How do we approach the business of benefits design?
entire organization.
How do we target our benefits design?
absenteesim, and/or presenteeism.
restrictive networks, etc.).
How do we empower employees in the appropriate use of their benefits and in adopting appropriate health behaviors?
How do we engage our health plans in benefits design?
services, but also on high-value services.
If you have any questions regarding this checklist, or would like more information about any of the informaiton presented here, please use the space below and then press the submit button below.  Thank you.
Where Are You On The Journey?
The following checklist, taken from "Total Value, Total Retun: Seven Rules for Optimizing Employee Health Benefits for a Healthier and More Productive Workforce," will challenge you to examine how health-related benefits are designed and positioned within your orgainzation's human capital management strategy.  Check all that apply.
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3850 E.Baseline Rd., Ste. 121     Mesa, AZ     85206     ph 1.800.892.8826     fax 480.892.0927     services@gljinsurance.com
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We view health as a core value in our organization.
We see health benefits as a tool that provides value not only to employees, but also to customers and shareholders.
Health benefits are positioned not only as a way to manage direct health costs, but also as a way to invest in the health and productivity of our people, and therefore the health of our
When designing benefits, we take into account the health conditions that are the top drivers of direct health care costs in our organization.
We take into account the leading health risks of our employees and their dependents, both company-wide and for each company location.
We take into account the primary health-related interest of our workers, based on employee surveys.
Toward an understanding of total health care costs, we factor in the top drivers of at least one of these indirect costs of poor health: short-term disability, workers' compensation,
We are aware of the barriers that lmit employees' access to appropriate, effective medical treatment (e.g., unaffordable coinsurance levels, distance or language barriers,
We emphasize to employees their shared ownership in personal and organizational health.
Our workplace environment promotes a healthy (e.g., healthy cafeteria selections, smoke-free policy, fitness trail, other wellness programs, disease management programs).
We educate employees about how to communicate with their physicians and how to manage chronic illness or common medical self-care issues.
We design benefits to reduce, not create, barriers to effective treatments, especially preventive care or treatment for chronic illness.
We offer health screenings and/or health risk appraisals to employees in order to increase their personal health awareness and motivate them to choose healthy behaviors.
We offer incentives to employees for adopting healthy behaviors or accessing appropriate, effective treatment.
In discussions with health plans, we emphasize employee health and quality of care, including use of evidence-based treatment.  Thus, we are focusing not only on low cost
We interact with other local employers to develop and promote quality of care initiatives by health plans/providers.