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They were born between 1980 and 1996. They're tech-savvy, team-oriented, value work-life balance above most else, and won't hesitate to jump jobs if another opportunity opens up. They are millennials, and they're proving to be different from the generations that made up previous workforces. They're socially conscious, interested in flexible hours and working from home, and changing the way employers view health insurance.
Healthy employees go hand-in-hand with healthy companies. Employees who are both mentally and physically healthy miss less work, prove more productive, and help reduce the rate of workplace accidents and injuries. One of the best ways to keep your employees healthy is to help them make the most of their health insurance.
Health insurance isn't a one-size-fits-all proposition. While every employee wants health insurance that meets their needs, not every employee has the same needs. Some have complex care needs. Some will want a greater amount of flexibility. Others may only be interested in bare bones benefits. And because employers often pay a portion of the premium to the insurance company, a wrong choice could wind up costing you as well.
Do you measure your employees' appreciation of the benefits you provide? If not, you're not alone. A recent story on the Health Insurance and Protection blog highlighted a study conducted by Group Risk Development. It found that four out of 10 companies don't know how much their employees value and appreciate the benefits being provided to them--or if they even value or appreciate them at all.
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.
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.
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.
Health insurance is the most sought after of all employee benefits by skilled labor in search of a new job. Only paid vacation time can compete with employer-based health coverage when it comes to employee preferences.
Employees have an important role to play in bringing down the cost of health care. Here's what you need to know about the movement to turn employees from passive agents into savvy healthcare consumers.
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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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