Get access to the exclusive HR Resources you need to succeed in 2018!
Training, policies and tools to help HR prevent and respond to harassment claims.
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 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Employers looking to do a better job of managing costs associated with the dental coverage they provide—and possibly to add value to that coverage—should re-evaluate their plan design, suggest findings from a recent survey on dental benefits.
Analyzing dental claims and use can provide insight into which of the employer’s plan design changes are most likely to realize savings and help participants the most, according to a report by The Segal Group Inc.
The findings released February 2008 are based on a national survey Segal conducted during fall 2007 with 340 group health plans of its clients. Among those surveyed, 82 percent provide dental coverage.
Dental coverage is the third-most-utilized health care coverage. Medical and prescription coverage take the No. 1 and No. 2 spots, respectively, and dental health is linked to medical health.
“Sometimes the first sign of a disease shows up in your mouth,” says a report at MayoClinic.com.
“In other cases, infections in your mouth, such as gum disease, can cause problems in other areas of your body,” and conditions such as cardiovascular diseases, eating diseases and certain cancers may be linked to oral health, the Mayo Clinic reports.
The Segal report notes that pregnant women with gum disease have an increased risk for delivering pre-term, low-birth weight babies and that the mother may be at risk for coronary artery disease and stroke.
“Any dental plan type can include disease prevention measures,” which not only help participants prevent gum disease and manage their oral care but also might “identify potentially costly medical conditions early enough for individuals to take action,” Segal reports.
Among Segal’s recommendations to employers for making changes to their dental plans:
Dental procedures are dropped and added to the American Dental Association’s procedure code list every year, Segal notes in its report. Also, the value of dental schedules doesn’t keep pace with inflation—a special concern for plans with a low level of coverage because excessive out-of-pocket costs for preventive care could cause people to delay that care.
The long-term result for postponing preventive care, the report said, can be high-cost, complex treatments.
Kathy Gurchiek is associate editor for HR News. She can be reached at firstname.lastname@example.org.
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.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies