Companies without any sort of strategic plan in place for health and benefits are destined to fall short for their employees – even a goal of “status quo” requires some sort of multi-year strategy, as many competing external (and often internal) forces simply don’t allow for things to stay the same. Learn more…
We’re looking for like-minded people to join our team. We protect our clients, yet we do more. We help them grow. This requires anyone who joins us to manage independently a wide range of client service, support-related tasks and to do so as a highly productive team member.
In spite of repeated nationwide news commentary and media coverage telling of the continual reduction of health and benefits, research actually demonstrates that many employers have stocked their health insurance programs with more coverage than required by their employees. Private health care exchanges are a solution for giving employees choices tailored to their needs that they can self select, while also opening windows to overall program cost reductions. Learn more…
How employers can mitigate the impacts of New Overtime Laws
Earlier this week in a webinar hosted by Ogletree Deakins, Armada Risk Partners shared several likely direct and indirect impacts of the new salary and overtime regulations. Ultimately, the effect on employee benefit plans will be driven by the approach each employer takes to mitigate its particular challenges.
Does your broker’s plan have you ready for the 2020 tax?
Have you taken actions to avoid paying the Cadillac Tax on your employee health insurance program? Starting in 2020, the Affordable Care Act (ACA) imposes a 40% excise tax on any employer-sponsored health care coverage that exceeds annual indexed dollar limits.
Health care inflation has increased with the arrival of the Affordable Care Act. Most employers are struggling with rising health care costs. Many mid-sized companies simply don’t have the data to begin evaluating cost drivers and devise solutions to counter these. Data is critical because not all solutions apply to companies of equal size.
Worksite wellness programs have grown in prevalence, yet their promises of gains from lower health insurance utilization and increased productivity are under realized for most. Employers of choice or highly desirable work environments, however, have identified the barriers to realizing these gains and are employing a strategy that encourages employees to secure rewards in health and wealth.
