Voluntary Benefits for the Multi-generational Workforce

T H E M U L T I - G E N E R A T I O N A L WO R K F O R C E

S O C I E T A L T R E N D S & V O L U N T A R Y B E N E F I T S

H OW T O L A U N C H A V O L U N T A R Y B E N E F I T S P R O G R A M

T H E R O L E O F T H E V O L U N T A R Y B E N E F I T S C O N S U L T A N T

Voluntary Benefits don’t create more work for an organization’s human resources or benefits administration staff. Your benefits consultant should be able to provide the following services on your behalf: want voluntary benefits for your workforce? put your broker to work.

THE ROLE OF THE VOLUNTARY BENEFITS CONSULTANT

THE ROLE OF BENEFITS ADMINISTRATION TECHNOLOGY IN VOLUNTARY BENEFITS ENROLLMENT AND MANAGEMENT MANAGING CORE AND VOLUNTARY BENEFITS THROUGH ADMINISTRATION OUTSOURCING

A FINAL WORD ABOUT VOLUNTARY BENEFITS

Market and product research

QQ

QQ Industry and regional benefit plan benchmarking

QQ Assist with employee surveys, such as writing survey questions, to gauge interest

QQ Collect and analyze workforce demographic data QQ Interface with insurance carriers and product vendors

QQ Design the Voluntary Benefits program

QQ Provide employee education and communications

Assist HR with enrollment

QQ

QQ Write performance guarantees that protect the client

QQ Leverage Voluntary opportunities for a full HR technology platform subsidy Further cost savings are driven through administrative efficiencies such as automatic payroll deduction and other payment options that ease the burden on busy HR staff.

81% of employees see a growing need for voluntary insurance benefits.

“There’s a transition from brokers being focused strictly on the employee benefits arena (to) everything around helping employers secure the best plan designs for employees.”

- Business Insurance

- Aflac Insights, 2018

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