• Contraception medicine, devices and counseling
• Well-woman visits
• Screening for several diseases and conditions, including gestational diabetes and human papillomavirus (HPV)
• Breastfeeding support and supplies, such as breast pump rental
• Counseling for those with sexually transmitted diseases
• Counseling for those suffering from domestic violence

The plan will take effect for all nongrandfathered group plans for plan years as of Aug. 1, 2012 (Jan. 1, 2013, for calendar year plans), although some religious organizations will not be forced to cover contraceptives, according to a Business Insurance report.

While a number of health advocates praised the decision as a smart way to curb long-term health care costs, many religious and business leaders criticized the move. The Family Research Council noted the decision "undermines the conscience rights of many Americans," while Karen Ignagni, president of America's Health Insurance Plans, said the decision might actually end up costing consumers more. Ignagni said the changes "broaden the scope of mandated preventive services beyond existing evidence-based guidelines . . . and encourage consumers to obtain a prescription for routine supplies that are currently purchased over-the-counter," CNN reports.

Health Exchanges

Prior to the decision on women's preventive services, HHS also released its first solid guidance on the formation of state health care exchanges under PPACA. According to a Kaiser Health News report, the guidelines will allow states some flexibility in how they set up the exchanges, which will allow individuals and small businesses to compare and purchase health insurance starting in 2014.

HHS officials said the state exchanges will be required to post information about a plan's price and quality, offer standardized plans and hold to an annual open enrollment period. However, states will not be required to negotiate with insurers over price or plan offerings.

Over the next 14 months, the patents on two popular prescriptions -- Lipitor (cholesterol) and Plavix (blood thinner) -- are set to run out, which means cheaper generics will hit the market soon, the Associated Press reports. About 4.3 million Americans take Lipitor, while 1.4 million fill prescriptions for Plavix, the report said.

The savings windfall doesn't stop there. The patents for nearly 120 brand-name drugs are set to expire over the next decade, according to Medco Health Solutions Inc.

In 2010, the average generic drug option cost $72 compared with $198 for the average brand-name prescription drug, according to Wolters Kluwer Pharma Solutions. A separate IMS Health study noted that the average copay for a generic prescription last year was $6 versus $24 for a brand-name option with preferred status from an insurer, the AP reported.

All those expiring patents can translate into significant savings for employers -- provided their employees can actually get the generics. While many patients and pharmacists are squarely on the generics bandwagon, many doctors insist on sticking with the brand names, according to The Washington Post. The report cites a recent American Journal of Medicine article that notes that nearly 5 percent of a sample of 5.6 million prescriptions by U.S. doctors were submitted as "dispense as written" -- which means pharmacists can only supply the specific brand of drug designated by the physician.

The reasons: Some doctors still don't trust generics, according to a survey by the Annals of Pharmacotherapy, which showed that half of polled physicians still harbor at least some negative view about the quality of generics. Also, brand-name recognition and habit come into play, according to the Post report.

Fortunately, employers can take advantage of another trend that can cut costs even on brand-name options, according to a report in Human Resource Executive Online. A recent Buck Consultants survey found that nearly 57 percent of employers are using pharmacy benefit managers (PBMs) to handle their prescription drug plan, and many companies are enjoying new leverage thanks to a growing number of PBMs that are popping up to serve the surging demand.

"Strong competition among PBMs for employer business has created a buyer's market for PBM pricing, and we expect this competition will intensify as health care reform is implemented," Michael Jacobs of Buck Consultants told HREO. "Therefore, employers can be aggressive in their negotiations with PBMs."

Jacobs suggested that employers look beyond price and take time to choose the best PBM for their company.

"A PBM has to be flexible to meet your needs," Jacobs told HREO. "A one-size solution may not be right for you."

After years of cost shifting, benefit cuts and longer hours, it appears many employees -- including the top performers -- are fed up and are eager to move on, even though the job market remains stagnant.

"We found that most organizations are finding it tough to hold onto their best people even when there are relatively few job openings," Bram Lowsky of Right Management told EBN. "Previous research findings tell us there's a furious war for top talent under way, constant poaching of high performers by competing companies and, overall, a very restive workforce."

Additional research found that voluntary separation rates for top talent are approaching pre-recession levels following years of decline. A study by PwC Saratoga, reported in Human Resource Executive Online, found that while overall turnover rates continued to decline, the turnover rate for high performers increased to 4.3 percent in 2010, up from 3.7 percent in the previous year.

Consultant firm Challenger Gray & Christmas noted that employers are becoming aware of the dangers of a talent exodus, with 42 percent of respondents to a recent poll saying they are increasingly worried about their competition luring away their top performers, according to a report in The Indianapolis Star.

"This may be the most important time for employers to hold on tight to their highest-skilled workers," John A. Challenger, the firm's chief executive, told the Star.

While the recession killed or shrank many employer-sponsored benefits, some companies are trying some innovative offerings to make up for those losses and to retain their best workers. For instance, drug maker Eli Lilly recently started to host a farmer's market, which offers fresh produce and a chance to "get away" for a few moments, Lilly spokeswoman Janice Chavers told the Star.

Challenger said employer-sponsored benefits and perks such as Lilly's market can be pivotal in maintaining a talented and productive workforce.

"Whether it's something simple like free bagels in the lunch room every morning or something more substantial such as tuition reimbursement or flexible scheduling, these perks can be an essential part of worker morale and job satisfaction," Challenger said.