CorpStrat News

Soaring Prescription Drug Costs

Riddle me this: What is $325 BILLION in size, nearly 2% of the GNP of USA, almost 10% of the total health expenditure of the USA, and growing at a rate of 6% a year? If you guessed prescription drug costs, you are right on the mark!

President Trump announced his plan to overhaul and address the spiraling and skyrocketing costs of prescription drugs, a problem that affects every consumer, young or old. While he stopped short of suggesting the government would regulate and negotiate directly with the industry, he did lay out a foundation that may bring some relief to consumers, in time.

The Costly Consequence

It’s a challenge to an industry that was overturned just 8 years ago, when the ACA mandated plan structure and eliminated plans that had narrow drug formularies, and limited consumer selection to generic drugs only.

The plan also stops short of seeking drastic changes to the health care industry that would more directly overhaul the costly path drugs take from development to Americans’ doorsteps.

Taken together, the administration’s strategy —which mixes new policy ideas with proposals already laid out in the White House’s 2019 budget request — reads as an ambitious attempt to alter a drug development and distribution system that both Republicans and Democrats have derided as too expensive and burdensome for patients.

While everyone on both sides of the political spectrum agree that the costs of drugs and the high-cost impact to the healthcare system is a problem, there is no consensus on “how” to address this problem and this plan leaves much room for clarity.

Public attention to pharmaceutical costs has risen in recent years, spurred by the steep price hikes some manufacturers have imposed for crucial drugs. In one of the highest-profile cases, Turing Pharmaceuticals hiked the price of its lifesaving drug, Daraprim by more than 5,000 percent in 2015 to $750. The company’s founder, Martin Shkreli, ultimately landed in jail on unrelated security fraud.

No More Modest Monthly Copays For Pricey Drugs

Under the copay accumulator programs introduced by some health plans in 2018, accumulator programs target specialty prescription drugs, which a manufacturer provides copayment assistance for. Accumulators shift a majority of drug costs on consumers and manufacturers.

Unlike conventional benefit plans, the manufacturer’s payments no longer count toward a patient’s deductible or out-of-pocket maximum. In turn, this will discourage the appropriate utilization of specialty treatmentsand many consumers won’t understand their new “benefit” plan.

Until market prices come down, consumers need to continue to be vigilant in purchasing, ask for lower cost alternatives, seek out discount programs, consider non-pharmaceutical approaches to their health, and work with their physicians / seek guidance on the most efficient way to obtain their drugs.

We understand that navigating the changes in health care can be challenging. CorpStrat will keep you appraised as the clarity of reform becomes available. Stay tuned…

How A Bill Could Dismantle California’s HealthCare System

 Healthcare and Insurance

Healthcare and Health Insurance are directly linked, both the subject of contentious debate, as the costs for healthcare and insurance continue to spiral at rates that are unsustainable.

No doubt, given the unlikely chance that anything further will come from Washington on a National level, states will attempt to force changes to try and improve the system.

So, Here’s The Rundown

California Assembly Bill 3087, introduced by Assemblyman Ash Kalra, D-San Jose, would create a government-run rate-setting process that would unilaterally cap payments to doctors, dentists, hospitals and other clinicians for the health care services they provide to people with commercial health insurance.

While we aren’t sure exactly HOW the state proposes to regulate the free market, nonetheless, there is interest and momentum to do something and so it’s an interesting bill to look at.

Because AB 3087 does nothing to address the underlying causes for rising health care costs, this legislation would mean that hospitals and doctors will be paid less, regardless of what it actually costs to provide care.

That is like telling your local coffee shop that you are only going to pay them $2 for a $3 cup of coffee. Just because you have decided to “pay” less doesn’t mean that the actual cost of that cup of coffee has dropped. The coffee shop would lose money since the price it charges includes not only the cost of the coffee itself but also the costs for labor, materials and rent.

The same would be true for hospitals if AB 3087 is enacted. The bill would not regulate the prices a hospital would pay for a new imaging equipment, medical devices or life-saving drugs. Nor would it solve the chronic payment shortfalls that plague the Medicare and Medi-Cal programs.

For more than two decades, these government-sponsored programs have paid hospitals, doctors and other providers far less than the actual cost of care. (For example, Medi-Cal only pays hospitals about 68 cents for every dollar of care provided to a Medi-Cal patient.)

According to an analysis by the California Hospital Association, AB 3087 would cut $18 billion every year from hospitals throughout the state. Cuts this deep will result in devastating impacts on your ability to get the health care services you need, when you need them. Many hospitals could be forced to cut vital programs or even close altogether. Even getting a doctor’s appointment could be in jeopardy as many established doctors cut back or retire early, and newer physicians decide to flee the state.

Ultimately, whether AB3807 passes or fails, we will watch and see how each attempt to change the status – quo impacts the pricing, quality, and ultimately the delivery of healthcare and insurance. One thing for sure: no change to the system will come easily.

