X

Thank you for sharing!

Your article was successfully shared with the contacts you provided.

I recently heard a business owner describe his company’s voluntary benefits package as a “nice to have.” If that’s the case, I say get rid of the package and save both the aggravation and administrative cost.

If you’re going to offer voluntary benefits, those benefits should be a fixed part of your employment package — part of the ala carte set of options an individual is entitled to as a result of working for the company. People don’t call a 401(k) plan a “voluntary” benefit.  Why, then, should an optional life, disability, vision, and dental package be thought of as “voluntary”? 

Complete your profile to continue reading and get FREE access to BenefitsPRO.com, part of your ALM digital membership.

Your access to unlimited BenefitsPRO.com content isn’t changing.
Once you are an ALM digital member, you’ll receive:

  • Critical BenefitsPRO.com information including cutting edge post-reform success strategies, access to educational webcasts and videos, resources from industry leaders, and informative Newsletters.
  • Exclusive discounts on ALM, BenefitsPRO magazine and BenefitsPRO.com events.
  • Access to other award-winning ALM websites including ThinkAdvisor.com and Law.com

Already have an account?

Dig Deeper

BenefitsPRO

Join BenefitsPRO

Don’t miss crucial news and insights you need to navigate the shifting employee benefits industry. Join BenefitsPRO.com now!

  • Unlimited access to BenefitsPRO.com - your roadmap to thriving in a disrupted environment
  • Access to other award-winning ALM websites including ThinkAdvisor.com and Law.com
  • Exclusive discounts on BenefitsPRO.com and ALM events.

Already have an account? Sign In Now
Join BenefitsPRO

Copyright © 2021 ALM Media Properties, LLC. All Rights Reserved.