Benchmarking health and disability benefits in the energy and communications industries

Article Abstract:

A study was conducted to benchmark disability and health care benefits in 140 US communications and energy companies. It included a survey to acquire data on occupational research, health care delivery, health care administration, workers' compensation, health promotion and disease prevention, short- and long-term disability benefits, occupational safety and industrial hygiene and data and finances and communications. Results showed that many companies do not integrate workers' compensation, disability benefits and group health activities and that managed care is a major cost-control strategy in all areas except workers' compensation.

PETROLEUM AND COAL PRODUCTS, Energy, Utilities, Standards, Research, Compensation and benefits, Medical care, Communications industry, Energy industries, Power resources, Energy industry, Benchmarks, Benchmarking

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Divorce - divesting a former spouse of beneficiary rights

Article Abstract:

John Hill sued AT and T Corp after the firm awarded the employee savings of Judy Hill to John's sister, Sharron Long. Judy Hill was married to John in 1970 and in 1979, she assigned John as the primary beneficiary of her employee savings plan, with Sharron as contingent beneficiary. The couple divorced in 1986, but Judy did not change the beneficiary designation up to her death. The district court upheld AT and T's decision, but this was reversed by the Eight Circuit Court of Appeals. The court cited the lack of specificity in the divorce decree required to divest John of his rights.

Cases, Laws, regulations and rules, Telecommunications services industry, T, Beneficiaries, American Telephone and Telegraph Co., Divorce, Hill, John (English botanist)

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The future of disability management is ... integration

Article Abstract:

Several companies have reduced their workers' compensation costs by integrating their disability and health care management functions. The coordination of two interventions, however, requires strategic planning, preparedness and prevention, loss control, rehabilitation and expedited return to work as well as evaluation of the disability episode and learning about the direct and hidden disability costs. Four companies which currently have such a program in place include PepsiCo., Southern California Edison Co., L.L. Bean and General Electric.

Direct Property and Casualty Insurance Carriers, Fire, marine, and casualty insurance, Workmen's Compensation Insurance, Management, Case studies, Workplace accidents, Compensation management

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