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.
How has the #metoo movement impacted claims against employers? The U.S. Equal Employment Opportunity Commission (EEOC) announced preliminary FY 2018 sexual harassment data last week. The EEOC filed 66 harassment lawsuits, and 41 included allegations of sexual harassment. That reflects more than a 50% increase in suits challenging sexual harassment over last year.
Just as you can rely on the sands of time passing, so too can you rely upon periodic adjustments to Minnesota’s workers’ compensation law. Some of the financial updates are to keep costs in line with inflation, while other changes were a result of recent changes to the law. Regardless, we’ve got a breakdown of the changes.
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