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Health benefits remain one of the most valuable components of any employee compensation package.  In the current marketplace, with what appears to be unpredictable and uncontrollable rate increases every year, how does an employer balance offering a competitive employee benefits program with their own capabilities and bottom line?

Employers can, in fact, influence rate increases on their benefits programs as well as influencing employee satisfaction; below are just a few examples of proven solutions:

1.     Increase benefits understanding through better employee communications.  Request your Employee Benefits Agent to conduct Open Enrollment meetings which provide information on using In-Network providers, utilizing Convenience Care Clinics & Urgent Care Centers versus Emergency Rooms, and how employees can save on prescription costs by asking about equivalent generic alternatives to brand prescriptions prescribed and taking advantage of mail-order programs.

2.     Provide employees access to Health & Wellness resources, many of which are available for free through various insurance carriers and EAPs (Employee Assistance Programs).

3.     Offer Voluntary Products.  At no additional cost to the Employer, round out your employee benefits program by offering voluntary products such as Dental, Vision, Life and Disability.  Advantages for employees include the ability to access these coverages at group rates and have most of these products payroll deducted on a pre-tax basis.  There is no requirement for Employer contribution.

These are just a few examples of proven solutions enjoyed by our clients. Our benefits consultants evaluate an Employer’s existing programs then develop creative options tailored to each client’s specific needs.

Now is the time to get started on putting some of these solutions in place.  To get the personal attention you need so that you can concentrate on your business, call the Employee Benefits Specialists at Sutter, McLellan & Gilbreath today.

 

 

 

Posted 1:26 PM

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