Tag Archive for: employee benefit plan

Finding the Right Care at the Right Place at the Right Time

/in /by

Most employers understand the importance of routine healthcare. Healthy employees miss less work and spend less money on treatment. Employees that receive routine healthcare are more likely to catch issues sooner, when they’re easier to treat. Routine healthcare also reduces the number of emergency room visits each year. Despite the importance, getting employees to seek out healthcare creates a challenge for many leaders.

Providing healthcare benefits ensures employees have access to quality care. However, not many people know how to locate the right care for their situation. It is up to employers to ensure employees receive the care they need, when they need it. This is accomplished by providing options, increasing access to care, and educating employees on best practices.

Ensuring the Right Care

As consumers take a more active role in their healthcare, employers need to increase access to information and care. Taking a customized approach to healthcare ensures a benefit program that meets the needs of both employees and the companies they work for.

The right employee benefits specialist doesn’t just provide leaders with health insurance; they provide access to the resources employers need to ensure proper care for their employees. A well-planned medical management program provides employees with access to the care they need, without the large medical bills typically associated with medical evaluation and treatment. The program provides employees with access to a team of professional doctors and nurses. This team works diligently to ensure patients receive the right care at the right time and for the best price. With a medical management program, quality care is just a phone call away.

Medical Management Programs Help Control Healthcare Spending

A medical management program helps patients requiring non-emergency care avoid costly medical bills and unnecessary trips to the ER. When utilized during a health emergency, a medical management program can help patients and employers navigate care and the insurance system. This helps prevent overspending and ensures everyone is on the same page.

Medical management programs are custom tailored to the specific needs of the employer. The “Patient Centric” approach ensures patients receive the care they need when they need it most. The program provides patients with valuable information about their condition and care. This helps patients become more efficient when visiting their medical provider. When armed with the right information, patients can effectively take control of their own care.

California Benefits Specialists

At MEBO our experienced employee benefit specialists work directly with employers to develop a benefits package that fits the culture, needs, and budget of our clients. We are pleased to offer customizable medical management programs. Please contact us to schedule a consultation.

 

Increase Employee Satisfaction with These Affordable Benefits

/in /by

Employees today care more about benefits than ever before. A recent study by the Society for Human Resource Management (SHRM) found that 92% of employees believe that benefits are important to overall job satisfaction. Companies that offer benefits like health insurance and retirement accounts are more likely to attract and retain employees. In fact, according to a recent study by Jobvite, a leading recruiting software provider, more than half of recruiters list medical and dental coverage and a 401K plan as the most effective benefits for attracting employees.

While most companies already understand the top benefits of offering health insurance, offering additional benefits could help employers maintain a competitive edge. These additional perks cost employers very little, but provide significant benefits to employee satisfaction.

Wellness Programs

Perhaps one of the most popular and affordable modern benefits, wellness activities and programs improve productivity, reduce the number of sick days, and help employees develop healthy habits that last a lifetime. Adding wellness activities doesn’t have to take a lot of time or effort. Many companies encourage group walks at lunchtime or offer yoga classes in the morning. Even companies that have not returned to the office can promote wellness activities. Groups can meet and track their progress through apps or social media. Some companies even organize fitness challenges, where employees compete against each other for a prize.

Snacks

Many companies now offer employees free meals or snacks throughout the day. This small investment could have a major impact on the way employees view their work and engage with others. Offering free snacks to employees increases job satisfaction and may make employees more productive.

Casual Dress Code

An increasing number of companies are letting go of their professional dress code in favor of more casual styles. This employee perk costs employers nothing. Casual work attire can put employees at ease which can make them more relaxed, creative, and productive. According to a recent study, more than one-third of job seekers expect employers to allow a casual dress code.

Signing Bonus

Although a signing bonus isn’t necessary, recruiters agree it’s an effective benefit. Offering a signing bonus may make it easier for candidates to accept a job offer.

Employee Benefit Specialists

MEBO offers employee benefit packages, custom tailored to the needs of each organization we work with. Our team of benefits specialists works directly with employers to analyze their needs and develop a comprehensive solution. Please contact us to schedule a consultation.

 

 

Is Your Organization Prepared for Generation Z?

/in /by

Generation Z, also known as Gen Z or Zoomers, have started joining the workforce. Unlike previous generations, Gen Z do not remember a world without the internet. This generation has grown up with information at their fingertips, and many bring this expectation with them to the workplace.

