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Mayo Clinic Healthcare And Bupa UK Insurance Announce New Agreement

Mayo Clinic Healthcare, the London facility of healthcare provider Mayo Clinic, and Bupa, have announced a new two-year agreement to deliver care to Bupa’s customers.

The agreement enables Bupa’s UK health insurance customers to access care at Mayo Clinic Healthcare, including consultations, diagnostics, endoscopy, MRI and CT services at the clinic in Portland Place, London.

Mayo Clinic Healthcare also provides a secondary clinical review for Bupa customers who may benefit from pioneering CAR-T cell therapy. The complex breakthrough treatment uses patients’ own immune system cells to treat a small number of advanced cancers. Mayo Clinic Healthcare’s expert review will offer Bupa customers extra peace of mind.

Bupa and Mayo Clinic have a shared focus on offering high-quality healthcare and customer satisfaction. Mayo Clinic, with a primary value of putting the needs of patients first, is ranked the best hospital in the world by Newsweek and the No. 1 hospital in the United States by U.S. News & World Report. Mayo Clinic serves roughly 1.3 million people from nearly 130 countries every year.

Bupa was named Health Brand of the Year at health insurance industry magazine COVER’s ‘Recognising Healthcare Innovation Awards 2021’ and is rated ‘Excellent’ by customers on Trustpilot - the highest scoring major health insurer in the UK.

"The relationship with Bupa is an important part of the evolution and growth of Mayo Clinic Healthcare," says G. Anton Decker, MBBCh, a gastroenterologist and president of Mayo Clinic International. "We are privileged to partner with Bupa and it affirms our commitment to care for patients in comprehensive and collaborative ways."

Mayo Clinic Healthcare in London provides unhurried in-person and virtual care tailored to patients' needs. It offers comprehensive health assessments, second opinions for complex diagnoses and state-of-the-art diagnostic tests. It recently added on-site services in cardiology, gastroenterology and pulmonary medicine. Preventive screenings and personalised wellness plans are also offered.

Alex Perry, CEO of Bupa Insurance said, “Mayo Clinic Healthcare’s reputation speaks for itself, so its new London clinic is a great addition to the portfolio of hospitals and clinics where our customers can receive treatment and care. It shares our customer focus and commitment to delivering the best outcomes for them.”

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King Edward VII’s Hospital Launches Expert Gynaecological Diagnostics Service

Independent charitable hospital King Edward VII’s has launched a new fully integrated, high quality Gynaecological Diagnostic Centre offering top class screening, diagnostic and interventional services to women.

The new Centre offers a comprehensive one-stop service designed not only for routine screening and regular check-ups but also for diagnosing a wide range of gynaecological abnormalities. It covers conditions across the entire spectrum of women’s health from pelvic pain, menstrual problems, fertility issues and early pregnancy complications, to rapid access services for women with suspected endometrial and ovarian cancer.

The team of consultants is led by Professor Davor Jurkovic, who is an internationally recognised expert in gynaecological diagnosis and early pregnancy. The team use the most advanced and innovative diagnostic algorithms and leading ultrasound equipment to diagnose the most challenging conditions such as pelvic endometriosis and non-invasive characterisation of ovarian cysts. All consultants in the team are highly skilled clinicians who run gynaecological, early pregnancy and rapid access clinic in several leading London teaching hospitals.

Coupled with clinical consultations and minor procedures, this integrated approach allows personalised care tailored to each woman’s needs. With a large, multidisciplinary group of experts, women can be assessed, provided with a diagnosis and management plan all in one visit

This means that patients benefit from a significantly faster diagnostic process without delays or unnecessary repetition of tests, and with a much smoother transition at every step. With dedicated navigators and clinical nurse specialists, patients at the hospital will be supported through every step of their journey.

The Centre adds to King Edward VII’s suite of highly advanced women’s health services including a specialist centre for severe endometriosis and gynaecologic oncology, as well as a dedicated Breast Health Centre, which offers triple assessment breast screening, reconstructive and oncoplastic breast surgery.

