Marsh & McLennan AGency Launches New Service Designed with Enterprise-Level Organizations in Mind

Troy, Michigan – April 10, 2019 – The Michigan office of Marsh & McLennan Agency LLC (MMA) announces a new service available for entrepreneurial and growing Michigan-based entities: the MMA Enterprise Group.

MMA’s new Michigan-based Enterprise Group is a strategic solution for organizations with more than 50 employees. Under ACA, organizations of this size are required to offer health care benefits. Along with offering benefits, employers must also address the related and complex issues of benefits administration, employee communications, and compliance.

MMA’s Enterprise Group leads a framework of preferred partners to address these strategic and tactical needs. While technology is at the core of the service, the Enterprise Group provides a team of local benefits specialists to lead employers through the process and partner with them throughout the year to ensure all of their needs are met.

“We are excited to offer Michigan employers a ‘one-stop’ solution for benefits strategy and administration needs, one that is overseen by a team of local knowledge leaders and offers more than a transactional website,” said Denise Christy, chief marketing officer of Marsh & McLennan Agency LLC’s Michigan Health & Benefits operations.

The Enterprise Group team and its clients will also be able to call upon the insight and resources available from MMA, a leading broker/consultant in the market with an established practice working with mid-size and larger entities.

Joining the dedicated MMA Enterprise Group team is John Price as Director of Practice Development. Price started at MMA in 2015 as a Senior Account Manager helping a diverse portfolio of organizations manage their employee group benefits needs, from open enrollment to troubleshooting complex claims and developing employee communications. Prior to joining MMA, Price was an HR professional with Sensors, Inc.

In his new role, Price will leverage his hands-on HR experience and knowledge of the region to introduce business owners and leaders to the Enterprise Group solution.

“John has been a true asset since joining our team. I am confident that his thoughtful approach and entrepreneurial mindset will be valued by Enterprise Group clients,” said Rebecca A. McLaughlan, president & ceo of Marsh & McLennan Agency LLC’s Michigan Health & Benefits operations.

Price received a BA in Political Science from the University of Michigan, Ann Arbor, and a law degree from the University of Detroit Mercy School of Law. Actively engaged in the community, Price is a board member with Centro Multicultural La Familia and the Society of Irish American Lawyers, and is a judge for Michigan DECA.

About Marsh & McLennan Agency
Marsh & McLennan Agency LLC is a subsidiary of Marsh established in 2008 to serve as a platform for the middle market. MMA offers commercial property, casualty, personal lines, and employee benefits to midsize businesses and individuals across North America

About Marsh
Marsh is the world’s leading insurance broker and risk adviser. With over 35,000 colleagues operating in more than 130 countries, Marsh serves commercial and individual clients with data driven risk solutions and advisory services. Marsh is a wholly owned subsidiary of Marsh & McLennan Companies NYSE: MMC), the leading global professional services firm in the areas of risk, strategy and people. With annual revenue over US$15 billion and 75,000 colleagues worldwide, MMC helps clients navigate an increasingly dynamic and complex environment through four market-leading firms: Marsh, Guy Carpenter, Mercer, and Oliver Wyman. Follow Marsh on Twitter @MarshGlobal; LinkedIn; Facebook; and YouTube, or subscribe to BRINK.###

American Society of Employers (ASE) Releases 2017 Healthcare Insurance Benefits Survey Findings

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, has released its 2017 Healthcare Insurance Benefits Survey. The annual survey, covering Michigan employers, examines the premiums, deductibles, and co-pays of employer-sponsored health plans as well as wellness benefits and cost control measures.

Highlights of the ASE 2017 Healthcare Insurance Benefits Survey:
• Participants are reporting an average annual premium increase for the 2017 plan year of 5%. This adjustment represents the increase to premiums after plan design changes and is up slightly from 4.5% in 2016 and 4.25% in 2015. Projected increases for 2018 are anticipated to be flat at 5%.

• At 84%, the most widely used plan type among non-union organizations continue to be Preferred Provider Organization (PPO) plans, these plans offer employees greater provider options. Just 38% of surveyed non-union organizations offered a Health Maintenance Organization (HMO) plan.

