With an unlimited budget it’s easy to offer an employee benefit program that puts you a cut above your competition. Unfortunately, unlimited budgets are often not a reality, and employers have to balance the needs of the organization, employees and budget when designing their benefit offerings.
We partner with you to understand your mission, corporate culture, demographics and budget, in order to connect your benefits strategy to them. Our process identifies not just cost advantages but also behavioral changes that take place when you alter your plan design. We compare trends in cost, utilization and population health to help you create a healthier, more productive workforce.
Through surveys you will know what benefits matter most to your employees. You won’t waste dollars on premiums, paying for services that are not valued by your employees. The result is a complete benefits strategy that stems the tide of rising costs and improves employee engagement — all making you an employer of choice.
May Threat Intelligence highlights include cyber attacks on Microsoft’s SharePoint software, Windows 10, various business applications, online college bookstores, tax accounting software, and even a church.
The July 31 Form 5500 filing deadline for calendar-year ERISA plan sponsors is right around the corner. You may think you have all of your ducks in a row, but employers sponsoring health and welfare plans often make common errors which can lead to hefty penalties. It’s worth your time to take a closer look and make sure none of your ducks have gone astray.
The question is relatively straightforward: How do you as an employer offer salaries and compensation structures that are attractive to employees, while still promoting your organizational profitability? The answer is simple: salary benchmarking. Understanding the process is considerably more complex.
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