Happy holidays from Businessolver! In the spirit of the season, we’re delighted to bring you the 12 Days of Benefits:
In the 21st century, benefits professionals can feel like David working to overcome Goliath-like concerns around rising costs, employee engagement, regulatory compliance, data security – all while meeting business objectives.
With so much to do, it’s easy to take charge and make executive decisions based on what our employees want … or, rather, what we think they want. It’s with the best intentions, of course. However, many times, leaders are so committed to what they think is right for their organization, a project, or customer that they become resistant to persuasive arguments – or hard evidence – otherwise, to the detriment of the group they’re leading. We’re all guilty of doing it at some point right? I know I am.
Security might not be a popular topic around the office, but it is an important one—especially if you’re in the benefits industry. By nature, the PHI that is handled—from Social Security numbers to medical information—makes HR and healthcare extremely attractive targets for cyber hackers. Handling this sensitive data means HR administrators need to ensure they’re making data security a priority within their organization. It’s HR’s job to protect your people – that includes protecting their most personal information.
The data is sad and shocking: More than two-thirds of Americans (76%) live paycheck to paycheck. Not saving, not setting goals for the future – merely surviving one Friday to another two weeks later. That’s no way to live. And of course as HR people, our first instinct is to want to help.
So, 100 percent raises for everyone, right?
We’ve all been stuck in a situation where we have had to make a difficult choice. But what was it specifically that made the choice so difficult? Was there too many choices vying for your attention? Did you struggle with coming up with the right criteria on which to base your decision? Maybe you were limited on time, or maybe you weren’t an expert on what you were evaluating, making it difficult to know where to start evaluating at all. Maybe you felt so overwhelmed by all the different options that you even considered just picking blindly.
Much has been written about how to attract and retain millennial workers in today’s economy, and for good reason. U.S. Census Bureau data shows that more than one in three American workers are millennials. In 2015, millennials surpassed Generation X as the largest represented generational group in the American workforce.
A recent article in SHRM’s online magazine made the argument that in 2016, an increasing number of employers will introduce consumer-driven health plans (CDHPs), putting the burden for cost savings on employees, and will roll out more creative and customized voluntary benefits.
This trend shouldn't come as a surprise. And while most large companies in the United States have completed annual benefits enrollment for 2016, it’s crucial to look ahead to make sure employees make the best use of their benefits.
Black Friday is just around the corner! Personally, I can’t wait. It’s been a tradition for my mom and I for as long as I can remember. Half the fun is researching and comparing what deals all the stores are going to be offering, and there's something exciting about being out there with so many others competing for the best deals.
You know what else comes once a year and requires quite a bit of research?
Annual enrollment. Cue the hype! Or maybe not.
Cheers! We've reached D-Day - or Deadline Day for the Affordable Care Act (ACA)...sort of...unless you need more time, but that's for a different post.
FOR IMMEDIATE RELEASE
WEST DES MOINES, IA –The implementation of the Patient Protection and Affordable Care Act (PPACA) has left many Americans confused and searching for answers. Businessolver®, a leading benefits administration outsourcing partner for mid and large markets, believes we need to rethink the way benefits are communicated and managed, that employees can take a more active role in their health and wellness, and that technology can deliver what employees need to take personal accountability for their well-being and help make wise benefit decisions.