Our experienced benefits professionals take the time to understand your business. They bring bold thinking and industry expertise to help you stay on top of regulations and economic trends and focus on your first priority – recruiting and retaining the best employees. They work as your benefits advocate to keep your organization vital over the long-term.
Which employee benefits are right for your business?
Use the yellow hot spots and explore how employee benefits can help attract, retain and protect your team.
Group Health Insurance
One of the main factors in attracting and retaining good employees is the benefit program offered by employers. This typically starts with your group health insurance plan.
Regardless of the company’s financials, there are ways to make health insurance available to your employees and their dependents. Offering health insurance doesn’t have to break the bank. There are many solutions available to small, mid-size and large employers.
Group Life Insurance
When employees are worried about their financial situation, they may not be as productive. Many individuals today do not have life insurance or adequate savings to cover final expenses, which places additional stress on employees and/or their families when the need arises.
A group life insurance plan can put your employees’ minds at ease, knowing their family will have resources available when they need them. Policies can also include a dependent benefit to help the employee pay for expenses if their dependent passes. Another solution is to offer a voluntary life benefit whereby the employee pays a lower premium through payroll deduction than they would if they found coverage on their own. Group life insurance is also tax deductible.
Many employers are faced with offering lower wages than their competitors and find it difficult to find and retain qualified workers.
Offering a short-term and/or a long-term disability program can provide prospective and current workers with another form of financial stability. An employee may be offered a higher wage elsewhere, but are they offered protection if that paycheck stops due to pregnancy, illness or other disability? How will they pay the mortgage or other bills? Employers offering a disability plan can provide peace of mind to their employees and gain an advantage over those that don’t.
Group Dental Coverage
Failure to have regular dental checkups can lead to more serious problems than a toothache.
Offering dental coverage to your employees can help encourage them to see a dentist on a regular basis. Gum disease has been linked to heart disease as well as diabetes. Catching these issues early not only helps your employees’ health, it may help reduce your long-term health insurance costs before a big claim hits!
Vision Care Coverage
Similar to dental coverage, if your employees are not getting regular eye exams, they may have underlying medical conditions such as heart disease or diabetes that can surface later at a greater expense to your medical plan.
Offering vision care coverage is a very affordable component to offering health benefits. It’s an inexpensive portion of the benefit package with a high value of return and can help offset the impact of increased medical costs, becoming a cost-effective, early intervention tool.
Not being able to meet an employee’s individual needs can pose a threat to worker retention and attracting new talent, both of which can be costly to your bottom line.
Offering voluntary coverage lets your employees choose benefits that are important to them. It’s a cost-effective way to provide a variety of benefits at little or no impact to your monthly premiums. Examples of voluntary coverage include:
- critical illness, hospital indemnity, cancer coverage
- life, dependent life, short-term and long-term disability coverage
- dental care
- vision care
Compliance audits are increasing and Department of Labor fines can be costly. Do you have all of the documents and paperwork at your fingertips should you receive an audit letter?
A good benefits broker will educate you on the compliance pieces so that you are prepared for that dreaded day. A wrap document covers most of what is required and the remaining forms should be readily accessible with proof of distribution to employees and/or eligible participants.
If you don’t get healthcare through your employment, or if you’re self-employed, individual health insurance is an absolute must. Don’t panic about the costs; plans can be cheaper than you expect if you shop around and you’ll often have a lot of flexibility when it comes to the balance of premium costs and coverage.
The four big variables to watch out for are:
- The deductible (how much you pay out-of-pocket before the insurer starts paying)
- Co-payments (the percentage, if any, that you pay toward each medical or hospital bill, with the insurer picking up the rest)
- Any annual limits on the total amount the insurer pays
- Exactly which medical services, treatment and drugs the policy covers.
Depending on your health level and appetite for risk, you can often find a policy and price that’s just right for you.
When offering individual health insurance, insurers have a particular interest in making sure you stay healthy. That means they’ll often pay up to 100 percent of the costs of preventative healthcare, such as checkups, screenings and vaccines.
Health insurance is certainly a complicated topic, so if you want to find out more about getting the ideal plan, contact us today.