Expanding your Benefits Package in 2017

As 2017 approaches, many employees will be setting resolutions and goals for their future health, finances and looking for how to improve their lifestyle over the next year. Also heavy on many people’s minds are how their health care may change under new President-elect Donald Trump with his proposed changes to the Affordable Care Act. It is well known that health care costs continue to rise; many employees are looking to their employers to give stability and financial comfort through voluntary benefits. As an employer, the New Year is a great time to start planning which products and services will help meet employee needs more comprehensively — to help ease their concerns and stress related to medical bills and other finances.

Below are a few options to consider when looking at adding new benefits to your offerings:

Part-Time/Seasonal Packages
Part-time and seasonal employee benefits packages may offer some perks that your full-timers have. These packages can include benefits such as discount Rx, wellness programs or limited medical plans and more. Offering benefits to this group can help with recruitment.

Patient Advocacy Services
Many employers are offering patient advocacy services to assist employees through their health care process. This can include bill negotiation to reduce their out-of-pocket expense, doctor referrals and cost comparisons for procedures and medications.

Identity Theft Protection
Identity Theft Protection Programs include credit monitoring, fraud alert and services to help employees restore their identity and fix any damage that has been done. Many pla n tiers are available based on service a price needs.

Financial Coaching
Financial stress may not be a highly talked about issue, but some employers are starting to provide educational benefits to their employees various financial needs. Outside of 401(k)s and HSAs, services are available including student loan refinancing, debt repayment, credit score improvement and financial education for the future.

Telehealth
With telehealth programs, employees can consult with a doctor via phone or video for medical advice and treatment of minor illnesses with the need to leave work. This can help employers with absenteeism and reduced productivity.

Employee Assistance Programs

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Employee Assistance Programs (EAPs) programs began in the 1940s to assist employees with alcohol problems that were hired by companies with a shortage of skilled workers during WWII. EAPs evolved in the 1970s to be a comprehensive program to address mental health, family problems, child care, elder care, stress management, legal and financial services.

Over the years, EAPs have been widely adopted by companies across the US to help their employees deal with personal problems, which can have adverse effects on their job performance, health and general well-being. EAPs provide services such as short-term counseling and referral services for employees and their household members. EAP services are funded by the employers and 80% are delivered by outside vendors who operate as for-profit companies.

EAPs help with improving employees’ behavioral health, comprising of mental, emotional and spiritual well-being. The programs provide therapy to help employees learn the coping skills to deal with depression, workplace stress and other mental health issues. These programs will help improve employee performance and employers need to show that they have their employees’ best interests in mind. According to experts, when employees are feeling their best they will have better productivity and engagement.

An estimated 43.6 million (18.1%) Americans ages 18 and up experienced some form of mental illness according to the U.S. Substance Abuse and Mental Health Services Administration. New York-based Towers Watson & Co. found that 85% of employers of all sizes offer stress management services as a part of their EAP, but only 5% of employees choose to utilize the aid.

To help promote EAPs, companies should communicate the benefits of the programs to increase employee utilization. Due to the stigma around mental health and sickness, many people may not want to reach out for help. Employees may also be hesitant to reach out to use the program with worries about employers finding out about illness or their stresses, but they must be educated that all information is private and any transfer of information would be a HIPPA violation. As mental health issues have become more prevalent in recent years (or at least more widely publicized), companies are more likely to encourage their employees to take advantage of these great programs.

Sources:

www.easna.org

www.socialwelfarehistory.com

 

Advantages of Voluntary Benefits

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Rising healthcare costs have increased pressure on employers and employees alike to reduce expenses on health insurance while maintaining sufficient coverage. In the struggle to cut costs, voluntary benefits have taken the back burner, yet some studies question whether this really helps or hurts employers and employees. Voluntary benefits often fill in the gaps that other insurance leaves behind, providing affordable and personalized coverage for employees and their families. Though some businesses have been keen to cut voluntary benefits,MetLife Inc.’s 12th annual “Employee Benefit Trends Study” recorded that 65% of employees said they would feel more loyal to their employer if they were offered voluntary benefits.

Personalization is key with voluntary benefits.

The idea is to offer employees the opportunity to choose affordable coverage that serves their needs, as well as the needs of their family. One way to find the right coverage for your employees is to conduct a survey to find out more about their lifestyles and other specific needs. Furthermore, it is important to consider effective communication methods for different generations of employees — Baby Boomers might prefer paper while Millennials prefer an electronic campaign.

A PricewaterhouseCoopers study found that 83% of employers are now offering high-deductible health plans (HDHPs), and 25% are offering only HDHPs. This trend will continue to see a rise over the next few years. The good news is those with HDHPs are more likely to take advantage of wellness and find ways to save costs through employer sponsored programs.

Since employees are looking for ways to save money and help with paying the high deductible, they can choose accident, disability plans and hospital indemnity plans that will pay cash directly to the policyholder that they put back towards their deductible and towards treatment that may not be covered by major medical.

The rapidly changing healthcare landscape has seen a shift in decision-making power from employers to employees. While different businesses may take different approaches with regard to the availability and selection of voluntary benefits, greater personalization and a freedom to choose offer employees more options while reducing costs and headaches for employers.

 

HSA Increase

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Health Savings Accounts, or HSAs, have seen a massive boost in popularity as both employers and employees look for creative ways to keep healthcare costs down while retaining high-quality benefits. The flexibility and cost-effectiveness of these plans allow individuals to save for the future and unlike FSA accounts, the participants don’t have to use the money or lose it, but instead unspent funds roll-over from year to year.