• The median employer premium percentage among non-union organizations for PPO plans for employee only and employee plus family coverage has remained constant at 80% for both Consumer Driven Health Plans and Traditional plans.

• In 2017, the median in-network PPO plan deductible (in high deductible plans) for employee-only coverage among non-union organizations was $1,775, down from $1,875 in 2016. Median deductibles for employee plus family coverage decreased to $3,300 from $3,750 in 2016. In-network deductibles among traditional PPO plans increased for employee only and employee plus family coverage. Increases for those plan types were $100 and $200 for employee-only and employee plus family coverage respectively.

• More significant increases to plan deductibles (among PPO plans) were seen in out-of-network coverage. Increases to those deductibles were as high as $1,500 year-over-year, suggesting employers are making greater efforts to encourage plan participants to stay in-network where costs can be better managed.

• Median annual contributions to Health Savings Accounts were flat. Median employer contributions in non-union organizations for employee only coverage was $500 in 2017 and 2016. Similarly, median annual contributions to employee plus family coverage was $1,000. Contributions at the 75th percentile of all firms were $700 and $1,300 respectively for employee only and employee plus family coverage.

Employers continue to take steps to control costs:
• Most significantly, 48% of organizations surveyed have either implemented or plan to implement telemedicine services in 2017.

• 46% have increased, or plan to increase, employee education around plan features and costs.

• Other notable cost containment strategies include implementing or expanding wellness programs (31%), implementing a Consumer Driven Health Plan (30%), and making generic prescriptions mandatory (28%).

The ASE 2017 Healthcare Insurance Benefits Survey findings were announced by ASE President and CEO, Mary E. Corrado.

“Plan design changes as a means to control costs continue to be the norm. However, we are seeing strong evidence that employers are looking more long-term and are working to change the behaviors of their employees through increased education, wellness initiatives, and by implementing and offering consumer driven health plans,” stated Corrado. “It’s also interesting to see how technology is playing a role in healthcare cost control with the rise of telemedicine.”

Background information on the ASE 2017 Healthcare Insurance Benefits Survey:
• 236 organizations from across Michigan participated.

• Organizations with 50 to 499 employees nationally made up more than 56% of the survey sample, while organizations with more than 500 employees nationally represented nearly 27% of the sample. The remaining 17% of the sample come from organizations with fewer than 50 employees nationally.

• A variety of industries are represented, with manufacturing or goods producing organizations representing 50% of the survey sample. The remaining 50% are represented by trades and services organizations.

To obtain a copy of ASE’s 2017 Healthcare Insurance Benefits Survey, contact ASE’s Compensation and Benefits Surveys department at surveys@aseonline.org or 248.353.4500. This survey is available free of charge to ASE-member survey participants, $225 to ASE member non-participants, and $1,350 for non-members.


About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

American Society of Employers (ASE) releases 2016 Healthcare Insurance Benefits Survey findings

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, has released its 2016 Healthcare Insurance Benefits Survey. The second annual survey, covering Michigan employers, examines the premiums, deductibles and co-pays of employer-sponsored health plans as well as wellness benefit offerings.

Highlights of the ASE 2016 Healthcare Insurance Benefits Survey:

• At 91%, the most widely used plan type among respondents was a Preferred Provider Organization (PPO), which offers employees greater provider options. Only 33% of surveyed companies offered a Health Maintenance Organization (HMO) plan.
• In 2016, the median in-network PPO plan deductible (in high deductible plans) for employee-only coverage in non-unionized companies was $1,875, up from $1,750 in 2015. Median deductibles for employee plus family coverage increased by $250 to $3,750. Changes in health deductibles among traditional plans (i.e. those without high deductibles) were mixed. In-network deductibles among traditional PPO plans decreased slightly for employee only and employee plus family coverage. Decreases for those plan types were between $100 and $200 for employee-only and employee plus family coverage respectively. However, among HMO plans, the median deductibles increased $250 for employee-only coverage and $500 for employee plus family coverage.
• Among non-union firms, the average employer premium percentage for employee only and employee plus family coverage for consumer-driven health plans (CDHPs), plans that typically combine high-deductible health insurance with tax-advantaged accounts, was 80%, down slightly from 82% in 2015. For traditional PPO plans, the median employer premium for both union and non-union organizations was consistent with 2015 at 82%. For traditional PPO plans, the median employer premium for both union and non-union organizations was maintained at 80%.