Professor Davor Jurkovic said: “The aim of the Centre is to provide women with a user-friendly service that offers immediate diagnosis and an individualised management plan in a single visit without the need for additional blood tests, imaging such as MRI or diagnostic surgical procedures. We are able to do that using ultrasound which is a safe, non-invasive and painless diagnostic test. The quality of ultrasound diagnosis is dependent on the skill and experience of the operators and all of our consultants are experts in gynaecological ultrasound, a key factor in achieving such a high level of diagnostic accuracy. The ability to reach definite diagnosis and formulate a management plan in a single visit minimises discomfort and costs and enables women to resume their regular social and professional activities without delay.”

Clinical director of women’s health Professor Christina Fotopoulou said: “King Edward VII’s Hospital offers a specialised environment for women to be taken care of by a team of internationally renowned experts. Our team is committed to making each woman’s journey specifically adapted and tailored to her needs whilst ensuring she feels safe and informed. Our integrated diagnostic centre can help women start their journey to treatment and recovery no matter how challenging or rare the condition is.”

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Bupa To Acquire Remaining Shares In Bupa Chile

Following Bupa's acquisition of 56.38% of Cruz Blanca Salud S.A. (now known as Bupa Chile) in February 2014 Bupa today announced that it has signed an agreement to purchase an additional 17.35% shareholding in Bupa Chile for 568 Chilean Pesos (54p) per share. This equates to a purchase price of approximately £60 million.

On Wednesday 9 December, Bupa will make a Mandatory Tender Offer for the remaining 26.27% of the shares in the company. This process is expected to complete in January 2016.

Taking full ownership of Bupa Chile will help Bupa to pursue its development plans in Latin America. This transaction further demonstrates Bupa’s commitment to be a healthcare partner to millions of people in Chile, a key growth market for Bupa.

Bupa Chile is one of the main health groups in Chile, with 2.4 million customers and more than 7,500 employees. Part of the global health and care company, Bupa - present in 190 countries - Bupa Chile offers private health insurance, hospitals and outpatient clinics. It is also Chile’s leading provider of private outpatient services, with 27 clinics and three hospitals (a fourth is currently being built in Santiago). Bupa Chile also has a small outpatient and diagnostic business in Peru.

RELATED: Bupa Completes Acquisition Of Cruz Blanca Salud, Chile

 

 

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UPMC Health Plan Wins Excellence In Analytics Award

UPMC Health Plan was recognized for excellence in analytics by the International Institute for Analytics (IIA) at its annual Chief Analytics Officer Summit held in Las Vegas, Nev., last month.  

UPMC Health Plan was awarded the IIA's annual Excellence in Analytics Award, which acknowledges trailblazing companies that go above and beyond to develop advanced analytics capabilities. UPMC Health Plan was chosen for its "Learning Engine" tool, which provides continuous improvement of the analytics that optimize the quality of care for UPMC Health Plan members.    

"UPMC Health Plan is delighted to receive this honor and humbled to be in the company of the other outstanding finalists," saidPamela Peele, Ph.D., Vice President, Health Economics and Chief Analytics Officer for UPMC Health Plan. "It is rewarding to be acknowledged for an innovative tool that helps our members and enables our clinicians."

Other finalists for the award included Dignity Health, Dow Chemical, Enova International, and XL Catlin. Past winners of the award have included the Ford Motor Company, Proctor & Gamble, UnitedHealth Group, and Intermountain Healthcare.

"UPMC Health Plan is a shining example of how to advance analytics and derive measurable impact," said Jack Phillips, Co-Founder and CEO of IIA. "We salute Dr. Peele and her team and congratulate them on winning."

Head of the judging panel was the notable Tom Davenport, the President's Distinguished Professor of Information Technology and Management at Babson College who has been named one of the top three business/technology analysts in the world and one of the 100 most influential people in the IT industry. He has written or edited seventeen books and over 100 articles for Harvard Business Review, Sloan Management Review, the Financial Times, and other publications and writes a weekly column for the Wall Street Journal's Corporate Technology section.

All award contenders were nominated by IIA's community of analytics experts and practitioners who recognized each organization's use of analytics to drive measurable business impact. IIA, which is based in Altamonte Springs, Fla., is an independent research and advisory firm for organizations committed to accelerating their business through the power of analytics. 

