Affordable Care Act
Buy Sell Agreement
Critical Illness Insurance
Employee Assistance Programs
Health Savings Account
Minimum Essential Coverage
Reference Based Pricing
Term Life Insurance
As we have discussed in previous posts, providing great benefits is one of the best ways to recruit and retain talented employees. However, that creates a real challenge for employers as you work to find a plan that offers the right coverage and supports the health and financial needs of your employees. With that in mind, we have put together a quick guide to help you evaluate your options and narrow down your choices.
Student loan debt is one of the fastest-growing crises affecting Americans today. While the mainstream media has largely focused on how student loans are burdening Millennials and young families, the truth is more insidious. A large number of older adults are also weighed down by never-ending student loans, and the problem doesn't just affect those in lower-tier positions. Fortunately, there are some ways that you can leverage your employee benefits package to help your employees out while maximizing your ROI.
Employee assistance programs provide a wide range of services to employees in need. However, many employers are unaware of the benefits of the program, and how it can help them reach their profit and productivity goals. The good news is that employee assistance programs can be structured in a variety of ways to meet the needs of your organization while also maximizing benefits to your employees.
There's a lot riding on trucking companies. Each year, trucks haul more than 10.5 billion tons of freight, travel nearly 300 billion miles and deliver more than $700 billion in gross freight, according to data compiled by the American Trucking Associations.
Although small businesses who employ less than 50 people are not required to offer group health insurance to their employees, they will engender employee loyalty and gain a significant competitive advantage if they do.
Employee wellness is big business. According to a recent story by National Public Radio, companies across the country spend about $8 billion a year trying to get employees to exercise, eat better, stop smoking and live lives that make them happier and healthier.
The average human resources department is constantly bogged down and overloaded with work - and also often encounters issues that reach beyond its knowledge. Given the liability risk that HR missteps could incur, it won't be good enough to just "guess" when such an issue arises.
Delivering a strong benefits package helps you not only attract great employees, but retain them. The centerpiece to your employee benefits is usually health insurance. Health care costs have exploded in recent years, so giving your people the coverage they need goes a long way toward creating job satisfaction and a healthy team in your organization.
The number one in-demand employee benefit is health insurance, and for good reason. After all, who can afford to pay for modern medical care 100% out of pocket? Practically no one has that kind of financial ability.
When you start new employees in your company, you almost certainly include an orientation program. This usually puts your newest hires in a conference room or classroom environment to teach them about the company and their place in it. While this is critical, it does not do enough by itself to transition them into their roles. For this, you need to transition during employees' first week from orientation to new hire onboarding.
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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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