In response to a survey question regarding healthcare cost containment strategies, the following are among those noted:

• Increase the employee’s cost share of health insurance: Nearly 40% of organizations responding either increased the employee’s share prior to 2016 or plan to do so this year.
• The implementation of additional formulary tiers for prescription drug coverage: In looking at a traditional PPO in 2015, 22% of union organizations used four or five tiers; in the 2016 survey findings, that number rose to almost 24%. In non-union organizations, 94% of organizations reported using three tiers and above in the 2016 survey, up from 88% in 2015.
• The creation or expansion of wellness programs: Union organizations offering screening activities, preventative interventions and health promotion activities increased more than 10% from 2015; there was also an overall increase in the percentage of union organizations offering cash or cash equivalent incentives for wellness activity participation as opposed to a premium discount or contribution to an HSA/HRA.

The ASE 2016 Healthcare Insurance Benefits Survey findings were announced by ASE President and CEO, Mary E. Corrado.

“This survey serves as a resource employers can use to ensure they are effectively competing in the marketplace,” Corrado said. “Healthcare remains a substantial investment for both employers and employees. Employers are adjusting their health plans and associated premium, co-pay and deductible expenses in a manner that ensures affordability for both the employer and the employee.”

Background information on the ASE 2016 Healthcare Insurance Benefits Survey:

• 229 organizations from across Michigan participated.
• Organizations with 50 to 499 employees nationally made up more than 60% of the survey sample, while organizations with more than 500 employees nationally represented nearly 22% of the sample. The remaining 18% of the sample come from organizations with fewer than 50 employees nationally.
• A variety of industries are represented, with manufacturing or goods producing organizations representing 51% of the survey sample. The remaining 49% are represented by trades and services organizations.

To obtain a copy of ASE’s 2016 Healthcare Insurance Benefits Survey, contact ASE’s Compensation and Benefits Surveys department at surveys@aseonline.org or 248.353.4500. This survey is available free of charge to ASE-member survey participants, $225 to ASE members and $1,350 for non-members.

About the American Society of Employers (ASE) – a Centennial Organization

The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

American Society of Employers (ASE) 2015 Healthcare Insurance Benefits Survey Results Released

Livonia, Mich. —Dec. 28, 2015 — The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, has released its 2015 Healthcare Insurance Benefits Survey. The survey, covering Michigan employers, examines the premiums, deductibles and co-pays of employer-sponsored health plans as well as wellness benefit offerings.

Highlights of ASE 2015 Healthcare Insurance Benefits Survey:
• Among non-union firms, the average in-network PPO plan deductibles in standard health plans were $600 for single coverage and $1,200 for family coverage. In consumer-driven health plans (CDHPs), plans that typically combine high-deductible health insurance with tax-advantaged accounts, the average in-network deductible for employee coverage was $1,750 for single coverage and $3,500 for family coverage.
• Among non-union firms, the average employer premium percentage for single coverage was 80% for standard PPO plans and 82% for CDHPs.
• The majority of PPO plans (the more commonly used type of health plan) maintain a three-tiered price structure for prescription drugs. Specifically, 66% of standard PPO plans and 61% of CDHP plans maintain that structure. In those plans, employee costs for prescriptions were as high as $70 for non-preferred brand name drugs. (Note: preferred drugs are brand name drugs listed as approved drugs by the insurance company; non-preferred brand name drugs are not on the insurance company’s approved list/formulary.)
• Nearly half of the employers surveyed offer no wellness benefits. Of those that do, just 35% offer screening services such as biometric or clinical scans.

The ASE 2015 Healthcare Insurance Benefits Survey findings were announced by ASE President and CEO, Mary E. Corrado.