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Molina Healthcare Completes Acquisition of Providence Human Services and Providence Community Services

Molina Healthcare, Inc. announced that it has completed the acquisition of Providence Human Services, LLC (PHS) and Providence Community Services, LLC (PCS), formerly part of The Providence Service Corporation (NASDAQ: PRSC), expanding Molina’s capabilities in behavioral and mental health services. The two entities, which will operate as a wholly owned subsidiary of Molina Healthcare under the brand name PathwaysSM, represent one of the largest national providers of accessible, outcome-based behavioral and mental health services with 6,800 employees and operations in 23 states and the District of Columbia.

“We are excited to welcome our PHS and PCS colleagues to Molina. The acquisition expands our ability to more closely integrate our members’ physical and behavioral health benefits and manage care in a more effective manner, while directly influencing outcomes for the better,” said J. Mario Molina, M.D., president and chief executive officer of Molina Healthcare. “Molina and Pathways share a common strategic vision and philosophy, making them well aligned to focus on delivering quality health care services to people receiving government assistance.”

 

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Chase Templeton Further Bolsters Position In SME Space With Healthcare Solutions Acquisition

The deal, concluded on 30 October, the 15th sealed this year, brings some £700,000 in annual premium income (API) to the fast-growing broker. Nearly 90 percent of that API is currently generated by Healthcare Solutions SME clients, primarily through private health insurance.

Healthcare Solutions was the corporate vehicle of industry veteran Peter Frankum who at the age of 73 has decided to retire from the business.

“Having spent many enjoyable and rewarding years building up a great book of loyal clients, predominantly small businesses, I felt now was the time to hand over the reins,” commented Mr Frankum. “Chase Templeton, with whom I’ve also worked with for many years, seemed a natural home. They have an excellent track record of successfully integrating the many businesses they’ve acquired and retaining

clients by continuing to provide the high levels of service they demand.”

Jeff Tate, Chase Templeton’s mergers and acquisitions director, said Healthcare Solutions’ book offered a natural fit. “When it comes to company medical insurance and employee benefits whilst we do serve national and international corporates the SME space is really our sweet spot. Healthcare Solutions book will complement our existing strength in that space bringing an impressive roster of small businesses to Chase Templeton.”

He added that far from slowing the rate of the company’s acquisitions it is set to accelerate going into the final quarter of the calendar year. “The pipeline for 2016 is also looking very healthy indeed,” he said.

Chase Templeton has now completed over 50 deals since securing backing in January 2013 from Manchester-based Palatine Private Equity and recruiting CEO Warren Dickson to lead a “buy and build” expansion strategy.

The company now manages policies valued at over £125m in API and protects more than 110,000 lives from its headquarters in Darwen, Lancashire and offices in Bridgwater, Somerset, which service its individual clients. Nearly 100 staff now work at those offices, a near doubling of the 2013 payroll figure

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Employee Benefit Trends Study Reveals That Employees Are Less Loyal Than Employers Think

MetLife’s China Employee Benefit Trends Study (EBTS), finds that 47% of employers in China are concerned that talent shortages will affect their business in the next 12 months. Most employers in China, (71%) say that retaining existing talent is difficult, the highest compared to other markets including the USA, Poland, Russia and UAE.

MetLife’s study surveyed both employers and employees in China to gain insights into employee loyalty, their concerns, employee engagement and productivity. One of the world’s most comprehensive workplace studies in the market, EBTS is now in its 13th year in the United States with China being its 11th global market surveyed. This also marks the first time that MetLife has conducted the study in this market.

The China market presents tremendous opportunities for domestic and multinational companies (MNCs). Chinese businesses have been highly effective in competing in global markets, while more and more MNCs have been attracted to set up businesses in China over the last decade, making the competition for highly-skilled talent more fierce than ever.

Spare a thought for employee engagement

The study also revealed a vast chasm between employees’ and employers’ perceptions when it comes to loyalty. Sixty eight percent of employers think their employees are “loyal”, but only 39% of employees agree. This misalignment is wider in China compared with many other markets MetLife has surveyed, underscoring employee engagement as an issue too big to ignore.

