Benefits Think

Selecting the right partner requires focused consideration of the attributes of the ideal partnering relationship. Jack Kwicien shares the strengths and opportunity areas of your business that will determine who the ideal candidate will be.

As you consider the success of your annual 401(k) review meeting, you may wish to evaluate the services you should be receiving from your investment adviser:

The adoption of tax-sheltered benefits accounts – including, Health Reimbursement Arrangements, Health Savings Accounts, and Flexible Spending Accounts – are predicted to reach nearly 90 million accounts by 2017.

Are you just one more agent with the same products and the same approach who is trying to win business by having a longer list of promised services? Or are you viewed by prospects and clients as an expert in benefits? Columnist Mel Schlesinger shares how to achieve thought leader status.

This is the time of year when most companies with calendar year plans start reviewing their discrimination test to see if they passed or if they have to refund any contributions to the highly compensated employee group. Columnist John Ludwig shares best practices for keeping your clients in compliance.

The Americans with Disabilities Act Amendments Act (ADAAA) has changed the way your clients manage their employees’ disability leaves. The Standard has found five mistakes employers may make when considering ADAAA accommodations.

How will the ACA and associated changes in the employee benefit market impact the role of the broker? A recent LIMRA survey of small businesses reveals areas where brokers need to step up to the plate.

Commentary: Everyone has them — and loves them. Customers who never complain, who keep coming back, who pay promptly and who appear satisfied. But beware of passive customer loyalty, says sales pro John Graham.

Commentary: So you want to expand your centers of influence, but you’re not sure where to start? Daymark Advisors’ Jack Kwicien shares a simple idea that works. And best of all, it is easy to implement.

It’s no coincidence that organizations identified as best places to work are more likely to offer broad-based wellness programs, which typically include wellness screenings, health questionnaires, lifestyle management programs, targeted benefit plan designs, as well as incentives and rewards.