in a June 4 letter to senators.


U.S. employers within 18 months of congressional approval of immigration reform. That requirement is part of the Senate bill. Such improvements would cost hundreds of millions of dollars.


Another major criticism of Basic Pilot is that it cannot detect identity fraud. In December, U.S. officials raided six Swift & Co. meat processing plants, arresting more than 1,200 employees on charges of illegal immigration.


Swift uses Basic Pilot but that did not prevent the company from employing ineligible workers who stole legitimate American identities. Swift says the raid cost it $30 million.


Chertoff said the Senate bill gives his agency the ability to fight the kind of identity fraud that roiled Swift. Specifically, it allows DHS to access Social Security databases to determine whether the same number is being used by multiple workers.


“We [would] have the ability to take the next step, which is to be able to verify that the identity is real,” Chertoff said. “That’s an example of the kind of tool we can’t currently use by law, and we to change it. That’s part of this bill.”


He also asserted that Basic Pilot has the wherewithal to handle all U.S. employers.


“It can be ramped up because it’s underutilized,” he said.


But the HR organization is advocating that employers not be limited to Basic Pilot for verification. One option is for companies to use an overhauled Basic Pilot that operates from cleaned-up government databases.


The other choice would be an alternative electronic system based on advanced technology, additional background checks and the voluntary use of biometric information stored with government-certified vendors.


Chertoff and Gutierrez stressed that the Senate bill represents a substantial advance in verification policy because it limits the number of identification documents that can be used and mandates the development of tamper-proof Social Security cards.


Both stressed that reforming immigration policy is urgent.


“You always [have to] ask yourself, what’s the alternative?” Chertoff said. “The alternative is going to highly inconsistent local and state laws that will attempt to address this problem because we have not addressed it nationally.”


But resistance in Congress is high. Conservative Republicans have decried provisions of the Senate bill that offer a path to legalization—albeit it one laden with fines and other requirements—and members of both parties have criticized guest worker and family reunification aspects.


“The amnesty bill’s defeat is a victory for American workers, legal immigrants and the rule of law,” Rep. Lamar Smith, R-Texas and the highest ranking Republican on the House Judiciary Committee, said in a statement. “The American people want secure borders, not amnesty.”


Gutierrez countered that the bill does not endorse amnesty.


“This is not an unconditional pardon,” he said. “This is a very hard-earned path.”


Reid and other Democrats claimed that Republican senators were trying to choke the Senate bill to death with amendments over the course of that chamber’s two-week debate.


In a statement June 8, Reid said that he would bring the bill back to the Senate floor “as soon as enough Republicans are ready to join us in moving forward on a bill to fix our broken immigration system.”


Gutierrez and Chertoff are in the midst of a fierce lobbying campaign to bring more senators on board and to reach out to business, church and Hispanic groups to build momentum.


“The president is 100 percent behind this,” Gutierrez said. “We have bipartisan support and we are as encouraged as ever. We are going full speed ahead to try to get the bill back on the floor.”


He argued that the bill is vital for national security and economic security.


“We cannot grow the economy without immigrants,” Gutierrez said, citing employment demands in many sectors coupled with a declining U.S. population. “It is a demographic reality; it is a mathematical reality.”


Chertoff said the political reality on Capitol Hill is that the Senate is close to approving an immigration bill.


“If it takes a couple more days, so be it,” he said. “As time has passed, there’s a greater receptivity to it. This is crunch time in the debate.”


—Mark Schoeff Jr.



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Posted on June 8, 2007July 10, 2018

Dear Workforce What Should the Mandate Be for Our New Competency Development Unit

Dear Results-Oriented:



Creating a new unit specifically for competency development suggests the scope or impact of this unit applies to most, if not all, of the positions in the company and involves the development of both hiring and training systems that focus on the job’s key accountabilities. For that reason, I’ll argue the primary mandate is to articulate and otherwise ensure a solid foundation is defined for each job–that is, to identify the key accountabilities in the job and the related competencies required to deliver on those key accountabilities. Once that is accomplished, this unit should put in place hiring and training systems to deliver the most important competencies in the job, and to manage the development of competencies across the organization.

Developing competencies within the organization can occur in two ways: 1) hiring the needed competencies or 2) training for the needed competencies. Both are methods that result in more of a given competency. Neither of these tasks needs to be owned by the competency-development unit. Rather, they should be owned by the individual business units or departments.

By some standards, building a competency development unit might be considered a huge undertaking requiring a large budget. But best-practice methodologies and technology make revealing key accountabilities in a job, and identifying the required competencies, much simpler and less expensive than ever before. These advancements also are empowering department managers to drive this process and use the results effectively, eliminating the need for this new unit to perform all of the required tasks. If the new unit wants to hit a grand slam in short order, it must consider how to balance high production levels, high-quality results with total stakeholder acceptance—none of which can happen without involving stakeholders.

