It takes a team of specialists, architects, engineers and laborers to build a new home, office building or bridge. To effectively design and manage a Group Benefits program, a high level of expertise is also required. Choosing the right consultant to build a plan that provides the flexibility required by your industry and that is aligned to your company’s corporate and financial objectives and unique needs is essential to the long term success and sustainability of your plan.
The following are important considerations in developing a strategic plan for the construction industry:
Group Size: Many companies with fewer than five employees cannot obtain full benefits. A program that offers flexibility and a variety of plan options to small employer groups is a necessity.
Lay-off: The construction industry can be seasonal and lay-offs are common, so a plan that can extend coverage to employees, at the employer’s discretion, during a lay-off is crucial.
Medical questionnaires & examinations: Providing evidence of good health can be a problem for some employees. A program that offers significant guaranteed levels of coverage for life and disability is a must. Medical stability clauses can create expensive issues for insured travelers. Is your plan underwritten to provide extended travel periods and a reasonable stability clause?
A program that provides advocacy and support to all employees and their dependents creates a huge
value proposition. Field and office employees benefit from access to an advocate who will eliminate the work an individual has to do to resolve a claims issue or work through a difficult claims process. This ensures employee’s stay focused on their core objectives and your Human Resources, Payroll or Office Administrator won’t be saddled with claims minutiae, which can also create liability for a company who engages in the claims process.
In addition to claims advocacy, a well-developed and comprehensive service platform for your company’s Plan Administrator ensures less work on benefits and more time spent with tasks that support revenue generation.
A benefits plan that provides real and perceived value, communication and education as well as sustainable rates is the end game goal. Look for opportunities for value-adds that are inexpensive or
cost neutral. There are numerous ways to achieve this through voluntary benefits, health and wellness facilitation and access to community or government resources available as an enhancement to your