“The cost of healthcare continues to be a substantial investment for employers. However, despite those costs, employers still see the benefits of competitive health plans in the recruitment of talent” Corrado said. “Half of those surveyed indicate that they promote their healthcare benefits to a ‘great extent’ to job applicants. This survey serves as a resource employers can use to ensure they are effectively competing in the marketplace.”

Background information on the ASE 2015 Healthcare Insurance Benefits Survey:
• 202 organizations from across Michigan participated.
• Organizations with 50 to 499 employees nationally made up more than 62% of the survey sample, while organizations with more than 500 employees nationally represented nearly 22% of the sample. The remaining 16% of the sample come from organizations with fewer than 50 employees nationally.
• A variety of industries are represented, with manufacturing or goods producing organizations representing 52% of the survey sample. The remaining 48% are represented by trades and services organizations.

To obtain a copy of ASE’s 2015 Healthcare Insurance Benefits Survey, contact ASE’s Compensation and Benefits Surveys department at surveys@aseonline.org or 248.353.4500. This survey is available free of charge to ASE member participants, and is $1,350 for non-members.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

Millennial Engagement in Health

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Jonathan So, Senior Director of Health Care Initiatives, recently served on the panel focused on Millennial Engagement in Health and Wellness in the workplace at the 2015 Employer Healthcare & Benefits Congress in Orlando.  The session, which was was moderated by Vic Villanueva of the ROC Group, centered on the opportunities and challenges in engaging Millennial employees (those born between 1980 and 2000) in their health and wellness benefits. Jonathan’s comments centered on the need to get this population engaged as they will represent 50% of the workforce by 2020 and have no established behavioral patters when it comes to interacting with the health care system.

In  one question centered on busting stereotypes regarding millennials, So said, “I think that many regard millennials as not being loyal to their employer. So a lot of employers don’t want to invest in their young talent who may leave for another job at any time.  I actually think that this generation is one of the most loyal.  If you gain their trust and give them opportunities to grow, they will run through walls for you.  They are your biggest and loudest champions, but they can also be your most vocal detractors. They smell inauthenticity immediately and you can lose them just like that.  Its a population you need to win over every day.”

Another question was in regards to busting health care myths.  So said, “The need to get a CEO involved in health are is a huge myth.  Millennials couldn’t care less about whether the CEO is participating in the walking program. The people who need to be involved is the frontline managers because they are the ones who operationalize the culture in your organization.  They are the key to the success or failure of any initiative.  This is especially important with millennials because the oldest millennials are now 35.  They are or will represent most of an organizations front line supervisors within the next few years and if they are jaded, everyone else will be too.”

Jonathan managed to snap a selfie with the panel just before they exited.

To learn more about the Employer Healthcare and Benefits Congress, you can follow this link: http://www.employerhealthcarecongress.com/

If you would like to share your experiences with millennial engagement at your organization, contact Jonathan So at jso@detroitchamber.com

Marsh & McLennan Agency Welcomes Kim Clark as Account Director

Troy, Michigan – April 27, 2015 – Marsh & McLennan Agency LLC (MMA) recently appointed Kim Clark as an account director for the health and benefits practice in Troy, Mich. In her new position, Clark identifies best practices and products that optimally fit her clients’ group benefit needs.

Prior to joining MMA, Clark was an account director with Gallagher Benefit Services, assisting mid-sized employers with their benefits strategies. She also has over 15 years’ experience working for carriers, including Sun Life, Prudential, and Mid America Associates, on ancillary, stop loss, retiree solutions, multi-national pooling, and voluntary benefits.

As an account director with MMA, Clark will leverage her diverse background and extensive carrier knowledge to help employers design strategic benefits plans to help them reach their business and talent management goals.

Clark received her Bachelor of Arts in Business from Michigan State University. She is also a Registered Health Underwriter through the American College and was named a 2014 Power Broker by Risk and Insurance magazine.

“We are excited to welcome Kim to our team. She understands well the unique challenges facing mid-size employers and takes a thoughtful and thorough approach to addressing those challenges,” said Thomas P. McGraw, CEO of Marsh & McLennan Agency LLC’s Michigan operations.

