Cost is critical, but it’s impossible to evaluate risk management and employee benefit costs without a clear, thorough understanding of your business objectives and challenges. That’s why we won’t begin work on proposal until develop that understanding by listening to you and your employees.
Our recommendation is product of disciplined, structured analysis using state-of-the-art, proprietary tools and is conducted by team of professionals with proven experience and expertise.
Our comprehensive approach allows us to offer the greatest overall value, instead of “inexpensive” strategies that frustrate employees, create unnecessary risks, and back you into corners at renewal time.
We eliminate the unknowns, guide through implementation and give you access to powerful technology resources that simplify administration. We use proven education and communication strategies to ensure that employees appreciate the value of your investment and how healthier lifestyles and smarter choices pay off for them.
Byrne Byrne is a member of United Benefit Advisors®, a Member-owned alliance of more than 140 premier independent benefit advisory firms with more than 200 offices throughout the U.S., Canada and the U.K.
Since 2002, UBA Member Firms have combined their collective power and coordinated resources to obtain the most competitive rates and enhanced employer services through a sea of insurance carriers and technology providers. By collaborating with more than 2,200 experienced benefits professionals, UBA Member Firms deliver ideas, expertise and best-in-class solutions that positively impact employers and make real difference in lives of employees and families.
Employer sponsored medical benefits designed to attract and retain top talent as well as provide financial security to employees in the event of a serious medical event.
According to the 2011 UBA National Health Plan Survey, in addition to the plan design having an impact on cost (i.e. Deductible, Coinsurance, Copays etc), the plan type (HMO, POS, PPO, Consumer Driven etc) and the way in which benefits are communicated to employees can have a big impact on overall cost and the company’s bottom line.
Ensuring you remain compliant with employee benefits laws at both the state and federal level falls under the domain of our compliance specialists. We understand that compliance is an ongoing process that requires diligence on our end and yours. That’s why, throughout the year, our compliance team will provide you with useful resources and services, such as:
The ever-changing world of benefits and HR technology requires an experienced and knowledgeable team to help you navigate available options and find the best fit for your needs. From easy implementation and roll-out benefit selection tools to powerful HR administration technology, we can guide you through the options and implement the best solution for you and your employees.
HR Information Systems (HRIS)
The HRIS system provides a robust solution to fully administer benefit selections, payroll and employee profile requirements. Implementing an HRIS system can save real time and money when managing your workforce and keeping important data organized and at your fingertips 24/7.
Paperless enrollment easily allows your employees to select and enroll in their benefits both at the time of hire and renewal. From onboarding to PTO and compliance documents that can be added to your enrollment tool, we have the solutions to simplify the process.
Our custom benefit portals keep your employees informed about their benefits and save you time, money and energy. This online portal, accessible to employees, provides a wealth of information on all your employee benefits options as well as necessary forms. Instead of handing out pieces of paper and answering questions in seminars, let your EBC provide your employees with the knowledge they need to use and appreciate their benefits package.
Simply Put…. a Consumer Driven Health Plan (CDHP) is an approach for providing healthcare benefits that combines a core contribution of funding by employers with increased choice and responsibility for employees and increased accountability for health plans and providers.
Typically, an employer makes its core contribution toward either a “Plan” or an “Account”, or both, and then gives employees choices as to how the money will be spent.
These plan designs or models include:
Rising medical costs and declining health status of employees continues to move wellness to the forefront of objectives for companies.
If we do not take action and implement wellness into the workplace to help prevent the further progression of unhealthy behaviors and unhealthy employees, it is estimated that health care costs will increase 6-12 % per year.
For every 100 employees:
Consider this: How will your company continue to grown and be competitive in your industry if the health of your workforce continues to decline? If your workforce is unhealthy, there are a number of consequences which impact your business and financial bottom line including: