BENEFITS

GROUP

In life most of us like to stick out in a crowd. We like to be known as individuals and valued for our unique identities. When it comes to employee benefits; however most of us realize the value the group brings and as such we are happy to be considered one of the many.

The value a group benefits plan brings to businesses is often as equally valued by the employees as it is by the employer

A solid group benefits plan can reduce costs, meet current socio-political requirements such as the Affordable Care Act (ACA) aide in recruitment and staff retention. Prospect and current employees often rank a solid group benefits plan as one of the factors as to why they have either chosen a specific job or decide to remain in the one they currently have. In fact, many see a well-developed benefits package as a more important factor in their career than even salary.

Companies that recognize the value of a well-developed benefits program have a competitive advantage over their counterparts not only when it comes to recruiting and retaining employees. This advantage manifests itself in many ways including employee morale thus trickling down to their customer base who then get to experience the benefits of a happy employee who also values their job.

• Dental
• Vision
• Health Savings Accounts (HSA)
• Health Reimbursements

VOLUNTARY

Most of us know the feeling. Working at a job, depending on the provided health package and knowing it has gaps that may be detrimental to the wellbeing of ourselves and/or family members. Fortunately, many employers are adding supplemental benefit opportunities to help fill these gaps at a cost-effective rate for all involved.

As with all business, cost control is a critical factor in managing the finances of a business. Often times the costs associated with a healthcare package make it prohibitive for a company to add supplemental benefits to their standard health care options. Because the situations and events such supplemental insurance covers are outliers in terms of use it simply does not make sense for many businesses to offer such coverage as a standard.

As a growing trend businesses are often times now offering a set of supplemental coverage options that employees can sign up for based on their own perceived needs. Such plans are intended to offer benefit opportunities to employees but at no added cost to the business. Because employees have the ability to opt in or out, they are in many cases referred to as voluntary benefits.

Companies that recognize the value of a well-developed benefits program have a competitive advantage over their counterparts not only when it comes to recruiting and retaining employees. To learn how you can add a voluntary benefits package to your company offering at no cost to your business use the contact form below, we will be happy to contact you back with all the details.

• Critical Illness
• Life
• Hospital Indemnity ‘Gap’ Plans

KEY EMPLOYEE & EXECUTIVE

Every business has them. The men and women that or responsible for developing, managing and promotions. These key individuals are crucial to ongoing success, growth, and development.

It is critical for any business that wishes to have long term viability to understand the need to have contingency plans should the key personnel be lost. Some may refer to such as a “Hit By Bus Plan” plan. In other words, what will happen to the business should this key individual be hit by a bus or other sudden end to their employment take place?

Whether hit by a bus or recruited merely by another company it is essential for a business to have a written protocol on how to move forward. As part of this written plan, a company should highly consider what is known as “Key Man Life And Disability Insurance” Such a plan will help a company make an easier transition should something unexpected happen.

The time to act is now. No one knows when the unexpected will happen. When it does your company needs to be prepared. Contact us today, and we will be happy to help ensure you are ready for such occasions and that the transition process will go as smoothly as possible. Key Employee & Executive Benefits

• Disability Insurance
• Business Interruption Insurance

HUMAN RESOURCES

Humans are the foundation of any business. While it is true that technology is replacing many jobs in the workplace, the fact is, humans are and always will be part of success in any business.

The changing roles our employees have in our workforce is a challenge that many businesses face. For a small to medium size business many times it is the owner, CEO or other high-level management personnel that often also wears the hat of Human Resource Director.

The needs of employees are in an ever-changing flux and regulations tend to only increase in number and complexity. Those in charge of Human Resource services often find they are in over their head either in terms of administrative work, regulatory burden or simply time management necessary to take care of all need tasks associated with maintaining their employees base.

Our goal is to help you overcome your HR hurdles. We are happy to help our clients by providing access to HR professionals to assist and maintain the highest level of compliance and other Human Resource related tasks. Our clients enjoy both a personal touch and access to cutting edge information and technologies. Let us help, contact us today.

• Benefits Communication, Resources, and Education
• Online Enrollment Tools
• Preparation of Plan Documents
• Section 125 Plans

COMPLIANCE

Compliance. Everyone hates it, few understand it, and most think it should be classified as a new dirty word.

With the level of regulations surrounding healthcare, insurance, and employment it is no wonder why the word “compliance” alone strikes fear into so many.

Ensuring one’s company meets the ever growing burden of regulations however is critical to everyday operations in most businesses. For some companies, the burden is so great that an individual or even a team is needed in-house to make sure a business has all its bases covered.

For many small to mid-size businesses; however, hiring someone to manage compliance on a full-time basis is not economically feasible or desired.

If you, like most, struggle with compliance issues contact us and we will be happy to help. Every day we deal with compliance issues and are glad to help.

• OSHA
• Consulting