Branding Employee Benefits for Open Enrollment

Many employers have fallen into the trap of surrendering to the negative perception around open enrollment and benefits, not realizing the massive opportunity to stand out as an ’employer of choice’. What if you allocated 5%-10% of your total cost of benefits (e.g. healthcare, dental, life insurance, gym membership) and spent that money on marketing the benefits to your number one customer: your employees? Open enrollment acts as the perfect time to re-invent your strategy for communicating the value, tools, and resources you provide to your employees through employee benefits. 

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Should your company move to a PEO? The 5 questions no one is asking you.

The 21st century HR manager is juggling tasks from all levels within an organization. From manifesting the perfect culture, hiring and onboarding employees, to managing and enrolling employee benefits. HR managers are commonly taking on an impossible balancing act on a daily basis. Realizing the overwhelming amount of tasks expected of HR and the fear of the unknown with compliance, organizations often look towards a Professional Employer Organization (PEO) as the ‘easy button’ to streamline these functions.


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Same Drug, Different Price

Bargain shopping for prescription drugs can save you and your employer a lot of money. The impact of carelessly choosing a pharmacy likely funnels back to you in one way or another– through co-pays and direct payments or through the increased renewal your employer receives next year.

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