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Risk
Analysis |
Before
an organization can implement an
effective risk management strategy,
it needs to completely understand
the strengths, weaknesses,
opportunities and threats of its
current employee benefit plan. To
help clients gain this
understanding, we follow a process
that identifies coverage gaps,
assesses employee satisfaction
levels, reviews network adequacy,
clarifies premium rate trends, and
evaluates the overall stability of
existing plans. Once this analytical
process is complete, we help our
client put a risk management program
in place that will yield long-term
cost savings.
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Alternate Funding Arrangements |
Many
organizations that previously had
not considered self-insuring a part
of their employee benefit coverage
are now thinking about doing so.
When decision-makers learn more
about partial self-insurance, they
often discover that it’s a painless
way to reduce costs. Partially
self-insuring makes it easier for
organizations to design an employee
benefit plan that eliminates
unneeded or abused benefits and adds
benefits that are really needed.
Partially insured plans also provide
stop loss protection against large
claims.
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Benefit
Plan Design |
Different groups have different
benefit needs. Our knowledge, gained
from serving clients in virtually
every business sector, guides our
recommendations about the benefits
that are most likely to attract and
retain qualified people in specific
fields. In working together with
benefit decision-makers, our
professionals can help design a
custom-tailored package of
employer-paid and employee-paid
benefits that is just right for the
specific needs of any organization.
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Full
Service Marketing |
Today’s
difficult business climate drives
the need for multiple options. One
size benefit plans simply do not
accommodate the needs of most
employers and most work forces. Our
independent status and credibility
with leading insurance carriers
gives us access to a wide range of
benefit plans. This means that our
clients have the luxury of choosing
from among the best options
available in the American insurance
marketplace. It also means that we
help employers offer multiple plans
to their workers so that they are
free to select plans that most
effectively address their individual
needs.
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Strong
and Sustained Administrative Support |
From day
one of its client relationships, our
staff works to ease the
administrative burden for our
clients. Our account managers are
immediately available to solve
problems that may emerge such as
billing, eligibility and claim
issues. They also have a proactive
perspective and strive to make sure
their clients’ coverages stay
current and comprehensive. Our
account managers perform ongoing
claims review and analysis and
recommend cost saving measures on an
as needed basis. The agency’s formal
Client Relationship Management
Strategy ensures continuous
monitoring of both our clients’
level of satisfaction and that of
their employees. Finally, we also
keep clients regularly informed of
insurance industry benchmarks and of
how client companies stack-up
against them.
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Employee
Communications |
Two-way
communications is vital when
introducing new or updated benefit
packages to employees. To make this
process unfold effectively, our
staff works as an extension of our
clients’ Human Resources
Departments. We help coordinate open
enrollment activities, conduct
employee surveys, prepare benefit
communications materials, run
employee meetings and review summary
plan descriptions.
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International Benefits |
Many of
our clients have multiple locations,
including operations in a wide array
of countries across the globe. To
address the coverage complications
involved in offering medical,
dental, life and disability plans
that satisfy varying government
regulations and business
requirements, we have a worldwide
network of advisory resources. Many
multinational organizations have
come to depend on us to devise
cost-effective programs that meet
the needs of workforces comprised of
employees with differing needs such
as expatriates, third country
nationals and local nationals who
work outside their country of
origin.
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Flexible
Spending Accounts |
In
recent years, Flex Plans have gained
in popularity because they are
easy-to-install plans that allow
participants to set aside pre-tax
dollars to pay for out-of-pocket
health care and dependent care
expenses. We help our clients
determine whether their employees
have a high enough level of interest
to justify the implementation of a
Flex Plan. If so, we walk clients
through the implementation and
performs the due diligence necessary
to stay in compliance with current
law and to avoid penalties and
unfavorable tax consequences.
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Health
Savings Accounts (HSA) |
Our
staff is up to date with the current
trends in consumer-driven health
plans. We advise our clients on the
pros and cons of offering
high-deductible health plans to
their employees.
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COBRA/HIPAA |
Federal
and state regulations often are
confusing and complex in nature. Our
staff understands the nuances of
COBRA/HIPAA compliance and removes
the potential liability that clients
worry about. We ensure compliance in
the areas of notification of COBRA
rights, COBRA qualifying events
notices and HIPAA Certificates. |
