Affordable Care Act
Buy Sell Agreement
Critical Illness Insurance
Employee Assistance Programs
Health Savings Account
Minimum Essential Coverage
Reference Based Pricing
Term Life Insurance
These days, employees expect to be presented with a variety of voluntary benefits. They want the opportunity to select the benefits that are relevant to their lives, not to get stuck one-size-fits-all solutions that they can barely make use of. But, as an employer, you can't just offer your employees everything under the sun. You have a limited amount of time and resources with which to craft your benefits package. In order to offer a varied — yet also tailored — benefits package with something that will appeal to everyone, you need to know what's popular with employees.
Voluntary employee benefits are no longer an afterthought. They are at the forefront of most people's minds when looking for a job. And with unemployment at its lowest rate in decades job seekers are in the driver's seat. If you don't offer a compelling benefits package then the most qualified applicants are going to look elsewhere. But simply offering voluntary benefits slapdash isn't enough. You have to do it right.
There's lots of talk about adding value to your benefits package but precious little about creating value with what you already have. Employee benefits — especially voluntary benefits — are key to attracting and retaining talent in today's job market, but simply adding more and more isn't the ultimate solution. You need to make sure that the benefits you already offer are understood and appreciated by your employees.
Do you know that the cost of healthcare is rising? Yes, you do. It's exhausting to hear that repeated over and over, but ignoring it won't make it go away. What you do about it can make a world of difference. Especially when it comes to your ability to attract and retain new talent.
If you're looking for a benefit that appeals to millennials it's hard to do better than student debt relief. The current total for student loan debt in America is a staggering 1.6 trillion dollars — you can watch it tick up and up yourself if you're so inclined. That's more than credit card debt and auto loan debt combined. And who is carrying most of this debt? Millennials, of course. For many younger employees, this debt is keeping them from purchasing homes, getting married, and starting families.
We've all made mistakes. It's inevitable, especially when you're dealing with something complicated like employee benefits enrollment. Mistakes will happen, but you don't need to keep making the same ones over and over.
Choosing an employee benefits provider can be tricky. There are more than a few out there, and not all of them will be the right fit for you and your business. In fact, some of them shouldn't be in business at all. Here are a few things you should always look for in your employee benefits provider.
Employee benefits are the key to attracting and retaining the talent you need to operate. This has been drilled into every employers head a million times by now. Employees know this too and they've come to expect certain benefits. They are no longer simply bonuses, they are a foundational part of any job offer. If you want your benefits package to stand out you need to get creative. Here are x unique benefits that your employees will surely love.
Talking about employee benefits engagement often elicits little more than a yawn from employees. Honestly, you might be yawning yourself right now! Even though it isn't the most exciting topic, benefits engagement is something that's vitally important to both your business and your employees. The question is: how can you effectively communicate this to your employees?
One of the largest issues concerning healthcare spend is the lack of transparency with pharmacy purchases. Savvy consumers are looking for answers and as a result, industry players such as Pharmacy Benefit Managers are coming under scrutiny. Even with the focus of lawmakers and industry experts however, most employers are not aware of the Pharmacy Benefit Managers and their significant contribution to the rising cost of their group health insurance premiums.
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