Design, funding, administration, communication, and compliance - these are the five critical elements that every organization must take into
account when making a decision on their benefits package. Without proper consideration to these elements benefit plans can have a
negative impact on both the employer and employee.
Design
At the core of every benefit plan is program design. Although every plan design seems like a simplistic endeavor, there is a lot that needs to
be taken into consideration.
Our extensive experience and understanding of plan design helps you structure a plan that impacts both you and your employees in a
positive fashion. For this to happen we include the following in our recommendation:
Funding
Employee benefits has always been one of the most significant expenditures an employer has and how an employer funds their benefit
plan is crucial to reducing their overall long-term expenses.
We provide creative funding methods and alternative risk arrangements, allowing employers to moderately to significantly reduce their
cost. We do this in a clear and concise format, simplifying all funding arrangements. Once a funding arrangement is in place we forecast
budgets, monitor the performance, verify the precision and make any necessary adjustments.
Our funding strategy incorporates all of the following:
Our funding options include all or combinations of the following:
Administration
Benefit administration is often a time consuming and sometimes confusing endeavor that many employers despise. Paper enrollment,
keeping track of employee waiting periods, adding and terminating employees from coverage, multiple entries and files for similar but
different items, constantly answering employee benefit questions all create an unnecessary burden on the employer.
But, what if there was a way to simplify these tasks and relieve the burden placed on the employer? Well, there is a way and we have the
tool just for you. With our all-in-one platform employers can substantially reduce the burden placed on them and simplify the
administration of their benefits.
This all-in-one platform not only incorporates benefit administration, but includes a human resource information system, time and
attendance, PTO, payroll, ACA compliance and a human resource database for all areas of human resources.
Included in HR and benefit administration are:
Communication
Employer-employee relationships are built on communication, and proper communication makes the difference. Behind direct
compensation, benefit costs are frequently the second largest employee expense, and this makes it essential for employees and their
families to understand, exploit, and ultimately appreciate the benefit programs available.
The success of every benefit program is directly related to proper communication. From voluntary benefits to steering employees towards
the most cost effective medical plan, the best plan design and strategy will be unsuccessful if there is not proper engagement of your
employees.
The communication we recommend to your workforce is highly dependent on the make up of your workforce. In order to be as effective as
possible, we may recommend different approaches based upon the population of your workforce.
Content development, design, media selection, production, delivery and budget requirements are all of the elements that communication
projects customarily consider. Regular communications can include:
Compliance
With ever changing legislation coupled with new requirements under the Affordable Care Act, keeping benefit plans compliant should be a
priority of every employer.
Our compliance, ERISA and regulatory material is provided by a team of attorneys and human resource experts who specialize in benefit
law, employment law, human resources and more, giving you concise guidance so you won't miss a thing.
These resources can be accessed by our clients to assist in ongoing plan maintenance, which includes general plan guidance, training
webinars, model documents and forms as well as other tools to help meet regulatory requirements of employee benefit plan sponsorship.
One of our ongoing services is to work with our clients to identify areas of non compliance and determine a strategy to resolve the issue.
On most occasions, these issues are managed independently by our clients with the support of one of our consultants; but, on occasion, it
may require the introduction to outside counsel in order resolve the situation. We have found that most of the questions employers have
center around the following:
Expertise
Buhr & Associates
N52 W14266 Thornhill Dr. Menomonee Falls, WI 53051
Phone: (414) 755-2024 Toll Free: (800) 730-3469 Email: twb@buhr-n-associates.com
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