Recent surveys show that over 15 million employees have enrolled in HSA-linked plans in 2015, a more than 20.3% increase over the previous year. Health Savings Accounts offer flexibility, portability, and efficiency for employers, employees, and their families and they are a great option for those seeking quality care at a reasonable price.

When paired with a high-deductible health plan, HSAs help employees save money on premiums and receive tax advantages. Health Savings Accounts are tax-deductible for employees and tax-free for employers, meaning that both sides get to keep money that can be put towards healthcare costs or other expenses. Employees can contribute to an HSA even after they are maxed out on 401K or IRA contributions for the year and once they turn 65, employees can withdraw remaining funds for nonmedical expenses with no tax penalty.

As an employer, it’s important to find an HSA provider that provides tools and calculators so that employees can research and understand the different types of Health Savings Accounts and their benefits. It’s also important to make sure that the HSA provider allows for an easy conversion to an individual account for employees that change benefits plans, leave the company, or retire.

Communicating Your Benefits

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Open enrollment can be a stressful time for employees and employers alike. Studies show that more than one-quarter of employees don’t understand the benefits offered by their company, while one half wish there was a simpler way to enroll. One of the most effective ways to reduce stress and boost enrollment is to clearly communicate what benefits are offered, how to enroll, as well as a timeline for enrollment. Simplifying and clarifying the benefits offered and the enrollment process aids employers and employees, saving time, frustration, and money .

Here are a few ways to communicate with your employees about open enrollment:

Consider Going Digital – Though sometimes it is helpful to have a piece of paper or booklet to flip through, more often than not, you’ll simply be adding yet another piece of paper to your employees’ already-crowded desks. Instead, consider going entirely digital. You can replace letters, posters, and flyers with emails or links to online content. You’ll save money on paper and ink but your employees still have access to the material they need.

Explain Why – Present what benefits are offered along with why they are important and valuable to your employees. In addition, this is an excellent time to promote healthy lifestyles, along with any wellness programs that your company offers.

Explain Changes – Introduce changes in carriers and explain if/why premiums have changed or increased from the prior year. Telling your employees why these changes were made and how it works with their best interests in mind will keep them feeling in the loop.

Utilize Multimedia – By repeating the benefits offered through different mediums, you can ensure that your employees have a greater understanding of the benefits and plans being offered to them, so that they can make the right choice for themselves and their families. Videos and webinars are two excellent ways to communicate benefits, with content available year-round to answer any questions that might arise.

Using Benefits to Close the Deal and Retain Employees

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As a business it’s important to be at the top of the list of top recruits when looking to hire new employees. It’s also important to keep those with years of tenure, experience and knowledge in the industry. Both new hires and those with years within the company have a lot to offer when they collaborate leading to growing your company’s success.

When looking to hire highly qualified and skilled employees, offering more than a competitive salary is the golden ticket. Though the younger generation may not be so concerned with healthcare and retirement, they may be looking for flexible work hours and a great work-life balance. More mature recruits may be looking to make sure their family is covered with health insurance, accident insurance and they’re looking to what retirement benefits a company will offer them. Therefore, companies need to offer a flexible package that can be modified and flexible to the needs of those being recruited.

The discussion of benefits shouldn’t end after the acceptance letter is signed and returned. Prior to the annual open enrollment period, you should educate your employees and clearly define the highlights of the programs offered. You need to have information posted on a website, company intranet or emailed out to make sure that employees have access to the most up-to-date information of offerings. You must communicate the value that each program can offer and be available for questions and answers to help them choose the best fit for themselves and their family.

Keep a pulse on what employees are choosing for your plans so you can adjust year-to-year to have what your employees want and need for their health, wellness and peace of mind. Can you save your employees money but also offer them the best benefits? Show your employees you care about the health and well being. The more you show you care more about who they are as a person and the lives they live outside of the office the more they will appreciate your efforts and look forward to coming to work each day. Showing your employees you’re more interested in who they are will help with retention.

Choosing a Third-Party Administrator

hr-outsourcingOver the past few years there has been a steady rise in outsourcing of HR benefits responsibilities; this is due largely in part to healthcare reform. Many companies do not have the time or manpower to stay up-to-date with the newest laws and requirements brought on by the Affordable Care Act.

Mistakes made within companies can lead to a lapse in coverage for the employee, and companies can incur large fees from penalties when mistakes are made when it comes to benefits administration and payroll. Therefore, more companies are reaching out to third party administrators to help handle the load.

Listed below are a few tips and aspects to consider when choosing a third-party administrator to handle benefits and payroll responsibilities.

  • Do your research, know what policies your employees have enrolled in and put together packages that can be combined to create the perfect plan for them and their family.
  • Is the company you’re outsourcing to available for questions before and during enrollment and will the employee be able to find information via a website or brochure?
  • Have an information session to educate your employees about the products offered along with a benefits representative available to answer questions they may have regarding the policies available.
  • Although the responsibility may be in another company’s hands, you want to have someone within your company trained and knowledgeable in the options available.
  • Be available to add a helping hand and answer question and step in if there are any problems with the benefits administrator or enrollment process.

Keeping your employee’s in mind when choosing the best resource for benefits administration is important. You want to make sure you save money but also give the best user experience possible. The burden of benefits administration and payroll can be outsourced and take the stress off your company and keep the focus within your own company.