Group Benefits are plans designed to protect or enrich a company's most important asset, it's employee. In this competitive business environment, it is almost mandatory for a company to carry at least some sort of coverage to attract key personnel.  Since the adoption of the workers' compensation, short term disability (dbl), unemployment, and Social Security laws, most states now impose at least the statutory or compulsory coverages.  These plans are often considered 'welfare plans' as they protect the welfare of the employee in the event of a loss.  But for companies looking to attract and maintain quality employees, other benefit packages should be offered as part of total compensation package.   We recommend plans that offer the greatest impact and affect the largest number of the employees in the group.  Since every company and the need of it's employees are different, the plans offered should by tailored around the group. 

Health insurance is probably the most sought after employee benefit and is most often the focal point of any package.  This is because medical care costs are spiraling out of control and the expense of health care can financially ruin the savings of an individual if at least catastrophic health insurance is not secured.  But the demand for more comprehensive health benefits are greater because of utilization.  As people mature, the need for medical care increases.  Prescription drugs and doctor visits become almost routine.  A good health plan will allow the member to utilize the services of a health care provider without incurring a high cost of the visit.  A small co-payment is designed to encourage visits to an internist to treat a patient early on before a condition can worsen.  In theory this process can be preventative in nature as good health habits practiced early on can prevent disease and sickness later in life thus lowering the cost to the carriers and to the employers. 

Ancillary coverages, such as dental, life, long term disability and care, visions, etc. are all designed to protect an employee from a loss.  The financial impact of a claim can be as great or even greater than with medical, especially with regard tproto a death or disability.  Group life and disability plans are designed to ect the employee and their families in the event of a tragedy.  We recommend offering these coverages at least on a voluntary basis which empowers the employee to decide whether the protection is needed.  Dental insurance insurance seems to be more popular than other ancillary products because of the frequency of utilization, but the financial impact of dental claims is generally not as great. Coverage for dental insurance can be comprehensive or designed to cover preventative and basic services.  As with health insurance, the cost can vary substantially between plans based on the level of coverage, the network, and out of pocket expenses to the user.