According to the Centers for Disease Control and Prevention (CDC), chronic diseases account for 90% of healthcare costs, morbidity, and mortality. Today, more than ever, we need new tools to identify and address the underlying risks and health issues, specifically ways to increase health literacy and personalized care plans to reverse the chronic disease epidemic.

Health insurance carriers design health plans to transfer some of the risk (costs) to you through four insurance concepts: deductibles, co-insurances, co-pays, and out-of-pocket-maximums, yet most of us with insurance don’t really know what we have.

Take a look at three common myths in the health insurance industry, and what we can do differently to help our employees and our bottom lines.

Although human resources professionals are very familiar with these accounts, some employees may not understand how to distinguish between flexible spending accounts, health reimbursement arrangements, and health savings accounts.

Captives work for some employers but not for others. How can you be certain that you are making the right decision for your organization?

How can credit unions continue delivering robust and competitive employee benefits when the trajectory of healthcare costs is rising at such a steep pace? Here are three tips to help get us in the right direction.

A collaborative healthcare model is the best strategy for credit unions to combat rising medical insurance and employee benefit costs as insurance carriers continue profiting from a broken system.

Just as in the very collaborative spirit of the credit union movement itself, AHPs benefit from the strength and unity of their many combined employees.