To control costs, you can either switch providers, limit coverage or try something different.
Here’s what that something different might look like. Would you like to finally implement a new health-care plan where your employees will feel that you respect them, provide them with more autonomy, give them better information, offer them more “real” incentives, are willing to share more of a financial stake in the cost of their health care? Could that even be possible? This white paper reviews the answer to that question.
President of HR Consulting Group, Inc., a top 25 HR and benefits consulting firm according to Employee Benefit News
Spoken at more than 200 conferences on benefits and human resources
Inducted in the HR/Benefits Hall of Fame in July 2015 at thy Wynn Hotel in Las Vegas for 34 years in the Industry
Heavily involved with human resources and employee benefits since 1981
Designed and implemented some of the first 401k and Section 125 benefits plans in the United States
Helped create some of the best-selling 401k enrollment, HSA and HRA software, HRIS systems, Section 125, medical claims, benefits statements, voice response, KIOSK, call center and internet self-service software
Published three books, four videos, 20 cassette tapes and numerous articles in national and international publications
National clients include Axa/Equitable Life, Pan American Life, Capitol Bankers Life, Maine Fidelity Life, Capitol American Life, Florida Combined Life, CUNA Mutual, IBM, Wal-Mart and Frito-Lay