Jeff Griffin

Jeff Griffin

Founder & President

Jeff is a 25-year veteran of the employee benefits industry and is the Founder and President of the JP Griffin Group.  Jeff established the JP Griffin Group six years ago to fuse together the art and science of benefits management – the analytical rigor required to make well-informed decisions, married with the behavioral sciences required to affect positive change.

Jeff also established the JP Griffin Group to address aspects of the field of employee benefits which he felt were being tremendously underserved by the brokerage community. These neglected areas included the failure of fellow brokers to; put employer interests before their own, provide compliance support commensurate with the growing complexity of the U.S. healthcare system, and approach cost containment as a continuous and sustainable effort to “bend the cost curve” vs. simply an annual opportunity to negotiate for lower rates.

As President of the JP Griffin Group, Jeff is responsible for overall client satisfaction, vendor management and renewal processes. Jeff has extensive experience working with all types of medical benefit programs and his experience includes extensive involvement with fully insured and self-funded programs. He currently holds insurance licenses in 47 states.

His focus these days is on helping our clients take advantage of opportunities brought about by the Affordable Care Act, as well as the rapid and disruptive advances in benefits enrollment, hr administration, and wellness technologies.

Jeff is often invited to speak at regional and national business forums on the financial impact and compliance risks of healthcare reform to small and mid-market businesses.

Prior to the JP Griffin Group, Jeff spent nearly a decade on the carrier side, at UNUM, before becoming an independent broker. Jeff was also a partner at DBG Benefit Solutions.

Jeff holds a degree in finance from the W.P. Carey School of Business at Arizona State University. When he’s not in the office, you might find Jeff playing guitar, enjoying a round of golf, or hunting and fishing up north.

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Author's Posts

How to Create a Family Friendly Workplace

Jeff Griffin

Being a parent is hard. Being a parent with a full-time job is harder. Being a parent with a full-time job at a company that doesn’t create a family friendly workplace is almost impossible, especially if this is the case for both parents.

According to the Bureau of Labor Statistics, “92.8 percent of all men with children under age 18 participated in the labor force,” while the participation rate for women was 70.5 percent. Altogether, this amounted to 34.2 million families with at least one working parent in 2016, which means you’re extremely likely to employ parents — and lots of them.

Creating a family friendly workplace can give employers a major advantage in attracting hard-working employees, and then perhaps most importantly, keeping them long-term. Luckily, some of the most helpful benefits you can offer don’t have to be incredibly expensive.

5 Ways to Create a Family Friendly Workplace

1. Parental Leave

Paid parental leave is a hot topic in America right now. Anyone who has tried to care for a newborn baby knows it’s a full-time job in and of itself — and for the most demanding boss (with the weirdest schedule) you’ve ever had.  

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Topics: Employee Benefits, Company Culture, Employee Retention, Flexible Schedules, Culture

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Telecommuting and Employee Mental Health

Jeff Griffin

Telecommuting is becoming increasingly common in the American workforce. Employees usually enjoy this perk because it means less time in traffic and fewer distractions, which leads to more productivity, in addition to more flexibility in caring for children and elders living in the home. Even if it’s only one or two days a week, telecommuting can decrease stress and actually increase productivity. Some employers even prefer it because they can downsize their offices and save money on property costs.

But one of the possible downfalls of telecommuting (especially when employees spend more time at home than in the office) is a feeling of disconnect from their coworkers and a growing sense of loneliness. Employees who feel this way may end up with more mental health issues, needing medication to help regulate depression, experience decreased productivity, or even switch jobs for one that allows them to be back in an office.

If telecommuting is part of your employee benefits package, it’s important for you to understand the effects of loneliness so you can take measured steps to combat them, as well as to prevent them from occurring in the first place.

Loneliness is a Health Hazard

According to a study conducted by Dr. Julianne Holt-Lunstad, social isolation and the resulting feelings of loneliness are as hazardous to our health as obesity. The study is careful to note that the risk associated with loneliness is from actual social isolation, as well as perceived isolation.

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Topics: Employee Benefits, Company Culture, Flexible Schedules, Telecommuting

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What is Preventative Care? (And How Does it Decrease Healthcare Costs?)

