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Why Your Business Needs a Long-Term Benefits Strategy

You know the drill, renewal time rolls around and for many it’s a scramble to re-evaluate the benefit options you’re providing employees. Often times, you don’t even know what new options or emerging strategies are available for your organization. So, with the clock ticking, you start the process of reviewing how to potentially cut costs and make critical decisions that will impact your business and employees.

Starting this process at renewal time is often too late. Instead, your organization needs to develop both short- and long-term strategies to accommodate the ever-changing environment. Without a plan, you may be forced to…

What Changes to Obamacare Could Mean for Employee Benefits

In the midst of the national debate surrounding what will happen next with the proposed replacement of the Affordable Care Act (ACA), there are some key trends that have emerged regarding the options and strategies that all employers face at benefits renewal time each year.

As the benefits industry braces itself for inevitable changes, there is certainly a feeling of uncertainty. Employers and advisors who embrace change and have strategies that incorporate these emerging trends will be prepared regardless of what happens next. Any employer offering health benefits plans should be aware of these key topics:

American Health Care Act: The…

Human Capital Trends Businesses Need to Watch

All business leaders, not only HR executives, need to be focused on human capital as an integral part of their business plan. As the HR field has evolved, it has become clear that a smart human capital strategy can create a solid competitive advantage. Some exciting things are expected to unfold this year including compliance driven trends and shifts in the areas of engagement and culture.


Employment law is a constantly changing landscape, and with the Trump Administration forging ahead with its agenda, the next four years should be no exception. The possible changes may ease the burden on businesses…

Why We Need Transparency to Combat Rising Healthcare Costs

Have you ever paid more than $20,000 for a service without knowing the price before buying? Sounds crazy, but this is exactly what happened when I needed to spend two nights in a hospital in 2010. And, it happens constantly when it comes to healthcare. Many thought the inception of Health Savings Accounts in 2004 would lead to consumerism in the healthcare industry, including pricing transparency, but change has been slow.

With nearly all non-healthcare purchases, even insured, higher-ticket items like cars or houses, the price is transparent. Not so in the healthcare economy. I spent two nights in a…

Five Things Every Employee Benefits Program Needs

In today’s competitive business world, a comprehensive benefits program is critical to making your company an employer of choice. Here are five things every good employee benefits program should consider:

Culture and Engagement: Gallup estimates only 32% of U.S. employees are engaged – meaning they are involved in, enthusiastic about and committed to their work and work place. Employee benefits play an important role in employee engagement, but as costs continue to escalate, employers have to make tough financial decisions. Benefits changes need to align with your company culture in order to attract and retain quality employees.

Affordability and expanded choices:…

Benefits Cost Containment Strategies

Most employers today are searching for ways to control their health benefit costs. According to Conrad Siegel Actuaries’ annual Medical and Prescription Drug survey, many are turning to consumer-directed health care and tightened spousal rules.

The survey revealed that employer premium sharing remains steady as a percentage of overall premiums, as employers change the benefit plan design instead of shifting more premium costs to employees. The average percentage of the medical premium that employees paid for single coverage in 2015 was 15% which has remained relatively constant over the past several years. The average premium share for family coverage was…

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