By Lesa Caputo, Benefit AdvisorBeneflex Insurance Services, A UBA Partner Firm
The Reality of Health Care Budgeting Shortfalls and the Impact on Employers Now and in the Future
I can’t remember the last time that I went out to my mailbox to check for…
What will happen to the burgeoning population of retirees in future decades who find not only their retirement underfunded but also their health care?
An industry expert will share how benchmarking data can help employers get the most out of their benefits offerings in a Feb. 27 webinar.
An industry expert will share how benchmarking data can help employers get the most out of their benefits offerings in a Feb. 27 webinar.
“Imitation is the sincerest form of flattery” – Charles Caleb Colton
When it comes to managing employee benefits, modeling your health plan design after companies that do it well is not only a form of flattery, but crucial in ensuring optimum h…
While advances in technology can spawn increased productivity and lower costs for a company, security concerns about the use of mobile devices and social media remain a hot-button issue for employers and HR professionals.
While advances in technology can spawn increased productivity and lower costs for a company, security concerns about the use of mobile devices and social media remain a hot-button issue for employers and HR professionals.
Holly Parsons
The Wilson Agency, A UBA Partner Firm
The more employers I talk with, the more I hear the challenge of finding the right balance between encouraging and supporting employees to make healthy lifestyle choices and getting too much into “their business.” This dilemma is understandable. Even the most well-intentioned individuals can overstep boundaries and cause feelings to be hurt, or even worse, privacy to be violated.
However, I can’t think of any organization that would give employees carte blanche opportunity to spend any amount of money they want on products or services for the business and still expect to stay in business. Yet, that’s what employers do when they provide a product, a.k.a. insurance, for their staff and fail to stress the importance of good stewardship in how that product is “spent.” It’s akin to letting employees purchase unlimited printers because the ink runs out.
If the insurance you provide for your employees has become so expensive that you have had to minimize the benefits (ie: higher deductibles) or shift the cost to the employees, effectively lowering their compensation, then it’s time to start figuring out a way to get involved in “their business” because now, it is your business.
Mishandling or delaying the question of health benefits now can carry a big price tag in dollars, reputation, competitiveness, retention, employee engagement or a combination of all of the above.
Are the benefits you provide valued by employees and effective in achieving your goals? Fine-tune your benefits program by attending our webinar.