Employers renew their benefits each year, sometimes making tweaks to plan designs or offerings. But, should we be rethinking the entire process? The normal market forces that create competitive pressure and lower the cost of goods and services aren’t present in the healthcare world, because the person consuming those services (your employee) isn’t the one paying the bill (the employer and/or insurance company).

Many employers have the mis-impression that ERISA applies only to retirement plans, or perhaps only to large group or self-funded health plans. In fact, almost all group health plans are subject to the law, but a huge percentage of employers are out of compliance and thus face large potential fines and penalties...

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Many employers have the mis-impression that ERISA applies only to retirement plans, or perhaps only to large group or self-funded health plans. In fact, almost all group health plans are subject to the law, but a huge percentage of employers are out of compliance and thus face large potential fines and penalties...

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Many employers have benefitted enormously from having a partially self funded arrangement, where they participate in the actual claims experience of their employees with protection from any catastrophic claims.

Nationwide, 81% of workers in large firms (200+ employees) are covered by a self funded plan, but only 15% of workers in smaller companies (less than 200 employees) are covered by this type of plan...

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Wouldn’t it be great to offload some of your Benefits and HR administration work?  Stop chasing paper and find out how a full HRIS system can enable you to automate so many of the tasks you might be doing manually today. 

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