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HR Outsourcing in a Down Economy
HR Outsourcing: Can it help your business in a down economy? The mid-way point of 2009 has come and gone and...
Workers Compensation vs. Non-Subscriber Coverage for Texas Employers
As the economy continues in a downward spiral trend, employers continue to look for ways to cut costs in...
Bundled HR Service Solutions vs. Best of Breed Providers
The HR BPO market is forecasted to grow from $20.8 billion in 2004 to $31.3 billion in 2009, reflecting an 8.3%...
10 Steps to Control Your Workers Comp Premium
An employer’s experience modification factor is an important component that is used in calculating a company’s...
The 10 Benefits of Conducting a Personal Health Assessment
If your organization decides that you will put a Wellness plan in place, the first thing you should do is conduct...
Wellness: Should our company be doing something about it?
[polldaddy poll="1206059"] Currently, 62% of employers offer some type of wellness plan, whether that is as simple...
Do We Need An HRIS?
Success in the human resources profession requires fast and easy access to information — and that requires...
Health Care Cost – Savings
Although the cost of health care seems to be stabilizing a bit, it is still important to take advantage of as...
Getting Out of a PEO
The idea of a co-employment relationship can be quite appealing to a small to mid-size employer. The concept of...
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The Centripetal Top 10
Top 10 List of Why Companies Should Do Business With Centripetal
- The “No Cost” Model: Centripetal does not charge its clients a fee for the consulting services we provide. As a small to midsize employer, we understand that every dollar counts. We chose the “non-billable” model because we recognize our target market doesn’t budget for a costly consultant, yet is in the most need of our expertise. Our leveraged vendor relationships are eager to earn your business and are willing to compensate us for the opportunity to work with you!
The Importance of Broker Selection: 10 Must-Ask Questions
Selecting the right health insurance broker is crucial to an organization’s overall strategy for managing employee benefits. This decision is even more critical when a company has decided to leave a PEO and now seeks direct representation within the health insurance carrier marketplace. Finding the right expert to represent your company is more difficult than normal because the consultant must fully understand the underwriting implications imposed by the carriers. Coming from a PEO, the employer bears no loss ratio or any claims history from the prior benefit plan. This creates an unknown or risky scenario for the insurance underwriter. This broker or consultant should know how to negotiate around this by presenting the most favorable explanation as to why the employer has been insured through a co-employment arrangement.
Open Enrollment Process- The Three Approaches
The fact is that the open enrollment process is evolving, especially for small to mid-size employers. It is migrating from a stand-alone, manual process to an automated, integrated environment where the latest technologies combine to make open enrollment as efficient, effective and productive as possible. Current research shows a migration from older, more obsolete methods of processing benefits applications to web-based initiatives that greatly streamline and enhance the entire process, thus creating a compelling employer ROI and more favorable employee experience.
The current state of “open enrollment” is a spectrum of 3 main approaches:
