Our experienced benefits professionals take the time to understand your business. They bring bold thinking and industry expertise to help you stay on top of regulations and economic trends and focus on your first priority – recruiting and retaining the best employees. They work as your benefits advocate to keep your organization vital over the long-term.
Through our various industry partnerships, we have options to custom-tailor plans to fit your business and employee needs. As a Preferred Allied Benefit Partner (through the Manufacturers’ Association), we can offer the Employers Health Insurance Program to manufacturers. For details, click here: Employers Health Insurance Program
As the benefits landscape continues to change, our benefit professionals stay up-to-date in the industry by offering new services, products and tools to keep you ahead of the competition.
- Compliance Audits
A full compliance review, allowing clients peace of mind.
- Employee Assistance Programs
A resource to lean on during hardships.
- Cornerstone HR Management & Consulting
A partnership with local HR firm to deliver a variety of services at a discounted rate.
- Advanced Analytics
Tools to predict claims and plan change forecasting.
Consultation with medical professionals telephonically at $0 copays.
Online enrollment and HR Solution portal. Eliminates the need for paper forms.
Alternative Funding Strategies
We help employers think differently about healthcare expenses by providing them alternative funding solutions. These alternative funding solutions give Strickler clients better control over the cost of their benefits, while still providing their employees a robust plan design.
HR Assistance Services Portfolio
- KEEP UP WITH HR TRENDS, NEWS & BENEFITS ADMINISTRATION: Keeping track of regulations and benefits trends and ensuring your company remains compliant can be difficult, costly and time-consuming. Never miss a beat with our benchmark information, news on legislation changes and open enrollment information. Our up-to-date documents will save you time and keep you in the loop.
- ARE EMPLOYEES GETTING THE MOST FROM YOUR BENEFITS PROGRAM? Tackle your mounting employee communication concerns with customizable benefits announcements, employee newsletters and presentations.
- IS YOUR EMPLOYEE HANDBOOK UP TO DATE? Failing to keep an employee handbook updated is consistently one of the top mistakes employers make. Let us help you make sure your handbook is updated to properly reflect legislation and organization changes.
Use the yellow hot spots and explore how employee benefits can help attract, retain and protect your team.
One of the main factors in attracting and retaining good employees is the benefit program offered by employers. This typically starts with your group health insurance plan.
Regardless of the company’s financials, there are ways to make health insurance available to your employees and their dependents. Offering health insurance doesn’t have to break the bank. There are many solutions available to small, mid-size, and large employers.
When employees are worried about their financial situation, they may not be as productive. Many individuals today do not have life insurance or adequate savings to cover final expenses, which places additional stress on employees and/or their families when the need arises.
A group life insurance plan can put your employees’ minds at ease, knowing their family will have resources available when they need them. Policies can also include a dependent benefit to help the employee pay for expenses if their dependent passes. Another solution is to offer a voluntary life benefit whereby the employee pays a lower premium through payroll deduction than they would if they found coverage on their own. Group life insurance is also tax deductible.
Many employers are faced with offering lower wages than their competitors and find it difficult to find and retain qualified workers.
Offering a short-term and/or a long-term disability program can provide prospective and current workers with another form of financial stability. An employee may be offered a higher wage elsewhere, but are they offered protection if that paycheck stops due to pregnancy, illness, or other disability? How will they pay the mortgage or other bills? Employers offering a disability plan can provide peace of mind to their employees and gain an advantage over those that don’t.
Failure to have regular dental checkups can lead to more serious problems than a toothache.
Offering dental coverage to your employees can help encourage them to see a dentist on a regular basis. Gum disease has been linked to heart disease as well as diabetes. Catching these issues early not only helps your employees’ health, it may help reduce your long-term health insurance costs before a big claim hits!
Similar to dental coverage, if your employees are not getting regular eye exams, they may have underlying medical conditions such as heart disease or diabetes that can surface later at a greater expense to your medical plan.
Offering vision care coverage is a very affordable component to offering health benefits. It’s an inexpensive portion of the benefit package with a high value of return and can help offset the impact of increased medical costs, becoming a cost-effective, early intervention tool.
Not being able to meet an employee’s individual needs can pose a threat to worker retention and attracting new talent, both of which can be costly to your bottom line.
Offering voluntary coverage lets your employees choose benefits that are important to them. It’s a cost-effective way to provide a variety of benefits at little or no impact to your monthly premiums. Examples of voluntary coverage include:
- Critical illness, hospital indemnity, and cancer coverage.
- Life, dependent life, short-term, and long-term disability coverage.
- Dental care.
- Vision care.
Compliance audits are increasing and Department of Labor fines can be costly. Do you have all of the documents and paperwork at your fingertips should you receive an audit letter?
A good benefits broker will educate you on the compliance pieces so that you are prepared for that dreaded day. A wrap document covers most of what is required and the remaining forms should be readily accessible with proof of distribution to employees and/or eligible participants.