"Our company is a professional employer organization that enables clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers' compensation. Through a co-employment arrangement, we provide thousands of worksite employees with access to employee benefits that include health, dental, retirement, long and short-term disability, life and employee assistance programs. Enrollment for health, dental, STD/LTD and life insurance occur simultaneously when the employee is first eligible for benefits." -- Barbara K., Benefits administrator, SCI Cos., Tampa, Fla.
"With regard to LTCI for an employer or group, we advise to schedule the enrollment at a time separate from other benefit enrollment periods. For one, the LTCI product has many moving parts and choices from which the consumer must decide. Even in a true group offering, there usually are three different plan offerings with the option to customize. As well, the monthly cost of LTCI relative to other traditional group benefits can seem expensive. LTCI, when designed properly, should be able to provide adequate coverage for now and at later stages in life. To meet this objective, inflation protection should typically be included in the coverage which therefore increases the cost. Combine these two points, and LTCI enrollments can be difficult. Education and exposure to the workforce and families is vital to success.A four-to-eight week (depending on size of group) implementation program is ideal." -- Peter F., director, MAGA Ltd., Deerfield, Ill.
"We do our core benefits separately from voluntary plans. When an employee signs on, they have a three-month probation period before they get their health insurance, but they all get it. As for supplemental insurance, like accident or disability, we usually offer enrollment for those things about once a year." -- Katy B., human resources manager, Anonymous, Saint Joseph, Minn.
