Affordable Care Act
Buy Sell Agreement
Critical Illness Insurance
Employee Assistance Programs
Health Savings Account
Minimum Essential Coverage
Reference Based Pricing
Term Life Insurance
By now you've probably read several methods of cutting your healthcare costs, especially if you follow this blog. You can choose to self-fund your insurance, implement employee wellness programs, implement health savings accounts, or just generally be a savvier consumer. Next up on the list of revolutions in healthcare is direct primary care.
Employee wellness programs often boast some lofty goals. The truth is that your expectations often don't manifest themselves as well as you'd like. With an employee wellness program you are dealing with people after all, not just numbers or statistics, and people have a will of their own. That said, there are a few things you can do to ensure your wellness program is the best that it can be.
These days, job-hopping is considered the norm. This is especially true among younger 20-something workers. In the modern workforce company loyalty is earned, not expected. In such a competitive, candidate-driven job market it's important to create every advantage you possibly can to encourage new employees to join your ranks and old employees to stick around.
When it comes to new hire onboarding first impressions are everything. For your employee their first week of work can either set them up for success or make the rest of their time at your company an unpleasant experience. Of course you want to do everything within your power to make sure it's the former and luckily there are many ways to streamline and improve your new hire onboarding experience.
It's difficult to overstate how important insurance enrollment is. The benefits you offer are your most important asset when it comes to attracting and retaining employees but they lose some of their effectiveness when you're spending all of your precious resources just trying to get people enrolled.
It's no secret that healthcare costs are rising. There are many reasons for this but if you're here then you're probably more interested in reading about solutions. So far we've gone over two options: reference-based pricing and routine biometric screenings. Another option is a self-funded insurance plan. So what is a self-funded plan and is it right for your business? Let's find out.
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We believe in revealing the real problem, challenging the status quo, and providing definable solutions.
Summerlin-Roberts uses a professional diagnostic process to help you categorize your needs & prioritize objectives.
We'll identify solutions that will specifically fit your needs. Any recommendations made will support your end objectives.
Once we have executive buy-in, we oversee the implementation of any new technology, solutions, or benefits from start to finish.
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