Jeff Griffin

Since the passage of the Affordable Care Act (ACA) in 2010, the idea of “preventative care” has been more widely discussed. The law requires insurance companies to provide certain preventative care services at no additional cost to the enrollee (meaning that the insured will not be charged a copay or coinsurance as long as the provider is in-network). 

Many employee benefits brokers, employers, and insurance companies started emphasizing preventative care and maintenance years ago, when they discovered that doing so can decrease their overall costs over time, but the ACA is what put this type of healthcare on the map.

What is Preventative Care?

Preventative care (also known as preventive care) is any health service aimed at the prevention of disease or in support of general health maintenance. Preventative care is also one of the primary focus areas in wellness programs, which are of particular interest to companies who understand the long-term value preventative care can provide in taming runaway healthcare expenditures, including rising premiums.

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Topics: Employee Benefits, Cost Containment, Preventative Care, wellness program

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4 Common Mistakes to Avoid with HSA Regulations

Jeff Griffin

Health savings accounts (HSAs) have grown in popularity in recent years for a variety of reasons. Many employers are looking to cut employee benefit costs due to the rapid and seemingly never ending increasing cost of healthcare, while others are looking to avoid the ACA’s hefty Cadillac Tax (an ACA-related 40% tax, set to go into effect in 2020 which impacts “rich” health coverage that exceeds predetermined threshold amounts).

High deductible health plans (HDHPs) allow both employers and employees to save on premiums and are a simple way to accomplish both goals. They also fit with a growing trend towards consumer-driven healthcare. Most importantly, as HDHPs become more prevalent, so do HSAs as they go hand-in-hand.

Enrollment in HSAs has exploded in the past decade, growing from 3.2 million people in 2006 to 20.2 million in 2016 and once the data is in for 2017, this number is expected to be even higher. Even with all their pros and cons, it appears that HDHPs with HSAs are here to stay as more and more companies make the transition to less expensive health insurance options.

HSAs may be a good deal for businesses and workers alike, but it’s important for employers to be informed of HSA regulations so they can ensure the HSA they offer is compliant with federal law. Here are four common mistakes employers make when offering an HSA.

4 Common HSA Mistakes to Avoid

Mistake #1: Setting Up An HSA with a Non-Qualified High Deductible Health Plan

Employers are only allowed to offer an HSA when it’s set up in conjunction with a qualified high deductible health plan. Note that this doesn’t simply mean a health insurance plan with a high deductible — many comprehensive plans are now being built to have higher deductibles so they can boast lower premiums, which is another common money saving strategy among employers these days. Rather, the term “High Deductible Health Plan” is specific to health insurance plans that not only have high deductibles, but also conform to other established federal guidelines.

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Topics: Employee Benefits, HSAs, HSA regulations

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How to Motivate Employees to Participate in HSAs

Jeff Griffin

As the cost of traditional group health insurance has gone up, high deductible health plans (HDHPs) with tax-advantaged health savings accounts (HSAs) have become increasingly popular among employers of all sizes. But offering a HDHP is only helpful if employees, assuming they’re given a choice, then choose to adopt them. And employees who are most satisfied with HDHPs are the ones who make the most of a HDHP’s best feature, the HSA.

HSAs (which are only available with a qualifying HDHP) are primarily designed to help employees offset the high out-of-pocket costs which come along with HDHPs by allowing both employers and employees to contribute dollars into a special savings account. (Employee contributions are made on a pretax basis.) Because HSA funds roll-over and can eventually be converted into retirement savings, savvy employees have quickly learned how to take advantage of these accounts and those who can afford it are maximizing this benefit to the full extent of the contribution limits, which currently stand at $3,400 for an individual and $6,750 for a family.

That said, the average HSA participant can’t afford to max out this benefit. In fact, most HSA participants barely contribute enough to the HSA to cover their anticipated out-of-pocket medical costs for the year. The average individual contribution is just $833, far less than any deductible on a HDHP, thereby causing enrollees to suffer under the weight of this type of plan design. Some of this behavior is simply due to limited incomes, but some can be attributed to other factors, such as a lack of education on how an HSA works.

