R&R Insurance Blog

Voluntary benefits enable employers to offer their employees the ability to choose from a menu of benefits that meet the employee’s needs, even if the employees pay the full cost of those benefits. Offering voluntary benefits for your employees through a group purchase platform can be better for both you and the employee.

Here are 7 great reasons to add voluntary products to your benefits strategy:

1. Voluntary benefits are not just for large accounts.
   Today carriers are much more eager to offer opportunities to smaller or medium sized businesses, and third party administrators can be used to relieve any burden on the employer’s human resources department. (Historically, carriers were only interested in selling these plans to large employers, and only big employers had the resources to administer multiple benefit streams.)
2. Voluntary benefits work well for both fully funded and self-insured clients.
   In either scenario, voluntary benefits are a way to fill in the coverage gaps for employees who want supplemental benefits that are not provided within the plan. Voluntary benefits can also help in the negotiation process utilizing the voluntary products that reinsurers offer. Sometimes bundling can help seal the deal or sweeten the offer for your plan negotiations.
3. Voluntary benefits are ideal for clients moving to defined contribution plans.
   In a defined contribution model, employees receive a set amount of funding to purchase the benefits that best fit their needs. For this approach to succeed, employers need to offer a wide variety of voluntary benefits that extend beyond the primary health care coverage. These could include dental plans, vision coverage, life insurance, accident insurance, critical illness insurance and even lifestyle products such as pet insurance, gym membership, ID theft protection or legal advice. These options will make the transition from full health care coverage to defined contribution benefits much easier for employees.
4. Voluntary Benefits can offer higher guarantee issue limits.
   A guaranteed issue limit is the maximum amount for which an insurance company will insure an individual without receiving information concerning their insurability, i.e. a medical exam. Any time you can get higher limits without proving insurability - that's a good thing!
5. Voluntary benefits offer fewer underwriting hassles.
   Guaranteed issue limits which don't require proof of insurability reduces the paperwork and underwriting headaches associated with processing applications that require underwriting scrutiny. Therefore - faster enrollment and quicker turn-around for HR administration. With everything else on the HR plate - less is certainly more!
6. Voluntary benefits usually offer lower premiums than can be obtained through individual policies.
   Voluntary benefits purchased in bulk - or in group packages will offer group discounts or often times better products from which employees can choose. If employees where to purchase, for instance, dental coverage on their own, the pricing for an individual policy would be prohibitive. Offering affordable voluntary benefits for employees that won't break their budget, but yet give them the coverage they need, is a terrific benefit for employers to consider.
7. BONUS: many of these benefits can be paid with pre-tax dollars, which is a plus for both the employee and the employer.

Change always brings opportunities, and smart companies are adapting by using different strategies to continue to improve their benefit plans, and attract and retain the talent they need to succeed. Voluntary benefits are one more tool that can help them succeed.

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Voluntary Benefits to the Rescue

There is no doubt that voluntary benefits have moved into the benefits mainstream. Today, voluntary benefits are rightly regarded as a high value benefit strategy by both employers and their employees. Voluntary benefits satisfy employee preference for more benefits choice without adding to a company’s benefits budget.

The biggest challenge with voluntary benefits is choosing the right products that will drive employee participation and satisfaction during this time of extreme workforce diversity – one that is multigenerational, at different life stages and experiencing different economic circumstances, and at a time of immense changes in benefits offerings. There are now four generations in the workforce with a variety of personal needs, as well as fundamental differences in attitudes and expectations that will shape the future of voluntary benefits.

How should voluntary benefits be mixed and matched to provide a flexible product suite with broad appeal? What features will drive positive participation? Psychological, emotional and economic issues come into play in any purchase decision and the decision to open one’s wallet to buy a voluntary benefit is no exception.

A voluntary benefit must offer a solution to a real-life problem that could be experienced by the employee. It is important to offer a broad and rich portfolio of voluntary benefit products to enable individuals to identify “benefits that work for me” in the available mix. Voluntary benefit options that seem more personally relevant can contribute to an employee feeling more valued by the employer and more loyal to the organization.

Insurance needs change with life transitions – a new baby, a teen driver, or divorce. Help employees navigate this by connecting their new needs with a suggested suite of relevant benefit solutions to consider as changes occur - a generational approach.

Examples of generationally appropriate features could include guaranteed issue with no eligibility restrictions for pre-existing conditions, which might be more important for an older workforce. Whereas portability of the benefits may appeal more to younger workers who expect to change jobs more often.

In the end, designing the optimal voluntary benefit strategy is not only good for your employees; it also has advantages for the business. It contributes to a robust and competitive benefits program to attract and retain talent without adding to benefit costs. And it generates goodwill towards the company which can translate into increased employee loyalty and productivity.

For more information about voluntary benefits and their increasing role within today's benefits landscape, contact knowledgebroker Stephanie Riesch-Knapp.

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Voluntary Benefits to the Rescue!