The oldest Gen Z’ers turn 23 this year. Many have finished college, and are looking to start their career.

Technology-Centric Workers

As mentioned above, Gen Z grew up in the age of the internet. This generation has high expectations when it comes to technology.

According to a report by Forrester, Gen Z want choice when it comes to tech selection. The report found five factors that could help companies improve technical experience for this young workforce:

  • Hardware – 1/3 of Gen Z workers would prefer a two-in-one laptop
  • Software – Younger workers use core productivity tools less than older generations
  • Security – 46% of Gen Z workers would like to choose their own security software
  • Privacy – 23% of Gen Z workers state concern about their company accessing their personal information
  • Mobility – Gen Z workers are less likely to work at home but more likely to work in co-working spaces or in multiple locations throughout the office

Diversity & Inclusion

Gen Z workers want to work for a company that is open-minded and accepting. This generation places high value on diversity and inclusion when it comes to race, gender, identity, and orientation. According to Deloitte, Gen Z also values salary less than previous generations. These young workers are more likely to choose an interesting job over one with a higher salary.

Health Benefits

In 2018, The American Psychological Association (APA) found that national issues such as sexual harassment, immigration, and gun violence are significant stressors for Gen Z. A whopping 27% of Gen Z report fair or poor mental health. Fortunately, this generation is also more likely to seek treatment or therapy.

Although Gen Z workers tend to be high achievers, they have high expectations when it comes to what they want from their employer. Employers looking to attract and retain young employees may want to evaluate their benefits plan to ensure it meets the needs of these workers. Employers should consider adding mental health, vision, dental, maternity, and well-being benefits to their plan.

Employee Benefits Specialist

MEBO offers employee benefit plans custom tailored to the needs of each organization. We work directly with employers to determine the best fit for their goals and budget. Please contact us to schedule a consultation.

Helping Employees Build Resilience

/in /by

Over the past few years, employers have increased their focus on mental health. In addition to offering mental health benefits, many employers also work towards building resilience in the workplace. Building resilience can help protect employees from mental health conditions like depression and anxiety. Resilience can also help offset factors that may increase the risk of serious mental health conditions.

Employee Mental Health

Mental health includes an individual’s emotional, psychological, and social well-being. The quality of a person’s mental health helps determine how they handle stress and relate to others. Poor mental health can impact a person’s ability to make healthy choices. It can affect productivity and impair personal and professional relationships. Mental health disorders can also affect physical health, increasing the chance of missed workdays.

Everybody faces trauma, adversity, and stress at some point in their life. According to a 2019 study by Gallup, 55% of Americans experience stress on a daily basis. This is 20% higher than the world average. Building resilience may help employees better handle life-changing and stressful situations.

Encourage Employees to Take Time for Self-Care

With so much going on, it’s not uncommon for employees to put self-care on the back burner. Unfortunately, many people view self-care as a luxury instead of a necessity. This is a big reason why so many people feel overwhelmed and run down. It’s crucial that employers encourage employees to take some time for self-care. Even a few minutes of mindful breathing can have a big impact on mood and resilience.

Keep Teams Connected

Although in-person meetings might not take place like they used to, it’s still important for employers to encourage regular team meetings. Weekly meetings provide an opportunity for employees to share their feelings and brainstorm solutions to problems.

View Challenges as Opportunities

Mistakes happen and everyone experiences difficulties from time to time. Instead of focusing on what went wrong, employers should encourage employees to view challenges as a chance for growth. This can help employees develop new solutions to old problems. It can also improve the way they view difficult situations in the future.

Provide Access to Mental Health Services

It’s important that employers inform employees of the mental health benefits and services available to them. Employers may choose to provide information on accessing care and resources.

Employee Benefit Specialist

As workplace stress levels rise, it’s crucial that employers offer employees the support they need. At MEBO, we help employers develop customized employee benefit plans. Please contact us to schedule a consultation.

 

 

 

 

Is It Time for Employers To Rethink the Way They View Healthcare?

/in /by

Most employers understand the importance of providing employees with health insurance benefits. Providing health insurance has been shown to increase productivity, reduce absenteeism, and provide significant tax-savings for employers.

Job seekers frequently cite benefits as an important factor when choosing where to work. In fact, 80% of job seekers claim they would choose a job with good benefits over an identical job with none. Having health insurance is especially important now, as employees worry about the effects the pandemic has had on their health and the health of their loved ones. Unfortunately, only half of U.S. employees believe their benefits package is better than what they might get from another employer.

