If you haven’t noticed, companies like Uber and Lyft are sort of the “it” thing right now. Why? Because these companies have an amazing understanding of the evolution of the business world. They evolve the way we think about traditional taxis and pick-up services by connecting drivers through apps with everyday people. With companies like Uber and Lyft who have exploded with popularity in the past couple of years, how, you may wonder, are they keeping up with consumer demand? Two words: employee benefits. In this article, we’ll talk about how you, like Uber and Lyft, can make employee benefits a driving force in your small business’s ability to expand.
When you think about the concept of retirement you think of no longer being in the workplace and contributing to productivity, right? You may think of reaching your advanced years and focusing on aspects of life other than work, for example, family, hobbies, and volunteer work. However, Americans are at a tipping point: a majority of people will be continuing to work after they retire - and often in new and different ways than they have before.
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.
If you’re a small business owner, you may be thinking about providing health benefits to your employees, if you don’t already. But how do you know if it’s something you that will work for you? Is it financially feasible? If so, what are the options? And how do you go about looking into it? Now, you can take a simple, 6 question quiz to determine what, if any, health benefit options are most suitable for your small business. After completing the quiz, keep reading for additional resources based on your results.
When it’s time to hire for your small business, you go through the motions. You post the position, start talking to everyone to find qualified candidates, and then interview a handful of people you can only hope will become your next outstanding employee. But did you ever stop for a moment and think to yourself, “What do candidates want from me?” rather than, “What do I want from candidates?” It’s a question that takes a lot of effort to understand, yet produces amazing results. So, let’s talk about your HR tip for the day and go through five things job candidates only wish you would understand. Grab a pen and paper, and start taking notes.
Because traditional group health insurance costs have been on the rise for well over a decade now, small business owners have turned to new, affordable options -- one being Defined Contribution (also known as a Defined Contribution Health Plan). To see if your small business is a good fit for Defined Contribution, we’ve put together a quiz. After completing the quiz, keep reading for additional resources based on your results.
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.
There are many advantages in offering a Health Reimbursement Plan. Before outlining these advantages, we should understand what they are, and how they work. What are Health Reimbursement Plans? A Health Reimbursement Plan, or HRP, is a reimbursement plan structured to reimburse employees for health insurance premiums up to a specified monthly allowance, and also includes unlimited preventive care with no cost sharing. In other words, a Health Reimbursement Plan gives the employer control over the cost of benefits, while giving employees control over their choice of health plan.
As a small business owner, you probably have a whole arsenal of tips and tricks to help you save time, money, and increase your efficiency. If you feel a little disorganized, don’t fret. We’ve compiled a list of strategies to help you streamline processes, catalog your ideas, and master your to-do lists.
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.