“Globally, we are seeing employers increasingly challenged to find innovative ways to attract, retain and engage talent, and China is no exception,” said Maria Morris, executive vice president, Global Employee Benefits, MetLife. “This is why we conduct our global employee benefit trends study in dynamic markets like China. Our study enables us to examine what’s on the minds of employees, and at the same time, provide employers with valuable insights to address their talent challenges. We continue to see, across all markets, that a well-designed and communicated benefits package is a key differentiator for a company looking to set itself apart from its competitors.”

So, what concerns employees in China?

Employees in China are stressed about their financial responsibilities. Most employees aged 18 to 40 have the additional responsibility of caring for their parents, and 59% of them are concerned about the resources to do so, according to EBTS. This may be driven by the effects of the One Child Policy in China.

Employees also care about their health. Topping the list of employees’ health concerns are medical problems (65%), emotional health (69%) and lifestyle issues (e.g. exercise and eating habits etc.) (69%). Therefore, they are interested in wellness programs offered by their employers. Seventy nine percent said they would like their employer to offer more health programs.

Although the Chinese Government’s policy to postpone the retirement age to 65 would allow employees working longer to save more money for their retirement, the survey finds that 47% of employees plan to retire before the age of 60. Unfortunately, half of the surveyed employees said they either lacking or are behind on their retirement saving goals. Sixty two percent agree their company has the responsibility to help them ensure they have enough money for retirement.

Big ways to address employees’ needs and boost employee value propositions

EBTS reveals that it does matter if employers empathize with their employees’ problems and offer programs that address their concerns. According to the study, for each additional notch higher in the agreement that the employees think their boss is caring or that they value their benefits and wellness programs, employees show a 16% increase in their commitment to their employer.

While an increase in salary is always the most effective motivator for employees around the world to stay with a company, 58% of employees who are considering making a move said an improved benefits package would make them more likely to stay with their company.

“Basic health coverage is more commonplace in China, while a broader benefit package that includes life insurance and retirement elements is less common. However, employers have to understand that employees have different financial responsibilities and needs, so they wish to personalize their benefits package or protection to fit for their priorities and purposes,” said George Tan, CEO of MetLife China.

“We see encouraging data in the study - employees (68%) who rate their health as “very good or excellent” display higher levels of engagement and readiness to deliver in their job. Healthy employees would have a direct positive impact on employers’ bottom line. Higher productivity and lower health-related absenteeism are the greatest financial advantages to companies,” added Tan.

For promoting wellness amongst employees, employers may consider a wide range of programs such as vaccines and flu shots, smoking cessation programs, healthy eating plans and stress management programs etc. EBTS confirms that caring about employees’ health is highly rewarding, 97% of employees taking part in wellness programs said the programs have had a positive impact of their health.

Voluntary benefits are another flexible option that is highly cost effective without incurring big benefit costs, and our study shows that employees in China are receptive to them. The benefits can be co-paid by employees and employers or solely contributed by employees. According to the study, medical-related benefits are the most sought after benefits (72%), followed by life insurance (65%) and retirement plans (63%) if employees have to pay the full costs. If employers are willing to share the costs, employees’ interest in these voluntary benefits will be even greater. For example, percentage of employees who are interested to buy medical-related benefits will shoot up from 72% to 83% if their employer agrees to sponsor part of the costs. Voluntary benefits provide a powerful opportunity to help employees solve their problems around medical issues, retirement and financial liabilities and increase commitment/loyalty at the same time Employers can also offer financial planning services as part of their benefits offerings.

“We see encouraging data in the study - employees (68%) who rate their health as “very good or excellent” display higher levels of engagement and readiness to deliver in their job. Healthy employees would have a direct positive impact on employers’ bottom line. Higher productivity and lower health-related absenteeism are the greatest financial advantages to companies,” added Tan.

For promoting wellness amongst employees, employers may consider a wide range of programs such as vaccines and flu shots, smoking cessation programs, healthy eating plans and stress management programs etc. EBTS confirms that caring about employees’ health is highly rewarding, 97% of employees taking part in wellness programs said the programs have had a positive impact of their health.

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Retailers Welcome Health Care Fix in Budget Bill

The National Retail Federation welcomed language included in the budget deal set for a vote in Congress that would repeal a portion of the Affordable Care Act requiring large employers to automatically enroll workers in health care plans.

