Many participants are hesitant to exercise the benefit for fear of making a mistake. Here’s how plan sponsors can alleviate these fears and encourage engagement.
Gone are the days of “voluntary” being frowned upon in the workplace. We are past the stage of employer unease with the concept and the resulting worry about “selling” to employees. Instead, voluntary benefits have become a welcome addition – some would even say critical – yielding increasingly competitive employee benefits packages that couldn’t be offered without them.
The typical COBRA beneficiary costs employers far more in claims expenses than an employee’s cost of coverage. Andrea Riggs, Director, Communications and Partner Marketing, GetInsured, discusses the cost savings and other advantages of public exchanges for both employers and employees.
Companies should build a culture of tolerance, educate employees so they can challenge misconceptions and offer benefits that make seeking care convenient and private.
Plan sponsors should inquire about their adviser’s compensation, professional credentials and educational background, says retirement expert Robert Lawton.
Plan sponsors should inquire about their adviser’s compensation, professional credentials and educational background, says retirement expert Robert Lawton.
Many participants are hesitant to exercise the benefit for fear of making a mistake. Here’s how plan sponsors can alleviate these fears and encourage engagement.
Companies should build a culture of tolerance, educate employees so they can challenge misconceptions and offer benefits that make seeking care convenient and private.
The impact of accelerating change is real – every organization is under intense pressure to control costs while building and equipping an agile workforce.
