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EMPLOYMENT AND BENEFIT NEWS
Wal-Mart Still Tops State Health Care Subsidy List
Seattle – December 8 - Two state surveys show Wal-Mart still ranks number one in Washington State for the number of employees using public health care programs, even though it is not one of the state’s largest employers.An analysis of the report by Seattle’s Center for a Changing Workforce projected the total cost to taxpayers at $18.2 million for 2006, including both state and federal tax dollars, based on state survey reports released this month.
The January and June 2006 surveys by the Health Care Authority and the Department of Social and Health Services counted 3,194 Wal-Mart employees either enrolled in Medicaid or the Basic Health Plan (BHP), or with enrolled dependents. There were an additional 2,943 dependents enrolled. The agencies placed the total cost to taxpayers at more than $1.5 million per month, based on 2006 budget figures.
While Wal-Mart is once again the largest beneficiary from state health care programs, it is not the largest employer in the state. Boeing, Microsoft, Safeway, and Kroger each have more employees, but all four of the largest employers combined have fewer employees using public health care programs than Wal-Mart.
The cost of Wal-Mart’s Washington State taxpayer health care subsidies for 2006 exceeds:
• The combined cost of health care subsidies to all of its major discount store competitors: Home Depot, Costco, Sears, K-Mart, and Target.
• The combined cost of health care subsidies to all of its major grocery store competitors: Safeway, Fred Meyer, Albertsons, QFC, and Haggens.
New "Affordable" Tennessee Health Plan: No Hospital Care?
November 6 - Cover Tennessee, a new basic health plan recently signed into law by Tennessee Gov. Phil Bredesen, is unlikely to cover most hospitalization bills, according to a survey of insurers.Tennessee was one of the first states to expand Medicaid to cover a large percentage of the state's uninsured during the 1990's, but recent budget cuts under the Bredesen administration decimated the TennCare program. This year Bredesen promoted Cover Tennessee as a replacement for the TennCare program, and as a solution for the Tennessee's growing uninsured problem.
Cover Tennessee would feature $150 a month premiums, divided equally among employers, employees, and the state. In a recent survey of insurers, who are responsible for setting benefit levels, some insurers suggested that the plan be limited to checkups and routine care, not catastrophic and hospitalization coverage.
Cigna Healthcare commented, "With a limited-benefit program, offering valuable inpatient benefits is difficult," because inpatient claims are more expensive than outpatient. Another insurer, HCA's Tri-Star Health System, was noncommital--"we don't know what kind of hospital coverage it's going to include."
As health care costs increase, insurers are promoting limited-benefit plans as a low or no-cost option to employers and state officials anxious to reduce the cost of low-wage employee health care.
Staffing Firm Defaults on R. I. State Employee Permatemp Payroll
October 19 - A California staffing firm that payrolled hundreds of permatemp employees for the state of Rhode Island defaulted on payroll in September, leaving 360 employees without pay for more than a week.The payroll default happened when a creditor seized bank accounts of the staffing firm, DataLogic Consulting, after DataLogic defaulted on a $3.25 million loan, according to a recent story in the Providence Journal.
The incident provides a look at a little-known trend of state and local governments following the example of large private employers who pay some employees through staffing firms to reduce personnel costs. State laws usually require that all long-term state employees receive benefits, so state governments pay workers through a third party to create the fiction that these "contract workers" are someone else's employees.
Rhode Island was paying DataLogic a 17% markup on wages for the payrolling service. The Rhode Island permatemp employees, labeled as contract workers, do not receive benefits, including health care, retirement, or paid vacation, sick leave, or holidays. After the default, Rhode Island signed a new payrolling contract with Smart Staffing with a 22% markup, again with no benefits.
Illinois Takes Action Against Medical Discount Cards
October 2 - Illinois Attorney General Lisa Madigan has announced a settlement in a lawsuit against Texas-based International Association of Benefits (IAB) for deceptively marketing medical discount cards as health insurance.According to Madigan, IAB was advertising the discount cards as "affordable health care," "health care for the entire family only $89.95 per month," and "PPO Hospital Network," terms which most consumers associate with health insurance. Consumers were lead into believing they were purchasing health insurance, when in fact they were only buying discounts on services at select medical providers. With full coverage family health insurance too expensive for most families to purchase, and fewer employers offering affordable insurance, many families are signing up for "discount" medical products which leave them at a high risk for medical bankruptcy. Consumers who purchased IAB's discount plans have until February 2007 to file a complaints with the Illinois Attorney General's Health Care Bureau and seek refunds.
