Your HDHP users are making bad HSA and spending decisions. Find out how to help (and when!) with this new eBook full of timelines, templates, and copy to plug right into your emails.
The alternative strategy is ideal for companies that like the idea of self-funding but want to keep the safety and stability of consistent premium payments.
For many employees, benefits enrollment can be tedious—sometimes even scary. They don’t want to make a mistake—and who can blame them? So many just freeze and default into their current elections. That can be a very bad idea for them, and you.
Employees who don’t engage during enrollment often take their valuable benefits for granted. Also, they typically fail to choose health plans and design options that will give them the greatest value, further eroding their appreciation of their benefits.
There’s a better way: An intelligent enrollment platform that’s painless for employees and helps them make smart choices. Watch this short video to learn more.
The alternative strategy is ideal for companies that like the idea of self-funding but want to keep the safety and stability of consistent premium payments.
Plan sponsors should inquire about their adviser’s compensation, professional credentials and educational background, says retirement expert Robert Lawton.
The best way for plan sponsors to keep missing retirement participants to a minimum is to adopt auto-portability for accounts with less than $5,000, and actively encourage account consolidation among those with larger balances.
