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Associated Benefits and Risk Consulting - Strategic Planning


Making the transition to virtual open enrollment

No one understands better than the person who administers benefits about the difficulty of open enrollment season. It was hard enough ambushing employees in the workplace to remind them that they need to submit their packets. Let’s not even talk about the headache of creating multiple schedules so that employees can take physical breaks from work and listen to benefits presentations. Now, administrators must figure out the best way to get the packet to the eligible employees in the first place.

Non-traditional benefits for non-traditional times

Each year, our team presents trends in emerging and non-traditional benefits. This year we are forging ahead as usual, but we recognize that these are unusual times. The “emerging” trend appears to a renewed interest in the benefits that we think of as more or less traditional like PTO, dependent care assistance programs, and telemedicine. New benefit offerings that have been on the “fringes,” like Individual Coverage HRAs (aka “ICHRAs”), are getting more interest than ever. And strategies for cost-cutting in benefit plans take on new resonance as companies face the economic headwinds caused by the COVID-19 national emergency. 

Preparing for open enrollment: 6 best practices for compliance, cost savings, and implementation

Open enrollment for employee benefits is around the corner, which involves many moving pieces at the HR level, including plan decisions, benefit implementation, notice requirements and other communications. It’s important that employers understand their compliance requirements as well as have a process in place to ensure these requirements are met. Here are six tips for improving compliance, cost savings, and implementation.