Highlighted Articles
Bundled HR Service Solutions vs. Best of Breed Providers
The HR BPO market had forecasted growth from $20.8 billion in 2004 to $31.3 billion in 2009, reflecting an 8.3%...
Does a PEO Make Sense For Your Company
The recent legislative changes that impact employers including healthcare reform, tax incentives for hiring unemployed...
HR Events 2010
HR events are in full swing! SHRM and HR Technology Conference are just a couple shows that you’ll want to check...
Getting Out of a PEO
Many small to mid-size employers have looked to PEOs as an affordable HR outsourcing solution for managing liability...
Finding the Right Applicant Tracking System
Finding the Right Applicant Tracking System With the economy beginning to finally show signs of upward mobility,...
Making Work Opportunity Tax Credits WORK for YOU
One of the major current initiatives in Washington DC is creating a “jobs bill” to incent small and mid-sized...
The Value of Automating Benefits Administration
With the cost of healthcare still on the rise and the decisions that await around healthcare reform, it only...
Wellness: Should our company be doing something about it?
Currently, 62% of employers offer some type of wellness plan, whether that is as simple as discounts on gym memberships...
Marketing Your Employee Benefits Plan
According to a 2007 study, more than two-thirds of employers feel that their employees don’t fully comprehend...
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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:
