EMPLOYEE BENEFITS CONSULTING
Healthier, happier employees, without any of the hassle.
The importance of offering high-quality employee benefits can’t be overstated: Aside from salary, workers rank benefits packages as one of the top factors they use to evaluate job offers. And with the trend of rising health care costs showing no signs of slowing down, finding an affordable way to provide competitive, attractive benefit options has never been more challenging.
Benefits We Help With
Medical insurance is insurance against the risk of incurring medical expenses among individuals. By estimating the overall risk of health care and health system expenses, among a targeted group, an insurer can develop a routine finance structure, such as a monthly premium or payroll tax, to ensure that money is available to pay for the health care benefits specified in the insurance agreement. The benefit is administered by a central organization such as a government agency, private business, or not-for-profit entity. According to the Health Insurance Association of America, health insurance is defined as “coverage that provides for the payments of benefits as a result of sickness or injury. Includes insurance for losses from accident, medical expense, disability, or accidental death and dismemberment.”
Dental insurance is designed to pay a portion of the costs associated with dental care. There are several different types of individual, family, or group dental insurance plans grouped into three primary categories: (1) Indemnity (generally called dental insurance) that allows you to see any dentist you want who accepts this type of coverage; (2) Preferred Provide Network dental plans (PPO); and (3) Dental Health Managed Organizations (DHMO) in which you are assigned or select an in-network dentist and/or in-network dental office and use the dental benefits in that network.
Disability insurance, often called DI or disability income insurance, or income protection, is a form of insurance that insures the beneficiary's earned income against the risk that a disability creates a barrier for a worker to complete the core functions of their job. For example, the worker may suffer from an inability to maintain composure in the case of psychological disorders or an injury, illness or condition that causes physical impairment or incapacity to work. It encompasses paid sick leave, short-term disability benefits (STD), and long-term disability benefits (LTD). Statistics show that, in the U.S., a disabling accident occurs, on average, once every second. In fact, nearly 18.5% of Americans are currently living with a disability, and one out of every four persons in the U.S. workforce will suffer a disabling injury before retirement.
Stop and think. What is the competition doing to take your employees or keep theirs? Do you employ anyone with capabilities that would be very difficult or nearly impossible to replace? How much business and profit would you lose if that person left or death?
If your company is like most, its success depends upon the efforts of its best people. That is why it is essential to hire and retain talented, hard-working employees who help your business prosper and grow. Competitive compensation and benefit programs are a fundamental component to attracting these professionals and retaining them for the future success of the business.