Employees Still Worried About COVID-19

Although it seems the worst of COVID-19 is behind us, many people still worry about the future. According to Morning Consult’s weekly survey, as of April 25, 2021, 49% of adults report that they are still “very” concerned about the pandemic. This, combined with financial uncertainty has led many to reevaluate the benefits available to them.

Moving Beyond the One-Size-Fits-All Approach

As we move further into 2021, employers should consider a full analysis and evaluation of their existing health plan. Enlisting the help of an employee benefits broker may help employers better understand their current health plan and the options available to them. However, it’s important that employers locate a broker that offers much more than just cost savings. Simply choosing the plan with the best price will not provide the transparency and control employers require.

When it comes to healthcare spending, employers are often left in the dark. Unfortunately, a lot of healthcare dollars do not go towards actually treating the patient. Traditional health plans do not provide visibility into healthcare spending. Employers could benefit from considering other options.

Many employers are also reconsidering how employees pay for healthcare. Traditionally, all employees would pay the same amount for health insurance, regardless of their pay or position in the company. This model makes it difficult for lower-paid employees to afford healthcare coverage. In recent months, an increasing number of employers have taken an income-based cost-sharing approach when it comes to employee healthcare.

Employee Benefit Specialists

At MEBO, our employee benefit specialists work directly with employers to assess their current plan and locate areas that could benefit from improvement. Our customized approach allows us to design and develop a plan that meets the specific needs and budget of the companies we work with. Using proven methods, we increase transparency, reduce healthcare spending, and ensure employers provide a competitive health insurance plan that meets the healthcare needs of their employees.

Please contact us for a consultation.

 

Build a Better Employee Health Benefits Program

/in /by

Most employers understand the importance of offering health benefits. The right benefits plan can help employers attract and retain quality employees. Unfortunately, many benefit plans do not allow employers to control healthcare spending. This can create problems when creating and balancing budgets. A major event or illness can cost employers and employees a considerable amount of money. It’s crucial that employers ensure they create an employee health plan that provides a high level of transparency and control over spending, while ensuring adequate coverage for employees.

Determine Goals & Budget

Before building an employee benefits program, employers should think carefully about the reasons they’re offering benefits in the first place.  Many employers offer benefits to attract and retain quality candidates. In fact, a recent survey found that 72% of employers list retention and 58% list recruiting as the top reasons for increasing benefits for employees. Offering competitive health benefits can help organizations stand out in the labor market. Other reasons for offering benefits include compliance with federal and state laws and tax savings.

Once employers determine their goals, they need to decide what they’re willing to spend on employee healthcare. The amount of money spent varies from one plan to the next. Sometimes, employers end up paying more for healthcare than they originally planned. This can be controlled with a level-funded plan. Using stop loss insurance, employers can decide the maximum amount they’re willing to spend each month. When healthcare costs exceed this number, the stop loss insurance covers the difference.

Required Benefits

Before deciding on the type of health benefits to offer, employers should look at what they’re already spending on required benefits. Benefits required by federal, state, and local laws may include:

  • Social Security
  • Unemployment Insurance
  • Workers’ Compensation
  • Disability Insurance
  • Leave of Absence

Provide Employees with A Statement of Total Compensation

Each year, many employers provide a statement of compensation to employees. This report includes a breakdown of wages earned and benefits translated into a dollar amount. Depending on the types of benefits offered, the report should list:

  • Employee health insurance cost
  • Money spent on employee leave
  • Disability insurance costs
  • Life insurance costs
  • Retirement contribution amounts

Discussing this report with employees helps them better understand and appreciate the benefits they receive.

Customized Employee Benefit Plans

Employers looking to optimize their employee health plan could benefit from speaking with an experienced employee benefits specialist. The right benefits broker can help increase transparency and control over healthcare spending, while ensuring employees receive the care they need. Please contact us for a consultation. We look forward to hearing from you.

 

 

 

Understanding the Caregiving Crisis and How It Impacts Your Business

/in /by

As baby boomers leave the workforce, an increasing number of employees find themselves caring for aging parents. For employees with children, the stress and commitment of caring for older relatives can be overwhelming. This is especially true now, as the pandemic continues to threaten the health and safety of Americans. While the COVID-19 vaccine provides some relief, many caregivers still worry about the chance of transmission.

