Employee Benefit Plans
We administer employer-sponsored healthcare benefits, including COBRA, HSA, HRA and FSA plans.
Employee Benefits Administration
Employee Benefits Administration is responsible for assisting the company’s with the management of their company’s benefits program. This includes designing the plan, figuring out what options are available to employees and employers, providing educational materials on how to use available plans, and enforcing compliance with IRS regulations.
Outsourcing employee benefits services is an excellent idea for businesses looking to attract skilled and experienced staff to their organization. Employee benefits are one of the reasons job search candidates are attracted to your company and stay with you long-term. An excellent benefits package motivates employees to work at the highest efficiency level and facilitates higher staff retention. Without them, your company loses its ability to attract the most skilled personnel and fades away in the job market. Providing benefits also shows employees that the company values its partnership.
Companies struggle to keep up with their employee’s needs and want to attract and retain their best employees. Employees are the lifeblood of any company. They’re responsible for everyday tasks and can make or break their company with a single bad day. HR Service helps by providing you with a benefits manager that can create personalized employee benefits packages for you, at a price that won’t break the bank. Create customized plans for different types of employees, from hourly workers to white-collar professionals.
Employee Benefits Administrator
Using employee benefits administrators is one of the hottest trends in insurance today. According to the Society of Professional Benefits Administrators (SPBA), 66 percent of all U.S. workers are covered under self-funded plans, most of which are managed by independent, third-party administrators. But what do you look for in a TPA? If you’re an independent agent or broker, here are some things to consider:
- Your first step is to determine the needs of your clients.
- Who are your target customers? And what types of workers do they have?
- Determine if your customers are fully insured, have minimum premium or are self-funded.
- Then, find out what size of self-funded groups they have: small (50-200 employees), mid-sized (200 to 2,000), or large (more than 2,000). *This is important because TPAs that serve only large corporations may not be inclined to give proper attention to a company group of 75 employees.
- Employees keep waiting for insurance cards for two months after enrolling; for example, they will complain to their chief financial officer or human resources administrator.
- Finally, determine whether your target customers are in a single state or if they are spread out. Also, find out what capabilities are essential to them. Do they need a provider with online capabilities? Do they need a TPA that can provide self-service for employees? Are they looking for one that offers real-time information on claims?