Voluntary

Last month, a statement from McKinsey Consulting declared that "social innovators are bringing bold new approaches to the difficult problems that plague the world. The next disruptive force in social innovation will involve a new, more rigorous approach that funnels resources to where they can do the most good."

Semantics are supremely important in making or breaking certain lines of insurance.

With serious concerns about medical commission cuts and maintaining top-line revenues, 58% of brokers and consultants are embracing two specific initiatives EBA contributor Nelson Griswold explains in the December issue.

Following the Eastbridge Consulting Group report earlier this year that showed a decrease in voluntary benefits sales during 2010, it has been refreshing to see that, according to recent insurance carriers' annual surveys, employees' interest remains strong.

How do we continue to satisfy the benefits needs of employees and meet our business objectives? The answer is actually right in front of us explains Tinker Kelly in today’s BeAdvised.

Although many companies continue to tighten their financial belts, when it comes to voluntary benefits, employers are much more employee focused, as opposed to cost driven. Seventy-five percent of employers say their top reason for offering voluntary benefits is to expand the benefits options available to their employees, with 42% offering voluntary benefits to fulfill an employee need, and 30% offering them at their employees’ request, according to a study released yesterday by Prudential.

Everyday services that help strike a better work-life balance have become an increasingly valuable part of the benefits package - even if employees are the ones who pick up the tab. But what is the best way to deliver this assistance to the workplace to ensure satisfaction and boost program utilization?

We know that HR directors, benefits managers and C-suite executives are horribly frustrated with employee benefits - not simply with the high cost of the medical, but perhaps most with their lack of control over the process.

For executives and other high net worth individuals, an emerging voluntary benefit addition is survivorship life insurance - an area benefits professionals may want to explore when crafting executive benefits packages.

Last week, Meritain Health, a provider of self-funded health and wellness plans, found that 89% of participants had improved blood pressure and 77% had reduced LDL cholesterol.