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

MLR Rebates: A Guide for Employers

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Karen Greco
/ Categories: Compliance Materials, ACA Materials

 

The ACA requires health insurance issuers ("Insurers") to pay annual Medical Loss Ratio (MLR) rebates to policyholders by each September 30 if the insurer previously spent less than a specified minimum percentage of the premium on medical claims and certain healthcare quality improvement initiatives in the prior calendar year. The MLR provision is intended to limit the amount of money that insurers can allocate to administrative expenses and profits.

Employers that receive MLR rebates have compliance obligations regarding the use of the rebates, which may include time-sensitive requirements to distribute to eligible plan participants (potentially including former participants) any portion of the rebate that constitutes a plan asset. This publication provides an overview of the administration of MLR rebates for fully insured employer-sponsored group health plans that are subject to ERISA. It offers information regarding Is the Rebate a Plan Asset? (Appendix A) and includes a Sample Employee Communication for notifying employees about applicable rebates (Appendix B). It also includes a section on the administration of MLR rebates received by non-ERISA plans (see under Special Rules for Church and Non-Federal Governmental Plans).

Download the Guide

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