McGRAW WENTWORTH AND CAMBRIDGE PROPERTY & CASUALTY COMBINE UNDER ONE BRAND, FORMING MARSH & MCLENNAN AGENCY MICHIGAN

Michigan-based Marsh & McLennan Agency offices to operate under one name, two locations.

Troy, Michigan, January 5, 2015 – McGraw Wentworth and Cambridge Property & Casualty, both Marsh & McLennan Agency LLC companies, announced that they are now operating under one name: Marsh & McLennan Agency Michigan. The two insurance consulting firms maintained separate identities for a time after being acquired by Marsh & McLennan Agency (MMA). The two offices will now operate under the single brand to reflect the collaborative relationship that has developed, as well as the resulting growth in expertise and resources available in Michigan and nationally.

MMA established its presence in Michigan with the acquisition of employee group benefits firm McGraw Wentworth in December 2012. Troy-based Great Lakes Employee Benefit Services joined MMA in February 2014, combining resources with and becoming a part of McGraw Wentworth shortly after. MMA acquired Cambridge Property & Casualty in November 2013.

Marsh & McLennan Agency Michigan now has 132 employees and serves more than 250 mid-size organizations headquartered in Michigan and nationwide. MMA Michigan continues to operate out of two locations: the Health & Benefits team is based in Troy and the Property & Casualty team in Livonia. All leadership remains in place but some executives’ titles have changed to reflect broader organizational responsibilities.

“Changing our name to Marsh & McLennan Agency Michigan is the natural next step for our respective agencies. We are taking the same path forward in providing new resources and expertise for our clients, while building on our history of and continued commitment to providing thoughtful, thorough and proactive service,” said Thomas P. McGraw, CEO, Marsh & McLennan Agency | Michigan, formerly president of McGraw Wentworth.

To learn more about the name change, visit www.mma-mi.com.

About Marsh & McLennan Agency- Marsh & McLennan Agency LLC, a subsidiary of Marsh, was established in 2008 to meet the needs of midsize businesses in the United States. MMA operates autonomously from Marsh to offer employee benefits, executive benefits, retirement, commercial property & casualty, and personal lines to clients across the United States.

About Marsh- Marsh is a global leader in insurance broking and risk management. Marsh helps clients succeed by defining, designing, and delivering innovative industry-specific solutions that help them effectively manage risk. Marsh’s approximately 26,000 colleagues work together to serve clients in more than 130 countries. Marsh is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), a global professional services firm offering clients advice and solutions in the areas of risk, strategy, and human capital. With 55,000 employees worldwide and annual revenue exceeding $12 billion, Marsh & McLennan Companies is also the parent company of Guy Carpenter, a global leader in providing risk and reinsurance intermediary services; Mercer, a global leader in talent, health, retirement, and investment consulting; and Oliver Wyman, a global leader in management consulting. Follow Marsh on Twitter @MarshGlobal, or on LinkedIn, Facebook, and YouTube.

McGraw Wentworth Survey Shows Health Benefit Costs Growing at 7%.

Employers, despite ACA, Making Modest plan changes.

Troy, Michigan – June 9, 2014 … Michigan employer health care costs are rising at an average of 7% after plan changes, up from 4% in 2013 and above national projections of 5.2%, according to a survey released today by McGraw Wentworth, a Marsh & McLennan Agency LLC company. The 2014 Southeast Michigan Mid-Market Group Benefits Survey, now in its 11th year, benchmarks health benefits and cost trends for the current year – including key decisions pertaining to health reform – among 454 Southeast Michigan-based organizations with 100-10,000 employees.

“With a focus on talent retention, 89% of survey participants indicate they plan to continue offering health benefits to full-time employees despite the changes resulting from health care reform,” says Rebecca McLaughlan, managing director, McGraw Wentworth. “To manage the rising cost trend, organizations are increasingly using strategies such as consumer driven health plans, spousal surcharges, wellness, and newer avenues like telemedicine and health advocacy.”