Caregiving Crisis

With an estimated population of 73 million Americans, Baby Boomers make up a large part of the U.S. population. In fact, Baby Boomers outnumber Gen X by 4.36 million. By the year 2030, 1 in 5 U.S. residents will be at or above retirement age and many will require care. Unfortunately, the U.S. does not have enough caregivers for aging adults. This leaves much of the responsibility on relatives.

Six out of ten caregivers work at a regular job throughout part (if not all) of their caregiving experience. 56% work at a full-time job. Many of these employees have small children at home as well.

Caregivers perform multiple tasks including:

  • Acting as an advocate for older adults
  • Managing health insurance claims
  • Communicating and coordinating care
  • Providing transportation to and from doctor visits
  • Maintaining medical equipment
  • Helping older adults with self-care and daily activities
  • Administering medications and injections
  • Performing first aid and wound care

With so much on their plate, it’s no surprise that caregivers experience higher levels of stress in the workplace. This can affect productivity and cause employees to become disengaged in their work. Over time, employees may find the stress of balancing work and caregiving too much to handle.

Around 40% of family caregivers leave their job. This is bad news for employers already dealing with a high rate of employee turnover and a small pool of quality candidates to choose from.

Supporting Caregiver Employees

Although employers cannot eliminate all of the challenges of caregiving, they can provide much needed support to their caregiver employees. Employers should start by analyzing their current benefits plan and policies to ensure they meet the needs of all employees. It’s also important to make sure employees understand the benefits available to them. Many employers are surprised to learn how little their employees know about their current benefits.

Employers may want to consider providing additional benefits as well. Employee discount programs help employees ensure they always have food for themselves and their loved ones. Employers should also consider extending benefits to the family members of employees. This can significantly reduce employee caregiver stress and may help employers improve their rate of retention.

Please contact us for information about health insurance benefits for employees and their loved ones.

 

American Rescue Plan Act of 2021 – Important FSA Changes

/in /by

Signed into law on March 11, 2021, the American Rescue Plan Act (ARPA) provides health and wellness opportunities to individuals impacted by COVID-19.  Last week, we featured an article explaining how the ARPA impacts employers in regards to COBRA coverage. This week, we’ll take a closer look into dependent care flexible spending account (FSA) contributions changes under the new law.

The ARPA increases the limit for dependent care FSA contributions in 2021 from $5,000 to $10,500. While this increase to the maximum contribution amount only applies to 2021, there’s a chance this change will become a permanent option. It’s important that employers learn as much as they can about how this change might impact their business.

What This Means for Employers

The ARPA dependent care FSA limit increase is not mandatory. Employers are not required to implement this temporary change. Employers that do wish to incorporate this feature will need to amend their FSA plan before the end of their plan year.

Although the amendment can have a retroactive effect back to the beginning of the plan year, the maximum contribution increase only applies to the 2021 tax year, not the employer’s plan year. For organizations whose plan year began after January 1st, participants can only contribute the higher amount through the end of 2021. After that time, their contributions mustn’t exceed the standard $5,000 per year IRS limit. For example, if an employer’s plan year runs from July 1, 2021 to June 30, 2022, participants would only contribute the higher amount (up to $875 per month) through December 31, 2021. They would then contribute the standard amount (up to $416.67 per month) for the remainder of the plan year.

Important Considerations

Increasing the maximum dependent care FSA contribution isn’t a viable option for every company. Before implementing this change, employers need to determine whether it makes sense for their business.

Employers should consider whether their payroll system can support changing FSA contribution amounts. It’s also important that employers look into how this change might affect their plan’s compliance. For many companies, only highly compensated employees will be able to increase their contributions. This goes against the Internal Revenue Code (IRC), which allows pretax contributions to FSAs as long as they do not favor highly compensated employees (HCEs).

Employers considering implementing this change should speak with an experienced benefits broker. It’s also important that employers communicate changes to eligible participants. Please contact us for more information.

Understanding the New ARPA COBRA Subsidy

/in /by

On March 11, 2021, President Biden signed the American Rescue Plan Act (ARPA) into law. This law includes provisions that impact employers. Most notably, it includes a new COBRA subsidy. Employers should learn all they can about this subsidy and how it might affect their business.

ARPA Requires Employers to Cover the Costs of COBRA Continuation Coverage

For a limited period of time, the ARPA requires employers to cover 100% of the employer’s cost of continuing group health coverage under COBRA for up to six months following the loss of coverage by an employee or former employee. This new law covers any employee that elects COBRA continuation following the involuntary reduction of hours or involuntary termination for reasons other than gross misconduct. Under the ARPA, eligible individuals also get a second chance to elect COBRA coverage or renew their coverage after allowing it to lapse.

