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

PCOR Fees: A Guide for Employers

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Karen Greco
/ Categories: Compliance Materials, ACA Materials

 

The ACA initially required either health insurance companies or plan sponsors (typically the employer) to pay three fees and taxes: the Patient-Centered Outcomes Research Institute (PCOR) fee, the reinsurance fee, and the health insurance tax (HIT). The reinsurance fee expired in 2016, and the HIT was permanently repealed for 2021and beyond. The PCOR fee was originally set to expire in 2019; however, it was extended through 2029 (i.e., for plan years ending before October 1, 2029) as a result of endof- 2019 Congressional action.

This publication provides an overview of the PCOR fee. Appendix A, PCOR Fee: Completing Form 720, provides a step-by-step guide for employers with self-insured medical plans, including level-funded plans, HRAs, and many point solution programs, to remit PCOR fees with their second quarterly filing of Form 720 (Quarterly Federal Excise Tax Return), due annually by each July 31. Appendix B, Chart of PCOR Fees, shows the PCOR fee due per covered life for recent and near future reporting years.

Download the full PDF here.

 

 

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