Additional survey analysis highlights:
• Employers are deploying consumer driven health plans (CDHP) more frequently, with 38% offering CDHP as an option or the only plan choice. This is an increase of 9% over 2013 and 65% since 2010.
• Thirty-eight percent of local employers, more than double the national trend of 16%, are using spousal surcharges or excluding spouses who are eligible for coverage from other sources. Fifty-nine percent of employees elect dependent coverage for spouse and/or children.
• Seventy-nine percent of employers offer wellness plans, 46% of which offer the plan to both employees and spouses.
• Four percent of Southeast Michigan employers now include telemedicine as a care provider option, with 19% considering offering it in 2015.
• Health advocacy programs — assisting employees with claims questions, coordination of care, and navigating the health care system — are offered by 14% of participants with an additional 18% considering this tactic in 2015.

The survey cites 103 top-performing organizations, both union and non-union, as TrendBenders™ that successfully kept their two-year average benefit cost increases at or below 2.5%. TrendBender™ organizations keep costs down with strategies like offering a CDHP plan and contributing to Health Savings Accounts (HSAs) at a higher rate, incorporating health advocacy, telemedicine and outcomes-based wellness programs with greater prevalence.

The survey tracks health care reform-related trends including:
• Similar to 2013, 89% of Michigan employers plan to offer health care coverage to full-time employees in 2015 and 2016, rather than pay the penalties for discontinuing coverage.
• More organizations are offering coverage to employees currently working 30 hours or more per week, increasing from 59% in 2013 to 74% in 2014.
• Private exchanges are not gaining traction with participating employers; none offer plans via a private exchange. Fifteen percent are considering the option for 2015.
• With the introduction of the public exchanges, 46% of employers are considering moving their plan design closer to the plans offered on the exchanges.

“Employers made their best effort to adapt to and comply with the shifting regulatory environment while developing their health plan strategy for 2014. With more changes anticipated in the future, executive leadership will need to closely examine the compensation, cost and culture impact of their decisions,” says Katy O’Brien, account director with McGraw Wentworth and survey leader. “There is no one simple answer.”

The McGraw Wentworth Mid-Market Group Benefits Survey is the largest of its kind with 545 midsize organizations participating, including 454 southeast Michigan employers. Data for municipalities and school districts is analyzed separately. The survey has a 3.9% margin of error.

Sponsored by McGraw Wentworth, survey results are shared with participants in June. For information, contact Ryan Bowers at (248) 822-6231 or visit mcgrawwentworth.com.

McGraw Wentworth, a Marsh & McLennan Agency LLC company, is an award-winning group benefits consulting and brokerage firm based in Troy, Michigan. The company counsels clients on how to structure their group benefit programs and provides strategic planning, utilization review, benefit design, employee communications, compliance assistance and related services. The firm is supported by Marsh & McLennan, the premier global provider of advice and solutions in risk, strategy and human capital. Follow McGraw Wentworth on twitter, LinkedIn and Facebook.

Great Lakes Employee Benefit Services Changes Name, Combines With McGraw Wentworth

Twelve Employees Relocate to McGraw Wentworth’s Offices

Troy, Michigan, March 31, 2014 – Great Lakes Employee Benefit Services, which was acquired by Marsh & McLennan Agency LLC (MMA) in February 2014, is joining forces with another Michigan-based MMA firm, McGraw Wentworth. The combined employee group benefits brokerage firm will operate as McGraw Wentworth, a Marsh & McLennan Agency LLC company.

Great Lakes’ founders Joseph Coan and Jim Scoggin and their client service staff became employees of McGraw Wentworth in February. As of March 31, 2014, all employees are now located at McGraw Wentworth’s headquarters in Troy, Mich. McGraw Wentworth now has 87 employees providing strategic benefit consulting services to over 210 publicly and privately held midsize organizations in Michigan and nationwide.

“We are happy to have our local MMA benefits team consolidated into one location,” said Thomas McGraw, president of McGraw Wentworth. “We have already begun working together on several initiatives, but combining our staff into one location provides management efficiencies and fosters an even greater sense of teamwork.”

