Assess the Cost Impact of Health Care Reform
Evaluate your cost of keeping versus dropping coverage using CLC Benefits’ proven decision formula.

Organizations, specifically HR and Finance executives, must prepare for a dynamic new health care landscape.

They need to adjust their current health care practices to ensure compliance, and re-assess their current benefits offerings for enrollees and their dependents to maximize returns in employee engagement and retention.

CLC Benefits has developed a framework for determining and comparing the cost of keeping versus dropping coverage*. It accounts for both tangible and intangible employee costs, the penalty for dropping coverage, and the cost of providing new benefits to retain employee value.

The framework includes a model of health care costs beyond 2014 and up-to-date data on the value employees place on different benefits elements, enabling organizations to make data-driven decisions about short-term and long-term benefits plan design.

* As well as a spectrum of options in between.

Health Care Costs Increasing, With or Without Reform

¹ Assumes annual increase of 8.8% based on average of 2006-2010.

² For an average organization; rough analysis assuming: individual plan value (including health spending accounts, supplemental coverage) $6,535, family plan value $15,474, 50% of those eligible for federal subsidy take it.

Source: 2010 Segal Health Plan Cost Trend Survey, Kaiser family foundation, actuarial analysis, CLC Benefits analysis.

Will You Cover or Will You Drop?

Source: CLC Benefits analysis.