COBRA beneficiaries receiving coverage on April 1, 2021 are automatically covered by the subsidy. Under the new law, employers must inform previous employees that did not initially elect COBRA coverage as well as those that allowed their coverage to lapse of the special enrollment period that begins on April 1, 2021. This enrollment period ends 60 days after the employer provides notification to potential beneficiaries.

Notifying Potential Beneficiaries

ARPA will require employers to identify and notify individuals eligible for coverage by May 30, 2021.  In addition to identifying and notifying eligible beneficiaries, employers must also update termination documentation to include information about the COBRA subsidy and the special enrollment period.

Who’s Eligible?

Eligible individuals include those whose initial COBRA period ended or would have ended between April 1, 2021 and September 30, 2021 or later.  It’s important to note that the ARPA COBRA subsidy does not increase the COBRA period. If an employee’s COBRA coverage begins after April 1, 2021 or ends before September 30, 2021, the ARPA subsidy will remain in effect for less than six months. It’s also worth mentioning that individuals that qualify for coverage under another employer’s health plan or Medicare do not qualify for the ARPA COBRA subsidy.

Although the federal government provides the ARPA COBRA subsidy, employers must pay any premiums owed to their COBRA provider or plan administrator. Eligible employers will receive a dollar-for-dollar tax credit on their quarterly tax filing.

The ARPA COBRA subsidy applies to insured and self-insured plans subject to COBRA. It also applies to self-funded and insured plans subject to continuation coverage under state law.

COBRA Coverage

Previously, employers could require an electing employee to pay the employee’s share and the employer’s share plus a 2% administrative fee to continue group coverage under COBRA. While COBRA coverage often costs more than switching health plans, many employees elect COBRA continuation over searching for a new health plan that might not offer the same coverage or options.

MEBO offers employee benefit plans customized to meet the needs of organizations today. Please contact us for more information about our services or to schedule a consultation.

 

 

 

Should Employers Offer Benefits to Gig Workers?

/in /by

COVID-19 has changed the way many of us live and work. Throughout the past year, unemployment rates have skyrocketed. Caused by forced closures and stay-at-home-orders, several businesses around the U.S. have had to reduce staff or permanently close their doors. According to the Department of Labor, over 48 million Americans applied for Unemployment Insurance within the past year. Many unemployed workers turn to gig jobs to make ends meet.

What Are Gig Workers?

Gig workers include independent contractors, freelancers, contract firm workers, temporary workers, and online platform workers. These workers may enter into contracts with companies to provide services on an as-needed basis. It’s estimated that as many as ten percent or more U.S. workers take advantage of some form of alternative work.

Health Benefits Provide Peace of Mind and Financial Protection

As an increasing number of U.S. businesses turn to independent contractors to assist with projects on a temporary basis, many have considered the possibility of offering these workers benefits. For gig workers that perform potentially life-threatening tasks during the pandemic like ride-sharing and other jobs that put them in direct contact with strangers, health benefits can provide peace of mind and may increase worker interest in these types of jobs.

Employers that utilize independent contractors on a regular basis might want to consider offering some form of benefits. Although it’s important to note that employers don’t have to offer the same types of benefits that they offer their full-time employees. For example, many employers do not allow gig workers to participate in a 401K plan, but will provide them access to healthcare coverage. These employers allow gig workers to pay monthly premiums to participate in the company’s group health plan. These types of plans generally cost significantly less than individual health plans.

Employers that decide to offer benefits to gig workers should ensure their workers aren’t receiving benefits from a temp agency or other party. It’s also important that employers avoid working with temp agencies that pass the cost of benefits to the employer. If the temp agency offers benefits, it is their responsibility to pay for these benefits for their workers.

Other Benefits

Although health insurance tops the list of preferred benefits, many companies choose to reward gig workers with bonuses. Offering bonuses for working during difficult hours or putting in extra effort shows workers they’re appreciated. It can also make them more willing to continue working for the company.

While offering benefits to gig workers can provide significant benefits, it’s important that employers weigh the risk as well. Providing gig workers with the same benefits as regular employees may make it difficult for organizations to attract workers to permanent roles within the company.

Employers have many factors to consider when selecting benefits for their workers. MEBO works directly with employers to evaluate their needs and develop a comprehensive solution, tailored to the organization’s budget and objectives.

Please contact us to schedule a consultation.