Another Employee Leasing Exec Convicted
September 15 - A federal court jury in Jacksonville, Florida, returned a guilty verdict on each of 23 counts of an indictment against staffing executive Tom King for mail fraud, wire fraud and money laundering. The verdict came after the jury deliberated for one day after a three week trial.King was the president and majority owner of MiraLink Group, Inc., one of the largest employee leasing companies in Florida. In February, 2002, after insurer CNA cancelled MiraLink's workers' compensation policy, King began using sham insurance from Regency Insurance of the West Indies, a non-existent insurance company allegedly created by Tom Brown and others while Brown was employed by Stat-Care in California. MiraLink continued to use the Regency insurance until the State of Florida issued a Stop Work Order to MiraLink in June, 2002. Even after the Stop Work Order, King moved his employees to another office and continued to operate his business. The government's witnesses included Tom Brown, who had pled guilty to mail fraud, wire fraud and money laundering; Mike McCafferty, the former head of TTC of Illinois, Inc., one of the largest employee leasing companies in the country, who also had pled guilty to fraud for using Regency Insurance; and many victim/employees who had been left with large medical bills because they had no insurance.
Former employee Jerry Jacobs testified that the salespersons for MiraLink referred to the insurance amongst themselves as "Phantom Regency." In the months before his company was closed, King purchased a diamond engagement ring, a boat and a Hummer and went on a three-week vacation to the Bahamas. The prosecutors, Assistant U.S. Attorneys Mark Devereaux and Susan Raab, also brought forfeiture counts in this case and in two related cases which should provide a fund of several million dollars to compensate injured workers and their families. Regency "insurance" was sold by at least nine employee leasing companies in 34 states in 2001 and 2002. King faces a possible sentence of 19 years in prison. Any worker who was left with unpaid workers' compensation claims from Regency Insurance may contact attorney Lynn Szymoniak in Boca Raton, Florida, or the U.S. Attorney's office in Jacksonville, Florida.
Will Cutting Benefits and Wages Save Employers?
September 8 - The authors of a new book on the future of work in America says the common American business approach of cutting wages and benefits, and outsourcing other jobs overseas may be short-sighted for many U.S. employers.In The New American Workplace, Edward Lawler and James O'Toole, who co-authored the well-known 1973 study Work in America, say local businesses and large manufacturing companies are being replaced by emerging types of organizations, Lawler explained. “Low-cost operators take advantage of a lack of requirement to offer health care and a living wage. Global competitors move people and work around to secure the lowest costs, and offer no employment guarantees. Both these business models frequently lead to low productivity, poor performance and job loss.”
Lawler says the successful companies of the future will be "high-involvement" companies, providing employees with interesting work, participation in management, and a policy emphasizing fewer layoffs. These traits are necessary to survive in a constantly-changing global economy.
“Overall, U.S. workers are better paid than they were 30 years ago,” Lawler said, “but the well-educated sector of the workforce accounts for most of the gains. One of the biggest challenges we face is how to pay the relatively unskilled, less-educated workers in order to close the wage gaps and provide them with a living wage.”
While many workers have more employment choices, Lawler says, most American workers face greater risk on health care, retirement, and job security.
Lawler and O'Toole's research was funded by the Society for Human Resource Management (SRHM), which has more information on the book at their website, www.shrm.org.
Number of Workers With Health Insurance Drops Again
September 6 - Health insurance coverage for workers dropped to 55.9% in 2004, according to the latest State of Working America 2006/07 report from the Washington, DC-based Economic Policy Institute (EPI). The number is a significant drop from 2000, when coverage declined for the first time below 60% (58.9%).The EPI analysis also found that employees now pay an average of 22% of the cost of employment-based health insurance, a new high. "We estimate that this shift in cost-sharing caused employees to pay half of the growth of health insurance premiums from 1992 to 2005," said EPI's Lawrence Mischel in the Economic Snapshot released on August 16. Mischel adds that this shift in health insurance premium costs does not include the cost os of additional employee-paid co-pays, co-insurance, and deductibles.