A high level of production suggests competency development for every position occurs not in years, but in one to two months, regardless of how many positions need to be profiled and studied. It also suggests putting more effort into selecting off-the-shelf training modules. The level of quality suggests the end results of each job study must be valid and reliable, and that training and development programs must be focused on development of the right competencies for each employee. That requires the ability to quickly compare the talents required in the job with the talent of the person in the job. You will also want a solution that managers and employees will accept and embrace. The best measure of stakeholder acceptance is when managers demand more of it. That only happens when they feel the program delivers results as defined by them, isn’t expensive, and is easy to understand and use without an interpreter.

To summarize, the primary mandate of your competency development unit is to:

1. Create and communicate to stakeholders a solid strategy for developing and documenting the key accountabilities of each job, including measures of success.

2. Empower managers and high-performing incumbents to identify the key accountabilities. Use the key accountabilities as the reference point for stakeholders to identify the most important competencies required in the job (online job profiling tools allow stakeholders to identify the key competencies in a manner of minutes).

3. Implement job-talent assessment tools that identify gaps in competencies.

4. Implement work processes that assess applicants early in the hiring process to reveal “best fit” candidates quickly and to expedite the recruitment of high potential candidates.

5. For the most popular competencies—those found across jobs throughout the organization such as a set of management or leadership competencies—develop internally delivered training programs (purchase off-the-shelf programs where possible) or contract with training/consulting firms to deliver the program on a regular basis at your locations.

6. For unique or not-so-popular competencies, provide guidance to department managers on the most cost-effective training and development alternatives. Many times, competency development requires nothing more than correctly identifying the competency, correctly assessing the level of the competency within the organization, and providing some basic strategies for developing skills in the competency.

For a list of competencies used to identify job requirements and talent, go to http://www.nielsongroup.com/articles/list_of_competencies.pdf. For an article on how to develop key accountabilities in the job, go to http://www.nielsongroup.com/articles/laying_the_foundation.pdf.

SOURCE: Carl Nielson, principal, the Nielson Group, Dallas, June 26, 2006.

LEARN MORE: Please read about 31 core competencies that most employers seek.

The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

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Dear Workforce Newsletter
Posted on June 8, 2007July 10, 2018

Comprehensive Immigration Reform Stalls in Senate


Even if comprehensive immigration reform survives in the Senate—an outcome that was significantly set back on Thursday, June 7—the employment verification dimension of the bill is deeply flawed, according to human resource advocates who were making their case on the other side of Capitol Hill.


The fate of the bill in the Senate is now uncertain after a vote to end debate on the legislation failed 50-45 on Thursday night. Efforts earlier in the day to invoke what is called cloture also failed. If cloture is achieved, which requires 60 votes, then the Senate would move on to a final vote on the legislation.


The chamber had been debating comprehensive immigration reform for the past two weeks of the legislative calendar and had voted on more than 40 amendments to the controversial measure.


Senate Majority Leader Harry Reid, D-Nevada, took the bill off the Senate calendar, but he indicated that it is not dead.


“I have every desire to complete this legislation,” Reid said on the Senate floor after the vote. “We all have to work—the president included—to figure out a way to get this bill passed.”


Senate Minority Leader Mitch McConnell, R-Kentucky, was not throwing in the towel.


“I think we are within a few days of getting to the end of what many would applaud as an important bipartisan accomplishment of this Congress,” he said in a floor speech.


McConnell asserted that more Republicans would agree to vote on final immigration legislation after they had a chance to offer more amendments. On the final cloture vote, 38 Republicans and 11 Democrats voted to continue debate, while 37 Democrats and seven Republicans voted to move to final passage.


Earlier in the day, Reid and other Democrats blamed Republicans for trying to kill the bill by choking it to death with amendments. Reid challenged President Bush to get more Republicans behind the bill, which was put together in large part by the White House.


“This year’s bill is not a Democratic bill,” Reid said during media availability in his Capitol Hill office. “This is the president’s bill. We are helping him. He can’t help himself. It can’t pass unless we get significant Republican support.”


But even if it does pass the Senate, the HR community says the employment verification aspects of the bill would cause serious problems in the workplace.


The Senate bill would require all employers to sign up for an electronic employment verification system known as Basic Pilot, which is now being used voluntarily by 16,000 companies.


Under the Web-based system, an applicant’s documents are checked against Social Security and Department of Homeland Security databases. If the Senate bill becomes law, employers would be required to verify all new hires within 18 months after enactment of the immigration bill and all employees within three years.

At a June 7 hearing of the House Ways & Means Subcommittee on Social Security, HR advocates testified that the Basic Pilot system, which has a nonconfirmation rate of 8 percent, is inadequate in its current form to handle all 7 million U.S. employers.


With an estimated 50 million people changing jobs each year, the Basic Pilot system could produce nonconfirmations for upwards of 4 million. Some of the rejections, however, would be for people who are not eligible for U.S. jobs.


“If they don’t do this in a thoughtful way, it will create gridlock in the employment process in this country,” Sue Meisinger, president and CEO of the Society for Human Resource Management, said in an interview during a break in the hearing.


