Recent changes in employee benefits have cast them in an increasingly prominent and often times unpopular role in the company's financial scenario. We have witnessed soaring health care costs, greater competition for qualified employees, growing government involvement and greater administrative burdens for the employer and frequent legislative changes impacting the employee benefit programs.
Agents and Agencies specializing in employee healthcare benefits will need to incorporate new thinking if they are to successfully lead their clients into the new healthcare delivery system and educate their client’s employees on the new options the Affordable Care Act has created for them and their family.
While there is continued focus on potential fines and the new definitions of full-time and restricted new hire waiting periods, do not overlook the benefits and opportunities made available through the law.
The authors of the Affordable Care Act may not have considered alternative funding options created by the Affordable Care Act, but plan structure previously unavailable to smaller ‘large’ companies is now a very viable option.
Using the newly implemented Affordable Care Act requirements, a long-term strategy can be created around the needs of your business, anticipated future growth and objectives, using benefit designs that will be valued by your employees and financially sustainable to your business.
Employee benefits may include but are not limited to: