One of the unheralded benefits of contracting a benefits management consultant firm is that the professionals there are well-versed in planning and implementing HR benefits software.
As human resource departments nationwide try to amend worksite benefits to rising healthcare costs and a faltering economy, many are left to choose between cutting employee benefits and raising monthly premiums.
As more health insurance policies trend towards high-deductible, high copay offerings, voluntary benefits are becoming an essential tool for benefits consultants looking to supplement employee health insurance, according to A.M. Best.
As more health insurance plans come with high up-front deductibles for patient care, flexible spending accounts may become an important element of employee benefit packages.
While many hard-working individuals nationwide have had to deal with cuts to their employee benefits as a result of the nation’s economic crisis, it seems unionized workers have felt less of a strain on their worksite benefits.
One of the most difficult aspects of relying on a human resources department to interact with insurance carriers is that the representatives that HR professionals deal with are generally working for the carriers, rather than the employer seeking benefits and coverage.
When employers decide that they don’t have the resources or time to contract a benefits management specialist, their decision might force them to accept certain organizational weaknesses.