Proactive Ways To Get Ahead

The employer-employee dynamic is constantly changing on all levels in HR. From federal, to state, and city ordinances. Employers and senior management often have a hard time keeping up with changes in the law. In a recent poll, more than 80% of companies seek outside advice on HR compliance issues. With lawsuits on the rise in areas such as ADA compliance, wage and hour compliance, workers compensation compliance, and leave compliance, just to name a few, the need to be proactive is even greater.

Tips that we think will help:

Have a consistent resource that stays in the know

Employers today have many things to worry about and compliance is one of them. From employee files, interviewing, hiring, termination, leave of absences, and more. It’s no surprise lawsuits are on the rise with the ever changing landscape and HR often falls by the wayside.

It’s human nature to resist change, however HR best serves a business with a proactive approach. Keeping up to date with policies coming down the line will also help you prepare when it’s time to act.

Strategic Planning     

Create a plan that outlines how to prevent issues that may arise and how to go about solving them, instead of dealing with the issues as they arise.

The Department of Labor has a program that helps businesses manage compliance, it’s the Plan/Prevent/Protect program.

Plan: Identify areas where there may be a risk of legal and other violations. Engage employees in the plan and encourage them to participate in its creation. Provide copies of the plan to all employees and ask for help to oversee its implementation. Above all, keep communication lines open.

Prevent: Go beyond the paper. Make sure the plan you and your employees create is actually implemented. Too many “mission statements” are developed and then filed away. Take the time to get employee buy-in.

Protect: Regularly check up on employees to make sure the plan’s objectives are met. Remember, the plan is to be protected from employment violations.

Audit and Assess Regularly

Periodic audits are necessary to ensure compliance. Creating a simple checklist in key areas such as hiring, compensation, employee relations, and mandatory laws. Conduct audits on a regular basis using the checklist. When laws change, you’ll have a list to cross-reference so you’re not scrambling to meet regulations. Overall, the best way to stay on top of HR compliance is with the 3 P’s. Prepare, Prevent, Practice.

How We Help Businesses Remain Compliant

CorpStrat helps local business keep compliant and simplify their HR, Payroll and employee benefit processes.

We were introduced to Galaxy Draperies (Galaxy) in Chatsworth California about three years ago. Originally, they were unhappy and underserved by their current Employee Benefits broker. Galaxy was then referred to us to review and audit their employee plans.

In the beginning, we worked with Galaxy Draperies to help put together employee benefits plans that offered the right packages and services for their 27 employees. We then brought in one of their Property Casualty partners who uncovered unnecessary insurance and we implemented the correct insurance plans that were needed for their business.

[Read more…] about How We Help Businesses Remain Compliant

The “Office” Has a New Meaning Today

Companies have relaxed their environment to reflect their culture and embrace the newer, younger employee mindset. Long gone are stoic office cubicles and personal workstations.

It’s not uncommon to see dogs at offices, communal workstations, plug & play desktops, and a relaxed dress code. Some companies have abandoned hours entirely, seeking outcome-based employees. Other companies staff full-service kitchens and gyms, child daycare and even cleaners have become popular on larger-scale campuses.

Zappos CEO Tony Hsieh says there is a reason there is a key to their success: “A lot of people act different on the weekends versus the office. It’s like they leave a big part of themselves at home. We encourage our employees to be themselves. We want them to be the same person at home and in the office.”

Companies are welcoming a new unconventional office culture that offers perks such as telecommuting, flextime, tuition reimbursement, free employee lunches and on-site doctors. Business cards have faded to e-cards, and custom plastic emblazed nameplates are a thing of the past! It’s a new world and a new workplace.

At CorpStrat, we identified a fun way to show our pride, distinguish our environment and have some fun. While our people do have dedicated workspaces, we have embraced a “FAT HEAD” culture.

What’s a Fat Head??

office culture in HR

It’s is an oversized cardboard cut-out – much like a selfie, a headshot; one that’s 2 feet big.

The FAT heads are atop all of our workspaces. They are fun, colorful, and a great way to add vibrancy to our office. They show our diversity and a commitment to employee culture. Plus, seeing big, happy smiles all day never hurt anyone that works in a challenging business like ours.

Fat heads are just one way we tackle workplace stress and cultivate a fun and interactive atmosphere at CorpStrat. Nothing builds camaraderie in any workplace than healthy interaction and playfulness.

Fat Heads are inexpensive, and a great way to show our people we care. Its only one item in a growing list of the ways we want to show our loyalty, earn our employees’ commitment, and embrace a positive workspace.

In the end, employees who feel appreciated are more positive and are more inclined to add towards the success of their organizations. A recognition-encouraging culture is more likely to have a high retention rate and though it may sound silly, Fat heads are a real fun way to work towards betterment.