HR is a necessity when you have employees. And what could be better than taking a set of duties – which although a necessity, are not a core competence – off your plate?
According to a Small Business Association study, the average small business owner spends 25%+ of their time handling employee-related paperwork. This average increases to a staggering 35-45% if the tasks include recruitment, hiring, and training of new employees.
After all, you have no interest in processing payroll twice a month, negotiating benefits with insurance carriers, or worrying about how to comply with a litany of government regulations. You entered into business to build a lasting legacy, deliver great products or services, and generate revenue doing what you do best. So why NOT outsource HR?
Read this paper to learn more.
Time and money. Two things most entrepreneurs need more of on any given day. And the surprising thing is that there are new ways to get more of both: through technology applied to human resources. The most advanced HR technology providers can streamline the processes for managers and employees, offering total access anytime and anywhere to the most important elements of their HR data. Read this eGuide to learn more.
In response to requests for more detailed guidance on electronic delivery requirements for participant disclosures, the Department of Labor (DOL) issued Technical Release 2011-03R in December, 2011.
Beginning in 2018, the ACA requires employers to pay a 40 percent tax on the value of high-cost health plans. According to a Truven Health Analytics study, 15 percent of active employee plans for U.S. employers are projected to incur the Cadillac tax upon its activation in 2018, a rate that is expected to increase to 19 percent by 2020. Truven Health researchers estimate the tax would result in an increase of up to … download the full report.
Small and medium sized companies can be so focused on core business issues that they overlook one of their most potentially serious and costly issues — human resource compliance. They often lack the time and resources to build infrastructure and processes that are beyond core business objectives. This is a must-read paper that discusses the top small business compliance concerns.
A robust benefits package can be the difference between a talented superstar choosing to work with you as opposed to a larger, more established competitor. But with the cost of benefits rising each year, providing a benefits package that helps you attract, retain, and motivate talented people gets harder all the time.
With knowledge and planning, you can create a win-win situation for yourself and your employees. You can use benefits to meet the needs of your workforce and successfully compete for top talent. As a business owner, it’s important to be aware of the ways you can manage costs and attract top hires. In this paper read about:
1. Finding a benefits package that’s tailored for your specific industry
2. Encouraging consumerism among your employees to help save money
3. Taking advantage of technology to keep a lid on administrative costs
4. Promoting health and wellness programs to help prevent heavy benefits usage
5. Preparing for the impact and opportunities of health care reform
Learn how on-site health services are helping employers build a culture of health in this new white paper.
If you’re like most benefits leaders, you’re trying to manage increased healthcare costs while striving to better engage your workforce. It's time we realize that enterprise healthcare isn’t going to fix itself. You are.
This new e-book will show how you can overcome your toughest challenges all in one place by:
You want the best for your employees. You also want the best employees. Providing a wider array of voluntary benefits can help you gain both.
Packaging together traditional employee benefits with complementary wellness products and services in bundles give employees more comprehensive coverage within an easier, consumer-friendly shopping experience. Bundles are a complete benefits package created for a certain lifestyle, age, or some other reflection of the employee. Through Maxwell’s shopping experience, employees are able to select a bundle that best fits their unique needs in one click, customize if needed, and check out.
Many employers add consumer directed health (CDH) plans to their benefits offerings, but they’re not seeing the savings that they had hoped for, due to low adoption. How can your company get the most out of your CDH? This paper offers best practices for helping employees understand their options, and choose the best plan for their needs, including:
Boost your company’s CDH adoption – saving the company money and keeping employees happy at the same time – using these best practices.
The new LEAF College Savings white paper, “Innovative New Benefits That Will Help Your Company Win the Talent War,”emphasizes the need for organizations to look beyond traditional benefits in order to attract and engage top talent. It offers employers of all sizes key insights on the evolving expectations of today’s workforce and the role technology plays in the delivery and implementation of benefits deemed to be ‘innovative.’ It provides actual examples of specific easy to implement, technology-based benefits that companies ranging from early-stage to publicly-traded effectively offer their workforce – and the amazing employee engagement that results.
This white paper from Aetna Dental® tells how the Aetna Dental/Medical IntegrationSM (DMI) program helps dental and medical benefits work together for better overall health and value. Aetna’s pioneering integration of dental and medical care is an important part of whole-patient treatment. Increasingly, medical researchers are finding that dental health is closely linked to overall health. Integrating dental and medical data not only helps identify potentially chronic and expensive health conditions, but also may improve employee health and lower benefits costs.
Aetna Voluntary Plans takes a closer look at some key trends affecting the part-time and variable-hour workforce, explores the implications of the Affordable Care Act in more depth, and examines benefits solutions available to employers with large part-time and variable-hour employee populations.
The paper, Benefits Solutions for a Growing Part-Time and Variable-Hour Workforce, provides an in-depth look at the biggest questions facing employers today.
The details for Affordable Care Act (ACA) reporting to the IRS are complicated – are you prepared for all of the regulations and the paperwork? The five key things you need to know are covered in this white paper.
Take an in-depth look at wellness program penetration, administration, incentives, current trends and success metrics, based on an annual tracking study of 500 human resources professionals from across the country.
As consumers absorb higher percentages of their healthcare costs, they need more help navigating the system and making the best choices – far beyond open enrollment. This paper highlights five areas where you can engage consumers at every stage to improve their bottom line and yours.
Voluntary products are changing the employee benefits game due to health care reform. Explore how voluntary products help employers meet HR objectives while providing more choices for employees. Review new research on what employees are say about voluntary products and their desire to purchase them.
In a study conducted over five years, ActiveHealth Management examined 1.9 million members across 25 large employers to identify the impact of incentives on wellness programs. Discover what approach worked best and gain valuable insight on creating effective incentives for employee health.
The value of a group legal plan offered on an employee-pay-all voluntary basis has risen to new heights at JetBlue Airways since its 2005 introduction. Author Bruce Shtuan explores the benefits of investing in a group legal plan.
Successful organizations recognize that providing wellness efforts can improve employee health while reducing costs. Get access to the latest industry best practices, new technologies and advanced analytics to help you dramatically improve ROI. Find out how to create an integrated, personalized approach that ensures your wellness efforts drive measurable results.
Employers are facing the tough decisions of paying more for health coverage, passing additional costs along to employees, or eliminating coverage all together.
One way a business can efficiently fund health benefits is by self-funding. By assuming part or all of the risk of employees’ health care costs, employers stand to achieve savings of 5-15% from self-insuring. Spring's latest white paper “Self-Funding and the Management of Risk,” discusses the benefits, considerations and details of self-funding employee health insurance.
Survey tunes in to a highly satisfied workforce that is focused on furthering their education and improving worker well-being.
A study by SourceMedia Research and Employee Benefits Adviser, in partnership with Unum/Colonial Life, highlights the cause and effect that health care reform under The Patient Protection and Affordable Care Act of 2010 (PPACA) will have on the benefits advisory industry.