Post on 16-Jul-2020
transcript
Voluntary Benefits Choosing the Right Fit
Steve Ivey Director, Voluntary Benefits
About Our Presenter
Since 1994, Steve’s been in the voluntary benefits industry and advocates a professional, consultative approach that encourages suitability over carrier-specificity. Steve is revered as a voluntary benefits expert among his peers and has been awarded as such. Steve stays involved with the insurance and financial community through his National Association of Insurance and Financial Advisors membership and currently serves on the Greater Chesapeake Charitable Foundation Board.
Intro/Agenda
Thought processes for an effective
integrated voluntary benefits plan.
• State of the market
• Primary vs. Supplemental
• Price vs. Process
• Client Centric vs. RFP mentality
• Communication and Enrollment
• Administrative Platforms
Choosing the Right Fit
Current Plans - Designs and
Goals
Group demographics and locations
Plan pricing and
underwriting
Prior experiences
Communication and Enrollment
Strategy
Administration – enrollment and billing
Primary vs. Supplemental
Primary
• Health Insurance
• Life Insurance
• Disability Income Protection
• Retirement Benefits
• Long Term Care
Supplemental
• Gap/Hospital Indemnity
• Accident
• Critical Illness
• Voluntary Disability
• Voluntary Term and/or Permanent Life Insurance
• Non-insurance Benefits (identity theft, legal, pet, etc.)
State of the Market
Employer Perspective
• 45% of employers view voluntary benefits as an essential part of an integrated health benefits package, rather than just an add-on
• 58% of employers believe voluntary benefit improve employee morale and satisfaction
• 60% of employers use voluntary benefits to replace employer paid benefits and reduce costs
45%
58%
60%
0% 20% 40% 60% 80%
Essential Part of Benefits
Package
Improve Morale
Replace Employer-Paid
Benefits
Source: MetLife Study 2014 and LIMRA Study 2011
State of the Market
Employee Perspective
• 46% of employees say they are not prepared to pay out-of-pocket expenses not covered by major medical insurance
• 51% of employees say they have less than $1,000 available
• 62% of all personal bankruptcies filed in the United States are caused by medical problems
• 78% of all personal bankruptcies filed due to medical problems, those filers had medical insurance at the start of their illness/injury
46%
51%
62%
78%
0% 20% 40% 60% 80% 100%
Not Prepared to Pay Out-
of-Pocket Expenses
Less than $1,000 Available
Personal Bankruptcies Filed
due to Medical Problems
Personal Bankruptcies Filed
with Medical Insurance at
the Start of Injury/Illness
Source: Aflac in 2012 and Harvard Business Study in 2009
Gap/Hospital Indemnity
• Employee risk from deductible and co-insurance
• Types of expenses – hospital, surgical, diagnostic, ER
• Family deductible vs. individual deductible
• HSA vs. HRA
• Cannot cover all of the out-of-pocket expenses, but an acceptable amount
Accident Plans
• 24 hour plan vs off the job only plan
• Effect on workers comp claims
• Wellness benefit – costs and use
• Average accident costs $4,000 out-of-pocket
• Dual options – worth it?
• Price vs. Benefits ($4/wk vs. $6/wk)
Critical Illness Plans
• Guaranteed Issue
• Open enrollment
• Pre-Existing Conditions
• Benefits reduce 50% at age 70?
• Spouse benefits can be half of employee amount
• Participation Requirements
Life Insurance
• Voluntary Term with Permanent (Universal Life or Whole Life) – should always be together
• Lifetime employee benefit
• Life insurance planning and advise
• Adding Universal Life or Whole Life with Long Term Care rider
• Guarantee Issue or CGI
Disability Insurance
• Group vs. Individual
• Monthly STD claims vs. Weekly STD claims
• Incremental benefits vs. flat percentage, typically 60%, a benefit for older employees or dual income employees?
• Dual offers on both STD & LTD (elimination period for STD and benefit period for LTD)
Communication & Enrollment Strategies
• Methods: • Face-to-face, call center, online
• Combination
• Messaging: • Customized
• Clear
• Communicated during enrollment
• Participation requirements vs. acknowledgment requirements
• Open to new hires or just once per year? GI?
• Can voluntary benefits easily be a part of the core platform?
• Single sign on or imbedded in the system?
• Underwriting/EOI within the system or separate process
• Anniversary with core benefits or separate , or both?
• Is the system open throughout the year or just at open enrollment?
Benefit Administration System
Choosing the Right Plans
Current Plans - Designs and
Goals
Group demographics and locations
Plan pricing and
underwriting
Prior experiences
Communication and Enrollment
Strategy
Administration – enrollment and billing
Questions? If you have any further questions about the information discussed in this webinar,
please feel free to contact us at:
Crawford Advisors, LLC
HQ: 200 International Circle | Suite 4500| Hunt Valley, MD 21031
1813 Sweetbay Drive | Suite 10 | Salisbury, MD 21804
201 King of Prussia Road | Suite 650 | Radnor, PA 19087
280 Granite Run Drive | Suite 250 | Lancaster, PA 17601
2975 W. Executive Parkway, Lehi, UT 84043
(800) 451-8519 | www.crawfordadvisors.com
Stephen Ivey, Director Voluntary Benefits – SIvey@crawfordadvisors.com
Download Slides – http://www.crawfordadvisors.com/webinars/
Questions & Requests – RCrawford@crawfordadvisors.com