When it comes to rules and regulations for your dental practice, you’re a pro. But when it comes to offering health benefits, many dentists and office managers feel less confident. Whether you currently offer health insurance, or you’re simply helping employees with the cost of their individually purchased health insurance, there are health benefits rules you need to follow.
Offering to help employees with their out-of-pocket medical costs, such as prescriptions, doctor visit co-pays, and deductible expenses, is common for small businesses - especially if you are not offering traditional health insurance coverage. In the past, the go-to way for small businesses to reimburse employees tax-free was with a Section 105 Plan, such as an HRA, MERP, or HRP. With new Obamacare rules, however, a common question we receive from small business owners is, “Can we still use a Section 105 Plan to help employees with out-of-pocket medical costs?”
You’re one of the small businesses who offers health benefits to your employees, and it’s important to your company. However, one of the major challenges is the unpredictable annual premium costs. Here’s something to consider - you can break the cycle of escalating premium costs and still offer employees quality health benefits, but it may require a new health benefits approach.
It’s your company’s health insurance renewal time, and your boss just walked into your office with a renewal increase of 20 percent. It’s now your job to research how to get the cost of health benefits under control, again. Here’s something you might not know - employees’ medical costs and Obamacare might be driving up the cost of your small business’s health insurance. The good news? There’s something you can do about it.
When your company grows quickly, your hiring changes too. Gone are the days when everyone in the company has a seat around the table to interview a candidate. If fact, as the CEO or owner, you can no longer meet with each and every candidate to share the company’s history, vision, and department goals before they are hired. Instead, you entrust the hiring process to your managers and HR team members. You build processes to onboard and retain employees in an effective and consistent way.
If your small business has an aging workforce, you’ve likely asked how you can help with employees’ Medicare premiums, just as you help with other employees’ healthcare. The answer is with a Section 105 Medical Reimbursement Plan. In this article, we’ll discuss how to use a Section 105 Plan to reimburse employees for Medicare health insurance premiums.
It’s a small business manager’s nightmare - an employee posts a brand-damaging photo online, and it goes viral. In fact, a growing small business challenge is how to manage employees’ social media use and its potential impact on company brand. One solution is to adopt a social media policy - guidelines for employees on appropriate social media use. But a word for the wise - this is a fine line to walk. Yes, you want to protect your company, however, the policy must not infringe on employees’ rights. So how do you strike a balance? In this article, we’ve outlined why you need a social media policy, best practices, and four HR tips to help you along the way.
As small businesses adopt employer reimbursement for health insurance, they are using Health Reimbursement Plans (HRPs) as a vehicle for tax-free reimbursement. HRPs offer small businesses a way to help employees with the cost of their individual health insurance, and are a powerful tool for recruiting and retaining employees. To comply with new rules and regulations, HRPs are designed to reimburse health insurance premiums and basic preventive care. As such, a common question about employer reimbursement for health insurance is, “What are the preventive care requirements with an HRP?” This article answers this question and provides an overview of the preventive care requirements with HRPs.
Do employees check Facebook too much at work? Are they using work email for personal business? Are they chatting friends instead of customers? You want to trust your employees, but as small business owners or managers we worry about how technology misuse impacts employee performance and security. In this article, we’ll discuss appropriate ways to keep tabs on employees’ technology use and we’ll outline five HR tips for workplace monitoring and surveillance.
Disclaimer: The information provided on this website is general in nature and does not apply to any specific U.S. state except where noted. Health insurance regulations differ in each state. See a licensed agent for detailed information on your state. Zane Benefits, Inc. does not sell health insurance.