Census Finds "Nonemployer" Businesses 70% of Total and Growing
August 11 - There are now over 19 million businesses without "employees" in the U.S. That's more than 70 percent of all businesses, according to a recent report from the U.S. Census Bureau using 2004 data. The Census report said these businesses grew 5% in 2004. Among the fastest growing are building finishing contractors (22%), Internet service providers (19%), and nail salons (15%).While many of these firms are truely single employee businesses, how do you run a telephone call center (11,500 nationally claimed to have no employees), or an amusement park (5,700 reported no employees) without employees? There is substantial evidence of "mislabeling" of employees as "independent contractors," according to the IRS and academic studies. Some of the biggest violators: construction contractors, delivery firms, janitorial firms, and farm labor contractors. Some major janitorial firms label employees as a "franchisees," even though each franchisee cleans only one floor of an office building under supervision.
There are many reasons for employers to label workers as "nonemployees." Employers not only save costs of voluntary benefits such as health insurance and retirement, but legally-required benefits such as unemployment and workers' compensation. See the Independent Contractor page for more information.
CIGNA Buys Top Seller of Substandard Insurance
July 6 - CIGNA, one of the nation's largest insurance companies, has purchased Star HRG, the largest seller of substandard "limited benefit" health insurance policies. StarHRG's Starbridge insurance, is offered to employees of over 1,000 low-wage service and retail employers, including Wal-Mart, Target, Circle K Convenience Stores, and Papa Gino's Pizza.The recent decision by Massachusetts-based Friendly's Restaurants to replace regular health insurance coverage with Starbridge brought criticism from many elected officials and health advocates. Starbridge insurance typically covers only $1,000 per year of health care expenses, with 100% of the cost paid by employees.
Limited benefit insurance is considered highly profitable for both insurer and sales agents, with sales in 2005 growing 13% over the previous year, according to Eastbridge Consulting. The sale of StarHRG follows the sale of another top limited benefit insurer, Strategic Resources (SRC), to Aetna. Eastbridge predicts that the growing use of HSAs and other high-deductible health insurance plans offered by employers will lead to more growth for limited benefit and other substandard health insurance products as employees attempt to fill growing gaps in coverage.
Health Care Pricing:
Another Reason Why Consumer-Directed Health Care Won't Work
June 15 - A popular industry solution for the health insurance crisis is "consumer-directed" health care (CDHC), which sounds like a great idea. But like many other great ideas, the concept bears little relation to the real world. CDHC means employees get a high-deductible health insurance plan, which sometimes can include a Health Savings Account (HSA). The idea is that if consumers have more "skin in the game," to use the current terminology for paying more out-of-pocket, they will pay more attention to the cost of medical care, shop around, and use health care more frugally.Two recent articles highlight a few of the many problems with CDHC. In a recent Forbes.com story (6/7/06), writer Hannah Clark details just how impossible it is for consumers to obtain price information on medical procedures. Few insurers offer consumers any price comparison information, she says, and the few that do only provide prices for a few procedures. "Consumers buy health care in bundles, not a la carte," Clark says. "It's nice to know that a doctor charges $61.43 for an office visit, but the actual cost could vary widely, depending on the services performed." According to Clark, that's the reason why some insurers, including CIGNA, have no plans to provide price information for physicians.
In a recent HealthLeadersMedia.com story (5/24/06), California hospital exec Barry Arbuckle throws up a warning flag about the exploding costs for medical devices, another element of health care that consumers have no control over. Arbuckle details markups of 1,100 to 1,500% for screws and plates that cost manufacturers little to produce. "Medical device costs remain largely invisible to the patient. Moreover, many of the checks and balances that govern pharmaceuticals (and other medical costs) don't affect the medical device manufacturers, especially the introduction of new products. The problem is twofold," according to Arbuckle, "inappropriate utilization and outrageous product cost."
All in all, the idea that a person facing a medical emergency (medical emergency episodes account for most health care spending) is going to be able to shop around for doctors, hospitals, procedures, devices and pharmaceuticals seems pretty far fetched. But that's the theory behind CDHC.
CFCW Report Concludes NY Health Care Bill Will Add Jobs
May 19 - A new CFCW report concludes a proposed New York "fair share" health insurance law will add between 7,000 and 38,000 net new jobs in New York State.The New York Fair Share for Health Care Act (FSHC) requires most large employers to provide affordable, comprehensive coverage, or pay into a state fund to cover the health costs of their uninsured employees.
