Benefit Design Strategies

Our Method

1. **Gather preliminary data **about your current benefit programs, their cost, their benefit structure, and their performance in order to gain a thorough understanding of what has transpired historically.

2. Review your overall business needs and benefit strategy.

3. **Review financial, administrative, employee satisfaction, growth and retention issues **in order to assess potential for improvement.

4. **Establish goals **to be achieved immediately as well as in the long term, including your premium contribution strategies and plan design to promote healthier lifestyles.

5. **Product recommendations **to focus on a benefit cost containment, improved outcomes, administrative efficiency, consumer engagement, member education, and financing structure. The objective at this point is to create a benefit program vision for the future.

Our Products

Medical Plans

• Fully insured

o Traditional fully insured

o Level-funded health plans

o Self-funded and ASP

o Reference-based pricing, self-funded

• Medical stop-loss

• Pharmacy plans

• Mental health carve-out plans

o Employee assistance programs (EAPs) Dental Plans

• Traditional fully-insured or self-funded plans

• Employer contributory or voluntary plans

• Open access plans

• Preferred provider (PPO) plans

• Prepaid (DHMO) plans Vision Plans

• Employer contributory vision plans

• Voluntary vision plans Life Insurance Plans

• Group term and universal life insurance plans

• Supplemental and voluntary life plans

Disability Insurance Plans- both group and individual plans

• Short-term and long-term disability plans

• Employer contributory and voluntary plans Ancillary/ Voluntary supplemental coverage

• Accident and Critical Illness plans

• Medical Gap and supplemental hospital plans

• Group long-term care plans

• Group legal plans

• Group travel accident plans

HR Technology Solutions

We are committed to sharing our deep industry experience with you and helping you achieve your organizational needs and wants through the efficient use of HR technology.

Our HR technology platforms include:

• **HRIS **to manage employee data, new hire reporting, PTO, documents, and employee self-service.

• **Benefits administration **for personalized online enrollment, life event entry, carrier connectivity, integration with COBRA, consolidated billing, liability management, and integrated decision support

Enrollment & Communication

One of the most important elements in a successful employee benefit plan is communication to participants. Benefit plans are becoming more complicated as insurance carriers continue to innovate and add new benefits and plan options. Additionally, with the onset of Health Care Reform, government regulations constantly change the rules for administering benefit plans. The sheer number of plans alone can be overwhelming; an employer may have as many as 15+ options. Communicating the various plan provisions to participants in addition to determining eligibility, participation rules, contributions, etc. is a challenge. We’re here to help with all of it.

We make employee benefits easier Enrollment Team

Online Enrollments