Employee Benefits Integration
Although we consult with companies on many fronts from Retirement Plans, Buy-Sell Agreements, Key Person Coverages, Succession and Exit Planning and other businesses insurances, there’s arguably nothing more important than the work we do with our clients on their Employee Benefits Programs.
Let’s just start with the overall costs for employers to offer a solid Employee Benefits Programs. With most companies, we find this expense to be in their top 5 if not top 3 line item expenses. We also realize that many employers are fed up with the lack of transparency and data around the claims experience and how their insurance premiums are calculated.
At the same time, as employers or employees, we certainly depend on our health insurance programs to make sure our families have access to the treatments and medicines that they need when they need them.
We look forward to having the opportunity to talk to you in person and share with you what makes us different. I hope you’ll come experience the difference at the Fringe Benefits Group where best is our standard.
“It’s not a faith in technology. It’s faith in people.”
- Steve Jobs
Technology fuels analytics, communication, and compliance because so much of what people do manually – they can now automate, delegate, and outsource to improve efficiencies and minimize errors.
Online Benefits Administration & Enrollment
"If you can not measure it, you can not improve it."
- Lord Kelvin
To be sure, comprehensive analytics is essential in providing meaningful consulting and quantifiable examples of how to improve upon your current situation. Key areas of our expertise are:
Benefits and costs analysis
Annual market review
Renewal cost-projection underwriting
“The single biggest problem in communication is the illusion that it has taken place.”
- George Bernard Shaw
Communications one of the key pillars to our success. It is an on-going process that begins with our initial consultation and continues through our entire business relationship.
On-going communications from quarterly/mid-year reviews to pre-renewal meetings for businesses as well as informing employees of required notices, plan changes and enrollment options for employees is paramount to us.
Go where you’ve always gone, pay what you’ve always paid is not always the best choice.
“The nine most terrifying words in the English language are: I’m from the Government and I’m here to help.”
Regulatory compliance can be overwhelming even for a seasoned HR executive. The best offense to remove the liability created financially or otherwise by inaction or misinterpretation is proper policies and procedures could lead to the loss of time, money, goodwill, or all three. Being prepared in the event of a regulatory audit