To assess the employment impact of the FSHC, CFCW reviewed recent economic literature on employment and health insurance, and used several methods to develop a balanced estimate of possible positive and negative employment impacts.
Additional employment will come from $4.6 billion to $6.5 billion in new health care spending under the legislation. The impact of new health care spending on New York jobs is positive because health care spending is predominantly local and labor intensive. The report estimates a range of new employment of 38,000 to 53,000 new jobs.
At the same time, there are smaller potential negative impacts from employers choosing to cut employment rather than provide health insurance for some low-wage workers. The report uses economic analysis to estimate the size of this employment loss, about three percent of the affected employment, or a range of 15,000 to 30,000 jobs.
A recent report critical of the FSHC, sponsored by the fast food industry, suffers from unrealistic assumptions on employment loss, and makes no attempt to measure the positive employment impacts of legislation that will lead to a increase in health care spending.
To download a PDF copy of the report, click on the link, New York Fair Share Report.
Southern California Public Permatemps Closer to Success
May 4 - A California Superior Court Judge recently gave tentative approval to a $35 million settlement in a class action suit filed in 1997 on behalf of over 3,900 employees who were labeled as “district temporary,” “agency temporary,” and “consultant” workers by the Metropolitan Water District of Southern California (MWD).MWD paid some of the temporary workers directly; payrolled another group through staffing firms, and classified others as “consultants,” or independent contractors. In a 2004 decision, the California Supreme Court ruled that the MWD must comply with California public retirement system (CalPERS) rules requiring public employers to pay retirement for all “common law” employees, including many that the MWD had misclassified as temps or independent contractors. Separately, MWD and attorneys representing the employees worked out the $35 million settlement for the non-retirement portions of the case (covering health insurance, merit raises and paid leave) in 2005.
The retirement part of case is still in CalPERS administrative proceedings. MWD has agreed that 339 “temporary” employees should have been enrolled in CalPERS, but is contesting the rest of the 3,939 possible class members. Because MWD ignored CalPERS rulings dating back to 1944 on which employees must be enrolled, CalPERS has made an initial determination (for 100 employees) that MWD faces a penalty—it must pay both the employer and employees’ portion of retirement contributions for class members. MWD is appealing this decision as well. More information about the lawsuit can be found at www.c-blaw.com.
Tennessee leads in Temp Workers
April 27 - Tennessee leads the nation in the percentage of workers classified as temporary, according to a recent report by Staffing Industry Analysts. Tennessee has more than 2.8 percent temporary workers in its workforce, almost one-and-a-half times the national average, says the report, summarized in Contingent Workforce Strategies magazine.Tennessee also boasts the fastest-growing temporary work population in the nation, according to the report. Tennessee has a lot of "low-skilled to semi-skilled jobs like distribution and manufacturing," says Kelly McCreight, President of the Tennessee Staffing Association, quoted in the CWS story. Manufacturers include Toyota, Nissan, Saturn and Dell. While Saturn is a unionized employer with few temporary workers, Toyota's temporary workforce has been criticized, especially for the lack of access to health care for the company's temporary employees (Jonathan Weisman, Washington Post, October 11, 2004).
As the CWS story notes, "The political climate in Tennessee is helpful." Tennessee makes it harder for workers to unionize and the legislature has taken no action to restrict the use of temporary workers.
Wal-Mart Health Care Changes: One Small Step?
April 20 - Wal-Mart Vice President Susan Chambers announced minor changes in the company's Associates Health Care plan this week, following six months of criticism of the company's offerings (See related CFCW report: Wal-Mart and Health Care, Condition:Critical).The company reduced the waiting period for part-time workers (defined as less than 34 hours per week) from two years to one year, and will allow coverage of dependents of part-time workers for the first time. The company also reduced co-pays for certain prescription drugs. Company critics were underwhelmed. "This is what's so cruel: They're basically expanding health care coverage to workers who can't afford it because their pay is so poor and the health care deductibles are so high," commented Chris Kofinis, of WakeUp Wal-Mart, a group backed by the United Food and Commercial Workers.
The changes do not address the main criticisms of Wal-Mart's health insurance made last fall--that the company's most affordable plans have very high deductibles and out-of-pocket limits, given low average company wages, making employees on the plan "underinsured."
