Employee health insurance, administration cost, qualitative aspects
Employee health insurance is a benefit provided based on the length of service, commitment, the position of the employee and the specifications of the scheme set by the employer. Employees of various US universities have a package that they are able to take advantage, of, however, the cost of administration and cover differs. The below research study would look at the different aspects of the price development and the benefits that are included in the health insurance scheme, to be able to determine the current trends and the most successful plans. The level of participation, services provided and eligibility would be examined by the research, and the primary sources would be the published costs by the institution.
However, there is a need for a secondary research project, as well, to determine the major issues of health insurance schemes, revealed by various authors. The cost of health insurance administration and management would be assessed separately, as various research studies have revealed an increase in consultants' and administration cost. (Woolhandler et al. 2003)
The cost will also be examined based on union membership and other important factors. The main hypothesis of the below study is that the cost of health care for union members would be lower than non-members. This statement would be proven used research of various similar sized universities' schemes and benefit structure, conditions and level of cover. The comparison of the schemes would be created using quantitative and qualitative aspects of research, where the level of cover would be the qualitative aspects and the price would be the quantitative measure of the study.
[...] The overview of the health insurance schemes is provided by Peterson et al. (2008), and the most important benefit for employees is determined as the tax treatment of health insurance contributions by employees. Once the contributions exceed the 7.5 percent of the taxable income, they become tax deductible. The authors also review the current status of the US health care, and conclude that the government's health care related tax expenditures were $473 per person in 2006. The demand for health insurance is also one of the major forces that are promoting the setup of these policies within organizations. [...]
[...] (1991) Health Insurance Alternatives. Benefits Quarterly, Second Quarter Sutton-Bell, N., Corbett, R., Lilly, C., Marshall, R. (1993) What States are Doing to Control Health Insurance Costs. Health Care, Benefits Quarterly, Fourth Quarter University of Richmond Human Resources - 2012 Health Insurance Comparison Chart. Online. http://hr.richmond.edu/employees/benefits/insurance/medical/comparison.html Sasso, A., Shah, M., Frogner, B. (2010) Health Savings Accounts and Health Care Spending Health Services Research 45:4 (August 2010) Shultz, J., Doorn, D. (2011) Employer health benefit costs and demand for part-time labour. Applied Economics Letters Solis, H. [...]
[...] Since the current study has only examined eleven higher education state institutions, there is a need for further research. The promotion of discussion and negotiation between unions and employers can only succeed if there is enough relevant data to support the initiatives. References Danis, M., Goold, S., Parise, C., Ginsburg, M. (2007) Enhancing employee capacity to prioritize health insurance benefits. Blackwell Publishing Enthoven, A. (2003) Employment-Based Health Insurance is Failing: Now What? Health Affairs web exclusive Kaiser Family Foundation, (2011) Annual Survey of Employer Health Benefits. Online. [...]
[...] The availability and direct cost of health insurance is affected by the higher take up rate of union membership. (Bychmeller et al p. 600) As unions are able to increase the spending on health benefits and administer the program, they have a beneficial effect on the overall system and employees' lives. One of the main results of the research concluded by the authors is that the”health benefits available for union workers increasingly are of higher quality or lower cost than those offered to non- union workers.” (p. [...]
[...] If yes, which one? b. Are there extra benefits provided for union members than non- members? c. Does the contribution level change based on union membership? d. How many universities offer an extension of benefits or reduced price among all of the organizations examined? e. Do unions contribute towards the development of the health insurance plan provided for employees? [...]
using our reader.