Relation Insurance Services’ Post

In conclusion, it is paramount for companies to partner with an insurance company that comprehends the challenges posed by escalating staff costs. Such a collaboration will not only empower the workers to access affordable and comprehensive insurance solutions but also ensure long-term success of the company. https://lnkd.in/ey9ask5D

The number one mistake I see new CEOs make when it comes to employee benefits: Offering too many options too quickly. Presenting three, four, or five different health insurance plans creates analysis paralysis. That's because most employee benefits are confusing if not properly explained. These misunderstandings can lead to a drawn-out process. Also, if the employees don't understand the benefits, they won't sign up for them. The solution here is simple: Be thoughtful about what benefits will be valuable to your current employee base at their current compensation levels. What can they actually leverage? What can they use? And how can they use it? A PEO can support you and explain these benefits in a way that drives adoption. Need help with figuring out the whole employee benefits stuff? I'm happy to answer any questions. Just send me a message. #EmployeeBenefits #PEO #BusinessEfficiency #TimeIsMoney

If you are an owner or part owner of a medical practice, you have probably been watching your overhead expenses rise. Employee salaries, the cost of employee benefits (especially health insurance), and costs associated with Electronic Health Record systems have all been increasing over the last several years. If you had to stop working for a while to recover from an accident or illness, could your practice stay afloat without the revenue that you generate? If that thought is concerning, consider Disability Overhead Insurance. It’s a shorter-term disability coverage that helps you cover your fixed office expenses, if you’re sick or injured and can’t work. Contact us for more information and a proposal – it may be less expensive that you think. #BusinessOwners #FinancialStability #OverheadExpenses #InsuranceMatters

Employers are enhancing benefits while managing rising insurance costs. They're introducing: 1. Flexible time-off policies. 2. Increasing mental health support 3. Offering inclusive benefits like family building and reproductive health support. Karen Monks, Celent's Principal Insurance Analyst, expands on this rise of inclusive benefits and explains how insurers can leverage AI for needs assessments, communication tools, and claims processing > https://lnkd.in/eD5nmh2w

Maximizing savings while preserving benefits: A DSG Benefits success story Our recent case study reveals how we helped a client with 60 employees save $75,000 annually on health insurance - without changing carriers or disrupting coverage. The key? Strategic reclassification to a level-funding program. Employers with under 100 employees often find themselves in a difficult position. Premiums keep rising and plan designs are set in stone, leaving little room for maneuverability. This scenario leads many to believe that significant savings or improvements are out of reach without making major sacrifices. This case study is just one example of how we help our clients achieve savings while maintaining—and even enhancing—their employee benefits. Whether you're fully-insured, partially self-insured, or exploring alternative funding arrangements, our team has the expertise to guide you through the complexities of employee benefits. Want insights like these delivered to your inbox? Sign up for our newsletter to stay ahead in the world of employee benefits. https://lnkd.in/gRwPxdrm #EmployeeBenefits #CostSavings #HRStrategy

Can a group health insurance plan really help HR Leaders and CFOs solve their most pressing everyday issues? We think so, at least several of them. Within a group health plan for companies with 100+ subscribers, there is a lot of waste. Insurers artificially inflate premiums by overpaying for medical and Rx claims. Patients are being steered towards high-cost low-quality treatments. If you could reduce your current health insurance costs by 20% or more, where could you reinvest that money? 🤑 Higher direct compensation (paychecks) 💰 Lower employee contribution (paychecks) 💻 Technology (company) 😀 HR Department (more bodies to do HR work) = TIME 😁 CFOs wouldn't have to cut spending in other areas What are your Top Business Concerns? Share them with us at https://lnkd.in/eQb2ZJqr.

Employers are enhancing benefits while managing rising insurance costs. They're introducing: 1. Flexible time-off policies. 2. Increasing mental health support 3. Offering inclusive benefits like family building and reproductive health support. Karen Monks, Celent's Principal Insurance Analyst, expands on this rise of inclusive benefits and explains how insurers can leverage AI for needs assessments, communication tools, and claims processing > https://lnkd.in/gqJPSXYg

Thank you to USI Insurance Services for sponsoring the 2024 GSHRC!! USI’s employee benefit practice is designed to optimize benefit plans through comprehensive cost containment, best in class pricing, regulatory compliance and superior account service, including Underwriting & Insurance Analytics, HR Services, Population Health Management, Compliance/Healthcare Reform, Healthcare Cost Management, Pharmacy Benefit Consulting, Ancillary Benefit Consulting. How benefits benchmarking can assist your strategic benefits planning. Employers will face increased pressure from the employee benefits expense line, which will be fraught with challenges over the next 12 to 24 months. Before cutting back your benefits, take the time to examine your existing plans to determine. If you’re offering the right mix of benefits. That you’re not overcontributing or spending more than you should on your current offering. That your benefits are competitive versus other employers

Maximizing savings while preserving benefits: A DSG Benefits success story Our recent case study reveals how we helped a client with 60 employees save $75,000 annually on health insurance - without changing carriers or disrupting coverage. The key? Strategic reclassification to a level-funding program. Employers with under 100 employees often find themselves in a difficult position. Premiums keep rising and plan designs are set in stone, leaving little room for maneuverability. This scenario leads many to believe that significant savings or improvements are out of reach without making major sacrifices. This case study is just one example of how we help our clients achieve savings while maintaining—and even enhancing—their employee benefits. Whether you're fully-insured, partially self-insured, or exploring alternative funding arrangements, our team has the expertise to guide you through the complexities of employee benefits. Want insights like these delivered to your inbox? Sign up for our newsletter to stay ahead in the world of employee benefits. https://lnkd.in/gQwpQKkm #EmployeeBenefits #CostSavings #HRStrategy