Health & Welfare Benefits –

The success of your business depends heavily on your ability to attract and retain quality employees. To compete effectively, you need to offer several forms of compensation: salary along with health & welfare benefits.

Health & welfare benefits can cost as much as 30 percent of a company's payroll. Insurance and administrative costs of benefit programs continue to rise at unacceptable rates.  Old solutions, such as higher employee contributions and plan cutbacks, foster poor morale and, in the long run, fail to achieve desired results.  The pace of today's economy forces you to address benefit issues faster and with fewer resources than ever.

Many companies face the same situations. We realize that as an employer you may find yourself with one or more of the following additional limitations:

• Insufficient human resources staffing
• Limited negotiating leverage with vendors
• Minimal access to large consulting firms' top resources
• Inadequate advice and service from product-driven, sales-oriented agents

Together, we create long-term strategies that save money, control costs and enhance the value of employee benefit programs.

 More often than not, companies do not quantify their health & welfare budgets on an global annual basis and have difficulty answering such basic budgetary questions, as:

How much does your company spend on health & welfare benefits?

What percentage of payroll are health & welfare costs? Is this before or after accounting for employee contributions?

Do your plan designs provide ample choice to employees while, at the same time, leveraging down your company's net cost?  Does your employee contribution strategy promote this relationship and tie the employee into the plan?

How have global benefit costs changed over the past three years and what are cost projections for the next three years?

How has your company accounted for any unfunded liabilities if self insured or looking to self insure?