To ensure that your workforce fully embraces HDHPs with HSA plans, it behooves every employer to explore ways to motivate employees to participate in their HSA. Afterall, according to the Employee Benefit Research Institute, between 20 and 22 million people in the U.S. are currently enrolled in an HDHP with an HSA.

Here are just a few ideas for improving HSA participation:

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Topics: Employee Benefits, Employee Engagement, Plan Design, Behavioral Psychology, HSAs, Consumer Driven Healthcare

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When Does it Make Sense to Offer Voluntary Benefits?

Jeff Griffin

Voluntary benefits have been particularly popular in the past few years as healthcare costs rise and employers continue to shift more of the cost burden onto employees. Benefits that were once completely or partially financed by the employer, such as dental and vision, are sometimes now voluntary. A growing number of employers have also replaced low deductible health plans with high deductible health plans.   

But if you’re not careful, cutting these types of benefits can present a coverage gap for your employees, many of whom are not prepared to take the hit on unexpected medical expenses. This could leave you with a financially insecure workforce — not to mention a stressed, unhealthy and ultimately unhappy one. Offering voluntary benefits can be a meaningful addition to an employee benefits package and a win for employees and businesses alike: employees feel as though they have helpful supplements to their health insurance, and employers don’t have to increase their health care budget to offer them.

Required Benefits vs. Voluntary Benefits

As we’ve discussed in the past, certain employee benefits are required by law, and employers who fail to provide them can be hit with serious — and costly — penalties. These benefits include social security and Medicare withholding, unemployment insurance and workers’ compensation benefits. Depending on where an employer is located and how many employees it has, it may also be required by law to provide disability insurance, FMLA benefits and “acceptable” health insurance per federal statute.

Voluntary benefits, on the other hand, are usually paid 100% by the policyholder, and employers are neither expected nor required to cover any portion of the premium. Furthermore, what constitutes a “voluntary benefit” is frequently up for debate — some claim it’s a benefit paid entirely by the employee, while others say it can include benefits that are partially subsidized by the employer. In reality, almost all benefits are voluntary, as employees can waive coverage as long as a benefit is not required by law.

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Topics: Employee Benefits, Employee Retention, Voluntary Benefits

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Why Your Cost Saving Strategies On Employee Benefits Are Failing

Jeff Griffin

As the third or fourth largest line item on most business’ profit and loss statements, employee benefits have been under pressure for years. Rising costs have impacted both employers and employees, but cutting benefits or pushing more of the financial burden onto employees will only exacerbate hiring and retention struggles. And as employers have figured out by now, relying on a once a year negotiation with their medical carrier is by no means an effective or sustainable way to curb costs.

While putting all your eggs in one basket by attempting to contain employee benefits cost via an annual renewal negotiation is still more mainstream than the exception, employers would realize far more sustainable savings if they sat down with an employee benefits broker who is dedicated to year-round cost saving strategies. Additionally, renewal negotiations, which are still very much a part of cost containment, should not only be focused on price, but also on the multitude of contractual issues which, when thoroughly reviewed, can yield substantial cost savings.

The three areas we consider of greatest importance to sustainable employee benefits cost savings are 1) wellness through the identification and management of chronic conditions within an overall health plan, 2) high-dollar claims intervention, and 3) the effective purchasing of healthcare in the open market.

Wellness Through the Identification and Management of Chronic Conditions

When designed effectively, with targeted population health data to guide the way, wellness programs can be very effective in bringing down the overall cost of your employee benefits program. But wellness programs should not be solely focused on modifying behavioral health patterns such as smoking, lack of exercise, and poor eating habits. In fact, by promoting age appropriate screenings, preventative care participation, and medication adherence for chronic conditions, wellness plans can really pay off in the long run.

Chronic conditions such as hypertension, high cholesterol, diabetes, depression, back pain, and heart disease represent a significant risk for an overall health program. These conditions present challenges in direct medical expenses as well as indirect costs such as lost productivity and absenteeism. In our experience, members with chronic conditions typically make up 25 percent of the overall population, but are responsible for 75 percent of overall healthcare spending. Programs geared towards disease management, medication/standard of care adherence, and unidentified conditions present the greatest opportunity for cost containment and large claim mitigation in employee benefits programs.