“Automatic enrollment would require employers to sign employees up for health care whether workers want it or not,” NRF Vice President for Health Care Policy Neil Trautwein said. “That ignores the fact that many workers are already covered through a spouse or parent or otherwise, and would unnecessarily duplicate coverage and costs. That’s not a productive use of our nation’s health care resources, and would create one more unneeded administrative burden for businesses.”

“This is the second significant reform to the ACA this month,” Trautwein said. “We hope this is a trend toward making this challenging law more workable.”

Under the ACA, companies with 200 or more workers would be required to automatically enroll full-time employees in health care plans after 30 days. The requirement has not yet gone into effect because the Department of Labor has not issued the necessary regulations. The budget agreement waiting for a vote in the House includes a provision that would repeal the requirement.

Earlier this month, President Obama signed the Protecting Affordable Coverage for Employees Act. That measure blocked an ACA requirement that would have pushed companies with between 50 and 100 workers into the small-group health insurance market, which carries higher premiums and additional mandates than the large-group market. Most states currently define small-group as 50 workers or less.

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Stamford Podiatrist Pleads Guilty To Submitting False Medicare And Private Insurance Claims

Deirdre M. Daly, United States Attorney for the District of Connecticut, has announced that AMIRA MANTOURA, 53, of Greenwich, waived her right to indictment and pleaded guilty yesterday in Hartford federal court to one count of making a false statement to the Medicare program.  In pleading guilty, MANTOURA, a Stamford-based podiatrist, admitted that she submitted false claims to Medicare, Medicaid and private insurance companies.

According to court documents and statements made in court, MANTOURA, a Doctor of Podiatric Medicine, operates a podiatry practice at 95 Morgan Street in Stamford.  As a podiatrist, she was fully aware and understood the procedure to perform a “nail avulsion” and she understood that a nail avulsion was a surgical procedure to treat an ingrown toenail.  Between January 2009 and August 2013, MANTOURA knowingly submitted materially false claims to the Medicare program and to private insurance companies to obtain payment for a nail avulsion when defendant knew that she had not performed a nail avulsion.  Rather than perform a nail avulsion, in most of these instances MANTOURA had merely provided her patients with routine foot care including clipping the patients’ toenails.

As a result of submitting false claims to the Medicare and Medicaid programs and private insurance companies, MANTOURA was paid approximately $195,000.

MANTOURA is scheduled to be sentenced by U.S. District Judge Michael P. Shea on December 28, 2015, at which time she faces a maximum term of imprisonment of five years, a maximum fine of more than $380,000 and an order of restitution.

In a related civil settlement, MANTOURA has paid $288,538.24 to the government in connection with her submission of false claims to the Medicare and Medicaid program.  On October 1, 2015, MANTOURA was excluded from the Medicare program and will no longer be permitted to submit federal health care claims.

This matter was investigated by the U.S. Department of Health and Human Services, Office of Inspector General.  The case is being prosecuted by Senior Litigation Counsel Richard J. Schechter, and the civil settlement was handled by Assistant U.S. Attorney Anne F. Thidemann.

U.S. Attorney Daly encourages individuals who suspect health care fraud to report it by calling the Health Care Fraud Task Force at (203) 777-6311 or. 1-800-HHS-TIPS.

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Expats Vote Singapore Best Place To Live And Work

Singapore takes the top spot in the eighth Expat Explorer country league table, with expatriates praising the opportunities for career development, appealing salaries and an excellent quality of life.

Over a quarter (28%) of expats in Singapore earn more than USD200,000 per annum compared to 13% of expats globally. Fifty-nine per cent say the city-state is a place for career development and 79% are confident about the Singapore economy. Overall, 67% of expats say Singapore offers a better quality of life than their home country and 65% of parents say their children's health and wellbeing has improved since moving there.

The Expat Explorer survey is commissioned by HSBC Expat and conducted by YouGov. Now in its eighth year, it is the largest and one of the longest running surveys of expats, with 21,950 respondents sharing their views on different aspects of life abroad including careers, financial wellbeing, quality of life and ease of settling for partners and children. A total of 39 countries qualified for the league tables in this edition.