More Employers Shifting to “Mini-Meds”
April 4 - The recent announcement in Boston that Friendly’s Restaurants is replacing its health insurance with a $2,000 limited benefit insurance plan was not good news to full-time employees at the company’s 500 restaurants. “This is like going from a Cadillac to Volkswagen,” said one unnamed employee, according to the Boston Globe.But Friendly’s appears to be at the beginning of a wave of employers replacing health insurance with substandard coverage—coverage that begs the question: is the use of the word “insurance” still appropriate? Limited-benefit policies typically cover only $1,000-2,000 per year in total health care costs, leaving purchasers exposed to major financial risk in the event of any serious illness.
Other major employers now using limited-benefit insurance include to cover at least part of their workforce include Wal-Mart, Target, Sears/Kmart, McDonalds, Regis Hair Salons, Jack-in-the-Box, General Electric, IBM, and many staffing companies. The plans appeal to employers because they are usually 100%-employee-paid, thus eliminating a major cost for employers. The HR Policy Association, a large employer group, is rolling out limited benefit insurance this year through ten major employers, including Avon and Sears.
As state governments and Congress consider health insurance reforms, “limited” insurance options are becoming popular with lawmakers unwilling to require employers to cover uninsured workers or raise taxes. Recent state proposals in Tennessee, Massachusetts, and Arkansas (see story below), and the Health Insurance Marketplace Modernization and Affordability Act (HIMMA) considered this spring by the US Senate, all include scaled-down health insurance or allow employers to offer such plans.
New Workforce Study Points to Hidden Uninsured
Seattle - The number of uninsured Americans may be greater than the commonly reported figure of 46 million, according to a study released in December by the Center for a Changing Workforce and the Iowa Policy Project (IPP).The study, “Nonstandard Jobs, Substandard Benefits,” was completed with funding from the U.S. Department of Labor and Commonwealth Fund.
In a household survey of fringe benefits available to U.S. workers in part-time, temporary, contract and on-call positions, the authors found that medical discount cards were commonly mistaken for health insurance. It also found that such “nonstandard” jobs provide few fringe benefits such as health insurance.
The study suggests that the official government survey tracking health insurance coverage nationwide understates the number of Americans without health insurance. That survey fails to identify individuals who report having insurance but in fact possess only a medical discount card.
Discount cards, as opposed to health insurance policies, offer very limited benefits and consumers are responsible for paying all claims and the full cost of services up front.
“If the government’s survey on health insurance coverage is going to remain relevant, they must find a way to include questions about new types of health insurance and non-insurance products,” said Peter Fisher, research director of the IPP. Fisher co-authored the report with Elaine Ditsler and Colin Gordon of the IPP and David West of the Center for a Changing Workforce in Seattle.
“The report also shines a new light on America’s hidden ‘permatemp’ workforce — employees who are labeled as ‘temps’ and ‘contractors,’ but who work year-round without benefits,” said David West. The study estimates a minimum of 3.3 million “permatemps” working in America—long-term workers misclassified as temps, contract workers and independent contractors.
“Some employers who hire large numbers of part-time workers (Wal-Mart alone has over 300,000 part-time workers) without affordable insurance are effectively shifting the burden to other employers,” said West. “Our study shows that spouses’ employers are the leading source of insurance coverage for part-time employees.
With about 1 in 4 workers in a nonstandard job, nonstandard work has contributed to the decline in job-based health insurance and the increasing numbers of uninsured Americans since 2000, the survey found.
Among findings of the report:
* Almost 1 in 5 nonstandard workers had a medical discount card and no health insurance. All but 1 percent of these workers mistakenly reported that their discount card was health insurance.
* Workers in nonstandard jobs are far less likely to have health insurance and other fringes than are workers in traditional work arrangements. About 1 in 4 nonstandard workers is completely uninsured compared with 12 percent of traditional, full-time workers. Without access to job-based health insurance or retirement plans, such workers face greater economic insecurity.
* About 74 percent of all standard workers had employer-provided health insurance in 2001, compared to just 21 percent of nonstandard workers. As a result, a much larger share of nonstandard workers — 39 percent vs. 11 percent — relied on a spouse or other family member for health insurance.
* Family members were three times more likely to be covered through the spouse’s job than through the nonstandard job.