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Topics: Employee Benefits, Cost Containment, Education

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How to Improve Employee Medication Adherence & Why It’s Critical To Your Benefits' Budget

Jeff Griffin

When working on cost containment solutions, many employers completely overlook a critical component that could secretly be costing them tens of thousands of dollars: medication adherence. Medication nonadherence is associated with a higher rate of hospitalization (and at a higher cost) than those compliant with their medication regimen.

It seems simple enough — people are prescribed medications and they take the necessary doses, right? Well no, not necessarily. Medication adherence is a complicated topic with multiple, unrelated causes that are difficult to pinpoint and treat. And unfortunately, this problem doesn’t actually have a simple solution. But nonetheless, it’s important for employers to understand what it is so they know how they can help — and how it affects their budgets.

What Is Medication Adherence?

Simply put, medication adherence is when patients properly follow directions for taking medications as written by a doctor or pharmaceutical company on the label. For example, many over the counter pain medications allow for one or two pills to be taken every four to six hours, but never more than so many in a 24-hour period. Some asthma medications require once daily doses, while others require two (morning and night), and others require four (two in the morning and two at night). In addition, many blood pressure and cholesterol medications are taken once daily.

Some medication requires a change in diet (such as avoiding certain foods, like grapefruit, which can counteract the drug) or have strict instructions on how to take the medicine, like not eating for a certain period of time after consumption. Many times, these food restrictions have to do with a body’s inability to absorb the medication or vitamins if certain foods are present in the patient’s system.

According to the Centers for Disease Control (CDC) there are three different forms of medication nonadherence:

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Topics: Employee Benefits, Cost Containment, Education, Behavioral Psychology, employee health, Pharmacy

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Sample Policies for Arizona's New Paid Sick Leave Law

Jeff Griffin

In the November 2016 general election, Arizona voters passed Proposition 206, which instituted an incremental increase in the state’s minimum wage, as well as mandated paid sick leave for all employees — not just full-time, but part-time, temporary, and seasonal workers as well. All HR professionals and business owners should be apprised to the changes this law will bring and what it means for themselves and their employees.

To assist with complying with the new law, we're providing you with sample paid sick leave policies, not only for employers with over 15 employees, but also for employers with under 15 employees. Feel fee to use these new sample policies in posters, updated employee handbooks, and wherever else you post your HR policies. Of course as always, you should consult with your legal council and benefits advisor to ensure accuracy and applicability to your business,*

Here's a recap of the new law:

Proposition 206: Paid Sick Leave

According to the new law, the paid sick leave portion of this policy will go into effect on July 1, 2017 (the increase in minimum wage began on January 1). Prop 206 requires that employers with 15 or more employees provide at least 40 hours of paid sick leave per year to every employee. This amounts to one week of paid sick leave per year, per employee, assuming an eight-hour work day.

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Topics: Employee Benefits, Paid Time Off (PTO), Legislation, Arizona

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Senate's ObamaCare Replacement Bill Would End Employer Mandate

Jeff Griffin

Determined to pass health care legislation before the July 4th break, the Senate on Thursday night released a draft ACA replacement bill called the Better Care Reconciliation Act (BCRA). As of this morning, at least five Republican Senators have said they won’t vote for the bill. GOP Senate leaders can only afford to lose two members of their 52-senator caucus in order for the bill to pass. (The loss of two would require Vice President Pence to cast the tie breaking vote, assuming not a single Democrat supports the bill.)

While passage as the bill stands now seems dubious, Republicans and the White House see this as one of the last chances they have to pass healthcare legislation before they can move on to tax reform, so amendments are likely to win back some of these Senators. That process, however, could push the vote to after the July 4 break. Still, Majority Leader Mitch McConnell is a seasoned politician, and many pundits doubt he’d call for a vote before the recess if he didn’t have a few aces up his sleeve.

Let's look at several elements of the bill which are particularly pertinent to employers:

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Topics: Employee Benefits, Affordable Care Act, ACA, Legislation, PPACA

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