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Cementation in hip arthroplasty is a common and reliable technique for achieving a stable bone-component interface. However, there are significant costs to the patient, surgeon, and hospital related to the use of cement. It has been previously demonstrated that increasing ambient room temperature and femoral component temperature decreases cement curing time. A protocol utilizing warmed saline irrigation within the surgical field and a warm saline bath for the femoral component was developed. We performed a comparative cohort study to investigate if this protocol reduced time to cement curing in an in vivo setting. Ten patients were enrolled in the experimental group and 11 patients in the control group. Time to cement curing was significantly lower in the experimental group (7.5 minutes vs. 11.1 minutes, p < 0.0001). The use of a simple and inexpensive warmed saline irrigation protocol during cemented hip arthroplasty decreases time to cement curing.Cementation in hip arthroplasty is a common and reliable technique for achieving a stable bone-component interface. However, there are significant costs to the patient, surgeon, and hospital related to the use of cement. It has been previously demonstrated that increasing ambient room temperature and femoral component temperature decreases cement curing time. A protocol utilizing warmed saline irrigation within the surgical field and a warm saline bath for the femoral component was developed. We performed a comparative cohort study to investigate if this protocol reduced time to cement curing in an in vivo setting. Ten patients were enrolled in the experimental group and 11 patients in the control group. Time to cement curing was significantly lower in the experimental group (7.5 minutes vs. 11.1 minutes, p < 0.0001). The use of a simple and inexpensive warmed saline irrigation protocol during cemented hip arthroplasty decreases time to cement curing.

In 2024, the average annual premium for employer-sponsored family health coverage was $25,572, an increase of $1,604 (7 percent) from 2023. Over the course of the past five years, the average family premium has increased 24 percent, which is similar to growth seen in inflation (23 percent) and wages (28 percent). On average, covered workers contributed 16 percent ($1,368) of the cost of single coverage and 25 percent ($6,296) of the cost of family coverage. The average general annual deductible for single coverage for workers with a deductible was $1,787, similar to that in recent years but 47 percent higher than a decade ago. In 2024, 18 percent of large firms offering health benefits, including 28 percent of those with 5,000 or more employees, covered GLP-1 antagonists for weight loss. Large employers were more likely to perceive their overall provider networks as broader than their networks for mental health and substance use conditions.

The annual Henry J. Kaiser Family Foundation Employer Health Benefits Survey found that in 2018 the average annual premium for single coverage rose 3 percent to$6,896 and the average annual premium for family coverage rose 5 percent to $ 19,616. Covered workers contributed 18 percent of the cost for single coverage and 29 percent of the cost for family coverage, on average, with considerable variation across firms. Eighty-five percent of covered workers face a general annual deductible before they use most services, including the 29 percent of covered workers who are enrolled in a high-deductible health plan with a savings option. The share of firms covering services provided via telemedicine has increased steadily over the past several years. Nearly a quarter of large employers expect the elimination of the individual mandate to result in lower take-up in plan offerings.

In 2023 the average annual premium for employer-sponsored family health insurance coverage was$23,968-an increase of $ 1,505 (7 percent) from 2022. Both single and family premiums increased faster in 2023 than in 2022, in a period of generally high inflation throughout the US economy. On average, covered workers contributed 17 percent ( $1,401) of the cost of single coverage and 29 percent ($ 6,575) of the cost of family coverage. When compared to employers' perceptions of the number of primary care providers in their networks, a smaller share of employers believed that their provider networks had a sufficient number of mental health and substance abuse providers to provide timely access to services. One-quarter of employers indicated that their employees had a \"high\" level of concern with the level of cost sharing required by their plans. When asked about abortion coverage in the wake of the Supreme Court Dobbs decision, almost a third of large employers reported that their largest plan covered abortion in most or all circumstances.

The annual Kaiser Family Foundation Employer Health Benefits Survey found that in 2019 the average annual premium for single coverage rose 4 percent to$7,188, and the average annual premium for family coverage rose 5 percent to $ 20,576. Covered workers contributed 18 percent of the cost for single coverage and 30 percent of the cost for family coverage, on average, with considerable variation across firms. Fifty-seven percent of firms offered health benefits to at least some of their workers. While some larger firms reported that take-up dropped because of the elimination of the individual mandate penalty, the overall share of workers covered at their own firm (61 percent) was similar to that in recent years. Large employers reported taking a variety of steps to address the opioid epidemic over the past few years. Our findings offer some context for the role of health insurance reform in the 2020 election cycle.

In 2022 the average annual premium for family health insurance coverage was$22,463, which is similar to the $ 22,221 reported in 2021. On average, covered workers contributed$1,327 for single coverage and $ 6,106 for family coverage. Among covered workers enrolled in a plan with a general annual deductible, the average deductible for single coverage was $1,763. Almost half of large employers reported an increase from 2021 in the share of employees using mental health services. The 2022 survey asked employers about the breadth of their provider networks, especially for those using services for mental health and substance use disorders. Employers were less likely to report that their plan with the largest enrollment was very broad for mental health services than for providers overall. Fewer employers thought that their plan had a sufficient number of behavioral health providers versus primary care providers to provide timely access to enrollees.

The annual Kaiser Family Foundation Employer Health Benefits Survey is the benchmark survey of the cost and coverage of employer-sponsored health benefits in the United States. The 2020 survey was designed and largely fielded before the full extent of the coronavirus disease 2019 (COVID-19) pandemic had been felt by employers. Data collection took place from mid-January through July, with half of the interviews being completed in the first three months of the year. Most of the key metrics that we measure-including premiums and cost sharing- reflect employers' decisions made before the full impacts of the pandemic were felt. We found that in 2020 the average annual premium for single coverage rose 4 percent, to$7,470, and the average annual premium for family coverage also rose 4 percent, to $ 21,342. Covered workers, on average, contributed 17 percent of the cost for single coverage and 27 percent of the cost for family coverage. Fifty-six percent of firms offered health benefits to at least some of their workers, and 64 percent of workers were covered at their own firm. Many large employers reported having \"very broad\" provider networks, but many recognized that their largest plan had a narrower network for mental health providers.

This is the second annual Kaiser Family Foundation Employer Health Benefits Survey released since the beginning of the COVID-19 pandemic. Despite widespread workplace disruption, the key metrics we survey remained fairly stable. Average premiums for single and family coverage each increased 4 percent-the same percentage as seen the prior year. The offer rate (59 percent) and the coverage rate (62 percent) in firms offering coverage were similar to prepandemic levels. Covered workers, on average, contributed 17 percent of the cost for single coverage and 28 percent of the cost for family coverage-also similar to prepandemic levels. At the same time, the pandemic has spurred changes to employer benefits. Employers expanded telemedicine benefits, and many made modifications to extend the scope of these benefits. Many employers also adapted wellness and biometric screening programs to better align with employees working remotely and with changes in how employees seek out health care.