Forty-four percent of surveyed employees are concerned that their employer may reduce their benefits. As well, two-thirds are very concerned about having access to affordable health insurance as well as having enough money to cover increasing out-of-pocket medical costs.

These concerns have a negative impact on employee productivity. Employees who report being concerned about having access to affordable health insurance are also more likely to report distraction and stress at work and a decrease in their work quality.

Here are 3 ways you can reduce the stress that reform changes are having on your employees, and preserve productivity in the face of health care reform:

1. Offer supplemental Health Options
   Voluntary supplemental health benefits such as accident, critical illness, dental, disability and vision coverages help employees cope with unplanned medical costs.
2. Cultivate Wellness to Promote Productivity
   Healthy employees mean fewer costly medical interventions and absences and more productive employees. Wellness programs can work with proper communication, management buy-in and education.
3. Keep Employees in the Loop
   Health Care Reform is a complex issue, and many employees are in the dark about how it will impact them. An ongoing communication plan to keep employees informed as the company considers its options and makes decisions can reduce concerns and help maintain productivity.

At R&R, we take wellness to a whole new level. Wellness programs will increase the health and longevity of employees and their families –which means that businesses can have a lot of control over their health insurance costs and the productivity of their employees – control that they don’t know they have. At R&R Insurance, we call this program WellCompForLife!

Join the WellCompForLife discussion on LinkedIn!

For more information about WellCompForLife, about self-funding your health insurance plan, health care reform or basic employee benefits questions, contact knowledgebroker Laura Stehno.

If you think medical costs are expensive, that's just the tip of the iceberg when you start to consider the health-related productivity costs....

According to Rutgers University, employee health problems cost employers approximately $226 billion each year. Of these substantial costs, approximately 70 percent resulted from a reduction in productivity, with the rest coming from work absences due to illness. While offering health coverage and benefits for employees and dependents is a major business expense, lost productivity due to physical and emotional health problems can be far more costly for employers.

Lost productivity is classified in two ways: presenteeism and absenteeism. While absenteeism means that the employee is physically not at work, presenteeism is when an employee is physically at work but a physical or mental health condition negatively affects their work quality and quantity. Employers spend two to three dollars on medical-related productivity costs (presenteeism) for every dollar spent on pharmacy and health care costs.

Employers spend two to three dollars on medical-related productivity costs for every dollar spent on pharmacy and health care costs.

The AdvancePCS Center for Work and Health in Hunt Valley, Md. conducted a study of 29,000 employees in the United States to determine how many hours and dollars were spent on lost productivity. The study revealed that 71 percent of lost productivity time was directly related to deficient performance on the job, while only 23 percent was due to actual absences from work. The remaining 6 percent of productivity costs were found to be associated with family health obligations. In addition, smokers who smoke at least one pack per day had productivity losses double that of their nonsmoking counterparts.

Effects of Presenteeism
Presenteeism can have many negative effects on your workforce, including:

• Spending unneeded additional time on tasks
• Decreased quality of work
• Lack of initiative
• Infecting other employees, clients or customers with an illness
• Lowered ability to perform at a high level
• Decreased quantity of work completed
• Inability to be social with co-workers
• Lack of motivation

Causes of Health-Related Productivity Costs

• Back and neck pain (notoriously a very expensive and prevalent medical condition)
• Headaches
• Colds and the flu
• Sinus trouble
• Obesity
• Allergies
• Diabetes
• Depression and/or anxiety
• Ongoing chronic conditions

Decreasing Health-Related Productivity Costs
To reduce productivity costs in your workplace, consider the following:

• Address conditions that affect many individuals of your employee population in your wellness initiatives.
• Offer health fairs, screenings and health risk assessments to evaluate the needs of employees.
• Integrate your health benefit strategies with your health management and wellness initiatives.
• Design your benefits package to support the behaviors that you want to see at your organization.
• Partner with a health care company that takes an innovative approach to wellness and offers productivity, wellness and disease management resources. Your health care company could offer 24/7 nurse line, wellness and health risk assessment tools, lifestyle management and chronic condition assistance, and/or solutions that empower individual employees to take control of their health care.

If you don't address your employees’ health care needs, your workplace is far more likely to experience the negative effects of both absenteeism and presenteeism. However, if you can commit time and funds to help your employees get and stay healthy, you will reduce medical and pharmacy costs and increase worker productivity.

At R&R, we are seeing more and more small businesses in Wisconsin having serious discussions about the link between obesity and workplace injury. On top of that – when you factor in wellness programs that will increase the health and longevity of employees and their families – small businesses can have a lot control over their health insurance costs and the productivity of their employees - control that they don't know they have. At R&R Insurance, we call this program WellCompForLife! Join the WellCompForLife discussion on LinkedIn!

For more information, contact knowledgebroker Stephanie Riesch-Knapp concerning how to execute an effective wellness plan.

This is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice. © 2009-2012 Zywave, Inc. All rights reserved.