Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Alexandria, Va., – Sept. 27, 2010 –
Human resource professionals are addressing the short-term implications of health care reform as they learn more about the new law, a poll by the Society for Human Resource Management (SHRM) found.
The SHRM poll “Organizations’ Response to Health Care Reform” showed that three-quarters or more of organizations were:
Federal legislation reforming health care coverage was passed in March.
SHRM-National Journal event on Sept. 20, Kathleen Sebelius, secretary of the U.S. Department of Health and Human Services, marked the six-month anniversary.
In the second in a series of polls that SHRM will conduct to measure the ramifications for employers and employees, more than 50 percent of respondents said their organizations were developing a cost analysis for their executives and analyzing the short-term financial impact of the law and the feasibility of offering health care. The larger the organization, the more likely it was taking these steps.
“Although many organizations have been appropriately focused on the short-term implications of the law, attention should now be turning to more long-term strategies that consider both financial and human capital consequences,” said Mark Schmit, SHRM’s director of research.
About one-third of HR professionals said they were trying to maintain their organizations’ grandfathered status. Health care plans that were in existence on March 23, 2010 — the day reform was signed into law — are “grandfathered” in or exempted from some requirements. Among respondents, 11 percent said their organizations have decided not to maintain their grandfathered status.
Health care reform focused new attention on preventive care and wellness. The SHRM poll, which surveyed 1,095 randomly selected HR managers and benefits professionals from organizations with 50 or more employees in July, asked whether organizations were planning to put wellness programs into place as a result of reform. Almost two-third (64 percent) of respondents said their organizations already implemented such programs, and 18 percent said they are planning to.
For more information on poll findings, visit
www.shrm.org/surveys. Follow SHRM research on Twitter at
http://twitter.com/SHRM_Research and SHRM Media Relations at
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 10,000 companies