* As part of the “working but uninsured” population, nonstandard workers pose a stark challenge for policy makers. Efforts to regulate employment-based health provision may miss or exclude workers in nonstandard jobs. Efforts to expand public coverage may encourage private employers to withdraw health insurance benefits. Policy makers must find a way to ensure affordable access to health insurance for all workers.
To download a PDF copy of the report,click on the link, Nonstandard Jobs, Substandard Benefits.
Wal-Mart's new healthcare plan goes from bad to worse
NEW REPORT: Wal-Mart and Health Care: Condition CriticalSEATTLE -- A study released in October 2005 reveals how Wal-Mart, the nation's leading retailer with over 1.3 million employees, is considering even less health care coverage for its employees as a cost-saving measure. A company memo, leaked to the New York Times and published today, provides a vivid backdrop for this new study revealing how Wal-Mart's new plans will wreak havoc on the lives of its workers.
Center for a Changing Workforce (CFCW), a Seattle nonprofit employment research and policy organization today releases Wal-Mart and Health Care: Condition Critical, a study showing how Wal-Mart health care plans, formulated to cut costs, will wreak havoc on the lives of company employees and will affect all workers as it serves as a universal model for any business looking to cut costs.
Today's New York Times report on the confidential memo (leaked by Wal-Mart Watch ) reveals the company's motives behind the new cost-saving cuts and admits the company's insurance is too expensive for workers. The memo also cites the large numbers of uninsured Wal-Mart workers on Medicaid.
"These Wal-Mart practices will spread like a virus and decimate what we know as health care coverage in America," said David L. West, executive director of Center for a Changing Workforce. "Hard working families, who deserve to be treated better, will be susceptible to its brand of deficient and defective health care coverage."
Center for a Changing Workforce's Wal-Mart and Health Care: Condition Critical examined the company's employee health insurance practices using the retailer's own documents and Federal Government filings. The report's main conclusions were:
- Wal-Mart provides health insurance to far fewer employees than the company claims.
- The average store employee on Wal-Mart's Associates Medical Plan is "underinsured," based on national standards.
- For Wal-Mart employees facing medical catastrophes, the company admits that bankruptcy is possible with Wal-Mart insurance: "On the Family Plan, an Associate must spend between 74 and 150 percent of household income on healthcare (approximately $13,000 to $27,000) before insurance takes over completely. Though few Associates reach this level of spending, those who do almost certainly end up declaring personal bankruptcy;"
- Bad coverage means Wal-Mart workers more are uninsured or forced to apply for Medicaid. Wal-Mart leads the nation among employers who are subsidized by taxpayers through their employees' use of Medicaid and similar programs. The company admits: Five percent of our Associates are on Medicaid compared to an average for national employers of four percent. Twenty-seven percent of Associates' children are on such programs, compared to a national average of 22 percent. In total, 46 percent of Associates' children are either on Medicaid or uninsured.
- Part-time Wal-Mart employees are required to work for two years before they qualify for company-provided insurance. Wal-Mart's waiting periods deny eligibility to over 300,000 employees.
- In 2006, Wal-Mart's new HSA benefit option won't help Wal-Mart's low-wage employees. The cheapest family plan has a $6,000 deductible and a $10,200 cap on out-of-pocket expenses, which is 60 percent of a Wal-Mart worker's average wage.
- By 2008, the company is proposing dumping older and sicker employees by switching all employees to Health Savings Accounts (HSA). The company says this move will get rid of high insurance "utilizers"- employees. The company admits the sickest 20 percent of its workforce would be worse off with HSAs.
- The company is also proposing adding hard physical work to store job descriptions, which less healthy employees may not be able to perform, raising questions about possible violations of the Americans with Disabilities Act (ADA).
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IPP/CFCW Report -- The Hidden Uninsured A recent report on the growth of the nonstandard workforce, and health insurance available to nonstandard workers, with new estimates on the number of the uninsured and the number of nonstandard workers with substandard health protection, including medical discount cards. CFCW Report -- Wal-Mart and Health Care: Condition Critical An indepth analysis of health insurance offered to Wal-Mart employees, the impact on employees and their families, and the future of health insurance for Wal-Mart employees. Internal Wal-Mart Memo on Health Insurance A confidential memo prepared in 2005 for the Wal-Mart Board of Directors on health insurance options for the company's workforce. One of the most insightful looks yet at how large, low-wage employers view their employees and health care. Are You a Permatemp? - Common Questions |
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