The economic climate means tough times for benefit brokers,advisors and employers alike. However, despite gloomy forecasting,the voluntary benefits market continues to be an arena that isgrowing. Faced with an uncertain economy, employers are forced toconsider cutting back on retiree healthcare, 401(k) contributionmatches and contributions to medical plans. As a result, employersare looking to voluntary benefits to add value to their employees'lives at minimal cost to their organization as a way to buffer someof the cutbacks.
Voluntary dental benefits offer significant value and remain one ofthe most requested benefits. As employers face continued increasesin their medical costs, voluntary benefits provide a mechanism tomaintain high levels of employee satisfaction while also serving asa mitigating factor to the rise of medical cost shifting.
According to the 2008 Workplace Forecast by the Society for HumanResource Management, nearly 60 percent of employees chose benefitsas "very important" in a list of the most important factors inemployee satisfaction. With that in mind, attitudes from employerstoward benefits have moved from "my employees may be interested" to"my employees need them." Employers forced to cut health benefitscan now offer employees the dental benefits they need on avoluntary basis without breaking their budgets.
Offering the right plans can save employers money while allowingtheir employees to stretch their dollars and take care of theirfamilies at the same time. When offering voluntary benefits, thekey to conveying the value to employers and employees isemphasizing the return on investment. Brokers and advisors arespending more time educating employers and human resourceexecutives on the value of voluntary products.
For example, many dental plans now offer high-risk employees, suchas those who are pregnant or diabetic, extra preventive dental careat no added cost, in addition to regular check-ups. Women in theirsecond or third trimester of pregnancy who have periodontal diseasemay be seven times more likely to have a baby that is born tooearly and too small, according to the American Academy ofPeriodontology. In addition, employees with diabetes have anincreased risk for mouth infections, especially periodontaldisease, which can then make it hard to control bloodglucose.
Some plans may also offer annual pre-diagnostic testing toemployees 40 years old and older who demonstrate risk factors fororal cancer. Oral cancer strikes an estimated 35,310 Americans eachyear and claims the lives of more than 21 percent of thosediagnosed with the disease, according to the American CancerSociety. Early diagnosis of such diseases can have a significanteffect on five-year survival rates. By offering dental benefits,employers have a long-term impact on the quality of life for theiremployees as well as potentially reduce employee medicalcosts.
Uncertain economic times should not deter employers from offeringstrong employee benefit packages. Companies should stay focused onretaining their employees and cannot afford to skimp on wellness.Limitless plan options are available to fit the budget and benefitneeds of every company. Voluntary benefits serve an important rolein maintaining overall satisfaction and can help employers ride outthe current economic climate, all without impacting the bottomline.

Erich Sternberg is president of AlwaysCare Benefits, a provider ofgroup dental, vision, life and disability benefits. For moreinformation, please visit www.AlwaysCareBenefits.com or at888-729-5433 x5.