Her organization is leading the HR Initiative for a Legal Workforce, which criticizes Basic Pilot for being unable to detect identity fraud. The group is calling for the government to clean up its databases before mandating that all employers use the system.


In addition, the initiative is proposing employers be given a separate option to sign up for “a secure electronic employment verification system that would verify identity through the use of state-of-the-art technology, additional background checks and the voluntary use of biometric enrollment conducted  by government-certified private vendors,” according to a June 4 letter to senators.


At the House hearing, members of both parties expressed misgivings about the ability of the government to upgrade Basic Pilot to accommodate all U.S. employers. A Social Security official at the hearing estimated that the cost could be about $370 million annually for management and compliance work.


“We think that’s doable with the appropriate funding at the beginning of each year,” said Frederick Streckewald, an assistant deputy commissioner of the Social Security Administration.


Several members of the subcommittee were nonplussed.


“The word fiasco comes to my mind,” said Rep. Paul Ryan, R-Wisconsin.


Rep. Kevin Brady, R-Texas, said, “It’s like standing an elephant on a toothpick.”


Meisinger stressed that a verification system must work efficiently and effectively because one is certain to be part of any final immigration legislation.


“Verification is the linchpin of really, truly reforming the immigration system,” she testified. “This is a debate about workplace management that impacts all employers and employees, not just those who are foreign-born. We cannot have HR—and we should not have HR—be America’s surrogate border control agents.”


Even if the Senate passes a bill soon, the process has a long way to go, as House leaders have not yet formulated their own legislation.


The HR community will make its case at each step along the way. “We’ll work even harder in the House … and when they go to conference to get the issues addressed,” Meisinger said.


—Mark Schoeff Jr.


Read more about immigration reform.


Click here to comment on this story.


 

Posted on June 8, 2007July 10, 2018

Not All Turnover Is Equal

Measuring and reporting turnover might seem simple, but that is because most organizations report only on aggregate turnover, a generic measure that can be very misleading. While aggregate turnover adequately shows the number of positions vacated, it does not account for some turnover being positive, some negative and some catastrophic.


Failing to recognize that some turnover is desirable and cause for celebration while other turnover is catastrophic and cause for punishment sends the wrong message to managers. Organizations that hold managers accountable for turnover based on a basic measure may be doing more harm than good by encouraging managers to resist terminating employees who no longer provide value to the organization out of fear that they may not realize their full bonus potential.


Traditional measures of turnover count every separation equally, regardless of the performance of the individual, so bottom performers leaving count the same as the loss of a superstar. This is a ridiculous notion, as most seasoned managers fully understand that a bottom performer may actually be a liability to the organization while a superstar can deliver as much as 300 times the productivity of an average employee.


Instead, try measuring and reporting “performance turnover.” This measure starts with the premise that all employees are not equal and the loss of a high performer is much more damaging than the loss of a low performer.


The first step is to determine the weight that should be assigned to losing a top performer. Start with the assumption that losing a high-performing employee is three times as bad as losing an average-performing employee. Losing a bottom performer should carry either no weight or, in extreme cases, a negative weight.


The second step involves doing the actual calculations, where the number of top-performing employees that are exiting would be multiplied by three (to increase their importance), the number of midrange employees exiting would be multiplied by one (to show their neutral importance) and the number of bottom-performing employees exiting would be multiplied by zero (to show that their leaving shouldn’t count against a manager’s turnover statistics). Below are three examples to illustrate the difference between the traditional calculation and the performance-turnover calculation.


Example 1
Performance rating No. who leftTurnover score
Not applicable 33
Total 33
Example 2
Performance ratingWeighing factorNo. who leftTurnover score
Top339
Midrange100
Bottom000
Total—39
Example 3
Performance ratingWeighing factorNo. who leftTurnover score
Top300
Midrange100
Bottom030
Total—30

Traditional turnover calculations, illustrated in Example 1, don’t put any weight on employee performance ratings, so turnover scores would be exactly the same as the number of employees who left.


Example 2 shows “bad” turnover, assuming three top performers left. Example 3 shows “good” turnover, assuming three bottom performers left. In all cases, three employees left, but the performance-turnover numbers tell a different story. High-performer turnover was a 9, indicating a big problem. Low-performer turnover was 0, indicating a small problem. The traditional calculation was 3, giving no indication of the magnitude of the problem. The six-point spread in the manager’s scores clearly demonstrates the difference between performance turnover and the traditional turnover calculation. The performance turnover scores would be calculated monthly and then distributed in a report to all managers that listed each manager’s performance turnover from best to worst.


Reporting performance turnover sends a much clearer message to line managers and more adequately assesses the impact of turnover to the organization. To expand on this concept, organizations that categorize positions as high-impact, mission-critical and supporting could add an additional weighting factor for the position being vacated. Whatever method you pursue, I highly recommend converting turnover into an estimated dollar impact, a measure of the damage realized by the organization that includes lost productivity and administrative costs as a result of turnover.


Workforce Management, May 21, 2007, p. 42 — Subscribe Now!

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