Integrated Voluntary Benefits Enrollment and Administration

An evolving and diverse workforce is increasingly moving away from a uniform approach to benefits. Employers now recognize the importance of adding voluntary benefits like identity theft, critical illness, hospital indemnity, and accident, alongside traditional options to effectively address the unique needs and preferences of their employees.

Our comprehensive enrollment and administration technology creates an integrated enrollment process that improves the employee experience and simplifies HR administration. Adding Enrollment Support Solutions brings even more value to employers.

 

Enrollment Support Solutions

Best-in-Class Voluntary Carriers

Strategic carrier partnerships provide savings and discount opportunities for adding personalized Enrollment Support Solutions.

Total Implementation Management

We handle the implementation process soup to nuts, including requirements and paperwork gathering, platform setup, and managing carrier installations. 

Streamline Enrollment and Administration

Customized communication, education, and powerful technology combine to integrate core and voluntary front-end enrollment and ongoing administration, easing the workload for insurance brokers and their clients' HR staff.

Tailored Communications Lifts Participation

A user-friendly enrollment platform, clear communication channels, and personalized support is an opportunity for higher employee satisfaction, engagement, and participation rates.

 

Opportunity and Impact

Voluntary Benefits are in Demand

76% of employees say voluntary benefits positively affect their decision to work for and stay with their employer - Corstream, 2021 State of Voluntary Benefits

Employers Are Listening

Most US employers plan to enhance health & benefit offerings in 2023 to improve talent attraction and retention - Mercer Health and Benefit Strategies for 2023

More Likely to Recommend

67% of employees who rate their benefits as excellent or very good said they were more likely to recommend their employer  - New England Enrollment Strategies 

A Better Employee Experience

80% of employees who met 1:1 with an enrollment specialist found them to be very or extremely helpful. - DirectPath, 2021 Consumer Report

Enroll smarter, not harder. Let's talk. 

Voluntary Benefits Insights

Cost-Share Contribution Models: A Guide for Employers

166
Karen Greco
/ Categories: Compliance Materials, ACA Materials

 

Employers that sponsor group health plans typically require enrolled employees to pay a portion of the monthly premium according to a cost-share model (also referred to as a contribution model). While employers have broad discretion to structure cost-share models for dental, vision, life, and disability benefits as they see fit (provided they do not charge employees more than the gross premium), there are several compliance considerations regarding cost-share models for medical plans.

This publication addresses the key medical cost-share considerations for applicable large employers (ALEs) — that is, employers with a combined total of 50 or more fulltime employees (FTEs), including full-time equivalents and counting all employees in an IRC Section 414 controlled group. It summarizes the ACA affordability test and safe harbors and discusses a variety of employer cost-sharing arrangements, including models based on premium discounts or surcharges, salary bands, and base/buy-up structures. It addresses special considerations regarding opt-out or waiver incentives (cash in lieu of benefits) and provides a general overview of the nondiscrimination rules that apply to cost-sharing arrangements for fully insured and self-insured plans.

The publication also includes appendices with details of the Employer Mandate affordability threshold and penalties (Appendix A), a chart of Sample ACA Affordability Safe Harbor Calculations (Appendix B), a Sample Notice for Employer Sponsored Wellness Programs (Appendix C), a Sample Notice of Availability of Reasonable Alternative Standard (Appendix D), and IRS Limits on Retirement Benefits and Compensation (Appendix E).

View the full publication.

 

Print
Rate this article:
No rating