With the end of daylight-saving time and the beginning of the holiday season comes another annual ritual—open enrollment and next year’s health insurance premium notice.
The 2008 quotes may break the bank, especially for smaller companies and those in states whose insurance regulators allow demographic rating—a technique that sets the rates based on the age and sex of employees.
That doesn’t mean, however, that you should immediately look at your work force and fire older employees or refuse to hire older applicants. The savings you net on health care costs may be dwarfed by the expense of defending the age discrimination lawsuit that will inevitably follow.
But there are steps employers can take to stem the health care cost hemorrhaging and keep out of court.
First, some background data: According to a recently released study by the Kaiser Family Foundation, a health care research organization, employers reported they ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Gather essential hiring records: Interviewers should take notes, HR should collect them
- Don't single out work force's sole member of a protected class
- Age discrimination alert: Beware using high training costs as excuse to deny promotion
- Go ahead and trim the tree--while keeping your party liability-free