   
    Expat Explorer overall country league table
    2015
1. Singapore 2. New Zealand 3. Sweden 4. Bahrain 5. Germany 6. Canada 7. Australia 8. Taiwan 9. United Arab Emirates 10.Switzerland

Expat Explorer also reveals that: 

Expats today look beyond just financial rewards 

A better quality of life and the desire to take on a new challenge are the main reasons for making a move abroad. In both cases, 37% of expats say these are the reasons why they moved, compared to just over a quarter (26%) who say they did so to improve their job prospects. In fact, 61% of expats haven't benefited from an immediate salary increase since moving.

Expats are dedicated to experiencing as much as possible during their time abroad and only 11% say they haven't immersed themselves into their new culture. Destinations where expats are the most likely to have moved to improve their quality of life are New Zealand (71%), Spain (61%) and Portugal (56%).

Expat entrepreneurs blossom in the world's financial hubs 

The vast majority of expats living in the world's financial hubs of Singapore, Dubai, Hong Kong or London agree they are good places to start a new business (87%, 86%, 85% and 85% respectively). This is much higher than the global average of 56%[2].

A high level of confidence in the local economy is another reason why these economic hubs suit the entrepreneurial spirit: 78% of expats in Singapore and 60% in Hong Kong feel confident about the local economy.

The opportunity to broaden their skillset is a further upside for expat entrepreneurs who have settled in one of these cities: 64% of expats in London have acquired new skills since moving, compared to 43% globally.

Most generous expat packages are found in the Middle East 

Besides high salaries and strong economic prospects, expats living in the Middle East can also enjoy unrivalled benefits packages. Health and medical allowances (70% of expats in the region benefit from these), annual trips home and airfare allowances (67%), and accommodation allowances (60%) are all far more likely to be offered as part of expat contracts in the region than in any other part of the world.

For example, in Oman, 80% of expats receive airfare allowances for trips home, compared to just 33% globally. In Qatar and theUnited Arab Emirates, 75% and 55% of expats respectively receive an accommodation allowance (compared with 33% globally).

The top countries to live for expats focused on economics, experience and family are revealed as: 

   
           Economics            Experience           Family
    1. Switzerland          1. New Zealand     1. Sweden
    2. Singapore            2. Spain           2. New Zealand
    3. Germany              3. Singapore       3. Singapore
    4. United Arab Emirates 4. Australia       4. Spain
    5. Qatar                5. Taiwan          5. Germany

#1 in the Economics league table - Switzerland attracts career-driven expats 

Switzerland comes first in the rankings as the best expat destination for career success and financial wellbeing. Seventy-seven per cent of expats feel confident about the local economy, and 53% say it is a good place to progress careers. These compare to only 48% and 41% of expats globally. A majority (63%) also thinks their work is more fulfilling in Switzerland than it was at home. On average, expats in Switzerland are more likely to enjoy more disposable income (65%), earn higher salaries (63%) and be able to save more (60%) as a result of moving to the country.

#1 in the Experience league table - New Zealand is the hotspot for a fulfilling expat experience 

New Zealand leads the way for a satisfying expat experience. Almost eight in 10 (77%) expats there find their quality of life is better than at home and well over half (63%) say making friends has been easy. Settling in is relatively quick, with 35% who felt at home instantly or within six months. The country's great outdoors is a particular draw and 57% of expats have become more physically active since moving there.

#1 in the Expat Family league table - Sweden is the most family friendly country 

A new country in the league tables, Sweden takes the top spot as the best destination for expat family life, whether that is with or without children. Expat parents in Sweden praise the childcare available - with 79% finding it better than in their home country - the ease of arranging children's education (67%), and its affordability (77%). Overall, 79% of parents say their children's quality of life is better since moving. Sweden also has a lot to offer to single expats looking to start a family: 39% say they have found a long term partner there.

Dean Blackburn, Head of HSBC Expat, comments, "Living abroad allows people to realise a whole range of ambitions. Learning new skills, enjoying a different culture or growing closer to loved ones through a shared adventure: these are just some of the rewards expats tell us they have enjoyed through their time in another country. As global mobility continues to increase, expat life is more attainable than ever before. Expats need services that keep up with their changing needs, as managing money overseas remains a challenge. Indeed, 74% tell us their finances have become more complex in some way since moving, which highlights the value of seeking help with this aspect of life."

 

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