Helping your employees manage Obamacare
If you follow me on twitter, you’ll see how passionate I am about politics.
As in, not at all.
My twitter priorities are trucks, beer and sports – although second and third place occasionally jockey for position.
I rank politics somewhere between Miley Cyrus and steroid usage in Major League Baseball.
But politics has that special way of worming its way into your life no matter how hard you try to ignore it. Especially when it infects your wallet.
I am one of the millions of Americans who – at least to some degree – will be negatively impacted by the Affordable Healthcare Act, or Obamacare as most know it. My insurance premiums, which I have purchased from the same private source for most of my adult life, will nearly triple Jan. 1, 2014.
That’s my problem, and I’ll deal with it.
But my problem isn’t unique. I got my “letter” last week. The letter basically said my disposable income was going to evaporate. I was angry and I was uncomfortable.
Right now, you have a building full of employees who probably feel the same way. It might not show, but beneath the surface they are likely churning. Sure, you pay them a fair wage. But many of them are about to lose a substantial portion of their “mad money” to higher insurance premiums, and they don’t even know why.
Tuesday, my congresswoman, Terri Sewell, arranged a town hall-type meeting on the Affordable Healthcare Act in my hometown, Demopolis, Ala. I stress arranged because she never actually showed up for it. But considering current governmental sentiment, that was probably a good thing.
I’m as anti-big government as the next guy, but let’s face it. Unless the Royal Family launches an impressive repossession effort, we’re stuck with what we’ve got. Our challenge is to make it work for us the best way possible, and belly-aching at the old-man-table at your local breakfast spot isn’t going to change anything.
Helping your employees navigate the waters of healthcare changes should be part of your business plan. Even if your company doesn’t offer health insurance, your people are worried and bad information is much easier to find than good information. If you do offer health insurance, odds are some of your employees still opt for private coverage and likely just got their “letter”.