HR Knowledge

Public Charter Schools play a crucial role in providing opportunities for students to flourish and succeed. I've had the privilege of collaborating with nearly 50 Charter Schools, witnessing the dedication of leaders and teachers striving to make a positive impact over the past two decades. These schools serve historically underserved student populations, offering extended school days, school years, tutoring, and mentoring to help students thrive and pursue higher education. The flexibility and autonomy of Charter Schools in operations, curriculum, schedule, and teacher hiring enable innovative academic and staffing models, fostering an environment conducive to student achievement. Their commitment to high standards of student success and their accountability with 5-year renewal performance contracts is commendable. As we start this new school year, it's inspiring to see the progress made by these dedicated Teachers and School Leaders each day. Their unwavering dedication to shaping the future of students does not go unnoticed. To learn more about the impact of Charter Schools, check out the link below. (https://lnkd.in/e_w3c4dU) #CharterSchools #PublicCharterSchools #MACharterSchools #Teachers

Is your PEO the right fit for you? Many businesses turn to PEO's for HR, Payroll, and Benefits solutions, citing lower medical costs. However, did you know that PEO's typically charge between $1,500-$3,000 per employee annually, often with hidden fees? Your own medical rates could be more cost-effective, saving you tens of thousands in Administrative fees. Concerned about being tied down by your PEO? We specialize in helping businesses transition smoothly away from PEO's while providing detailed cost and service comparisons. Evaluating your PEO's fit for your company is your fiduciary responsibility. Take control of Benefits, policies, and HCM technology. Find out more: https://lnkd.in/eWckF7aK #HilbGroup #ADP #HRKnowledge #PEO #PEOAlternatives #UnHookPEO

Considering ways to reduce medical costs while maintaining strong benefits for employees? Health Reimbursement Arrangements (HRA's) could be the solution for your small to mid-size group with fully insured medical plans. By increasing the medical deductible and funding it with a company-funded HRA, you can lower medical premiums, benefitting both the company and employees. Partnering with a Third-party Administrator (TPA) can streamline claims processing, ensuring a smooth transition to the new deductible structure. This approach allows employees to share the same medical deductible with reduced contributions from their payroll, fostering a cost-effective solution for all parties involved. Moreover, by implementing HRAs, you gain access to valuable medical deductible claim data, providing insights to optimize funding strategies for even greater savings. If you're interested in exploring medical cost-saving options for your business, feel free to reach out. Let's navigate the path to cost-efficient benefits together!

Who wants to Process Payroll at your company? Not HR, Finance generally does not want to. What happens if your payroll person is unexpectedly out or you do not have a trained backup? We are ADP experts, and we can help with Payroll Backup support - think of it as peace of mind with an "insurance policy". We provide Emergency Payroll Processing too; we can step in with a day's notice to ensure your employees are paid. Want to outsource this function completely? We provide Managed Payroll Processing. We have a great team, and we are a part of a very exclusive list of Certified ADP Partners in the US!  In short, let us handle what nobody in your company wants to do and allow them to focus on more strategic things. Let me know if you want to cover your bases. #ADP #ManagedPayroll #EmergencyPayroll

FSA's offer significant savings for both employers and employees if implemented effectively. HR and Finance executives know that FSA's provide pre-tax benefits to employees, but did you know that employers can save 7.65% on every contribution? Let's do the math: Imagine 100 employees, with 35% contributing $1,000 each towards their FSA. That adds up to $35K in pre-tax benefits. While FSA plans typically cost $5 per participant per month, employers can save around $2,677 in reduced FICA match, resulting in $577 in savings. Considering upgrading your FSA program? Offering a modest $50 or $100 employer contribution can significantly boost employee participation, especially as many employers are adjusting medical plans with increased costs. Enhance your FSA strategy by hosting a comprehensive "Stand-Alone" FSA meeting. Provide FAQs, share examples, demonstrate card usage, and involve spouses. By increasing contributions and participation, employers can maximize savings and offset new FSA contributions, benefiting both parties. Curious to learn more? Feel free to reach out!

Does your benefits broker handle Benefit Technology after your renewal? HR professionals strive to focus on strategic elements like Employee Development, Retention, and Culture. At Hilb Group, we specialize in setting up Benefit Technology to streamline Open Enrollment, enhance employee communications, and ensure benefit understanding and appreciation. This complements HR's work on Employee Development, Retention, and Culture building. By ensuring timely and accurate benefits setup, we boost compliance, simplify carrier connections, and free up time for Employee Education and Decision Support tools. If you find yourself spending too much time on Benefit Technology, let us help you. #BenefitTechnology #ADP #WorkforceNow #HilbGroup #OpenEnrollment

Benefits Equity is a crucial topic for employers to consider, especially when it comes to protecting employees through Group Disability Policies. Have you taken a close look at the Long-term Disability (LTD) limits of your group policy recently? Many employers find that their LTD benefit protection may only cover a fraction of their highly compensated employees' wages, sometimes as low as 30-50%. It's essential for your Broker/Consultant to evaluate this aspect for you to ensure adequate coverage. To address potential gaps in coverage, there are several cost-effective options available that not only correct the issue but also send a positive message to your employees: - Increasing the monthly maximum - Adjusting the percentage from 60% to 66.67% or 70% - Exploring Gross up benefits, where employees pay a small amount of tax on premiums, making LTD a tax-free benefit - Considering Individual Disability Insurance (IDI) to supplement the Group policy Remember, one in four adults may become disabled before retirement, with disabilities ranging from chronic illnesses to injuries. On average, a long-term disability claim lasts nearly 3 years. Take the time to review your policy, and don't hesitate to reach out if you need assistance. Your employees' financial security is worth the investment. #LTD #Disability #HilbGroup #EmployeeBenefits

Most Common Benefit Question - What is the difference between a HSA, HRA and FSA? Here is video - less than 2 minutes. If need simple ways to help employees understand and appreciate your Benefits, I can help.