“Our team structure and skillset fits well with McGraw Wentworth’s service model. Combining our teams into one office simply expands the resources and expertise that we can offer all of our clients,” said Mr. Scoggin, co-founder of Great Lakes Employee Benefit Services, now an account director with McGraw Wentworth.

Direct all future communications for Great Lakes Employee Benefits Services to:

McGraw Wentworth, a Marsh & McLennan Agency LLC company
3331 W. Big Beaver Rd., Ste. 200
Troy, MI 48084
(248)822-8000
(248)822-4131 fax
www.mcgrawwentworth.com

About McGraw Wentworth
McGraw Wentworth, a Marsh & McLennan Agency LLC company, is an award-winning group benefits consulting and brokerage firm based in Troy, Michigan. The company counsels clients on how to structure their group benefit programs and provides strategic planning, utilization review, benefit design, employee communications, compliance assistance and related services. The firm is supported by Marsh & McLennan, the premier global provider of advice and solutions in risk, strategy and human capital. Follow McGraw Wentworth on twitter, LinkedIn and Facebook.

About Marsh & McLennan Agency
Marsh & McLennan Agency LLC, a subsidiary of Marsh LLC, was established in 2008 to meet the needs of midsize businesses in the U.S. MMA operates autonomously from Marsh to offer commercial property, casualty, personal lines, and employee benefits to clients across the U.S.

Annual Survey Underway to Benchmark Michigan Benefits Trends, Employers’ Response to Health Care Reform

Insight into cost management, spousal coverage, and wellness trends will help participating employers plan for 2015.

Troy, Michigan, January 20, 2014 – McGraw Wentworth, a Marsh & McLennan Agency LLC company, has launched its 11th annual Southeast Michigan Mid-Market Group Benefits Survey. The free survey will provide employers and human resources professionals with trend data to understand how their peers adapted to the Patient Protection and Affordable Care Act (ACA) and to guide their 2015 employee health care benefit strategies.

More than 550 southeast Michigan organizations are expected to participate in the 2014 Mid-Market Survey, which includes new data points to reflect the changes in employer-sponsored health care. The resulting analysis will:

• Provide insight into how Michigan organizations modified their plans to address the policies and practices required by ACA.
• Identify whether employers modified or plan to modify workforce strategies due to the “play or pay” employer penalty, implementation of which was delayed to 2015.
• Highlight the use of defined contribution plans, private exchanges and public marketplaces.
• Examine the use of cost control strategies such as consumer driven health plans (CDHPs), telemedicine, and spousal coverage.
• Review PPO, HMO and CDHP plan deductibles and co-pays set by Southeast Michigan employers.
• Track the growing interest in and usage of wellness and disease management programs.
• Identify actions taken by TrendBendersTM, high-performing organizations that have kept average cost increases below trend over the past two years.

“The ACA has had a profound impact on employer-provided health care and more changes are still to come. The survey results, available within the same year of data collection, will help Michigan employers adapt their workforce and benefits strategies accordingly for 2015 and beyond,” said Rebecca McLaughlan, Managing Director, McGraw Wentworth. “This data is also helpful for Michigan employers that are competing to recruit and retain talent in a rebounding economy.”

Mid-size employers with 100-10,000 employees in southeast Michigan — including manufacturing, technology, service, government, education and not-for-profit organizations — benefit from the extensive survey analysis. Participants are invited to attend a free, accredited seminar to receive the results and analysis, along with a tailored report benchmarking their organization against industry peers and the entire dataset. All data will be confidential. Interested organizations can contact Ryan Bowers at (248) 822-6231 or visit mcgrawwentworth.com

McGraw Wentworth, a Marsh & McLennan Agency LLC company, is an award-winning group benefits consulting and brokerage firm based in Troy, Michigan. The company counsels clients on how to structure their group benefit programs and provides strategic planning, utilization review, benefit design, employee communications, compliance assistance and related services. The firm is supported by Marsh & McLennan, the premier global provider of advice and solutions in risk, strategy and human capital. Follow McGraw Wentworth on twitter, LinkedIn and Facebook.