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When an employer implements an employee benefits plan, they will need to confirm or deny the percentage of eligible employees who are required to be enrolled in the employee benefits plan.
Participation in the benefits plan is often mandatory and this is especially true for small companies. Most insurers require a large number of participants before they will offer an employee benefits plan that allows some of the employees to opt out.
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Health Spending Accounts (HSA) are an increasingly popular alternative or top-up to traditional healthcare and dental solutions. HSA gives employees flexibility and enables them to choose how to use their health benefits.
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Offering the right employee benefits can help employers attract and retain employees.
Navigating the complexities of benefits and taxes can be challenging, and Wellbytes here to guide you through the intricacies. Before deciding to offer a benefit to the workforce, however, it is important to understand the difference between taxable and nontaxable benefits. This article will find out the tax-related aspects and considerations for employees.
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Employee benefit plans can be easily subjected to fraud or other forms of mismanagement and a good benefits plan audit can help employers minimize this risk while ensuring a sustainable benefit plan.
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Personal Spending Accounts (PSA), also known as Wellness Spending Accounts (WSA), are recent additions to a benefits plan, focusing on well-being support for employees. Employers allocate a set amount of money to each employee to use on eligible services. PSA are a taxable benefit to the employee.
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Is it time for a refresh of your employee benefits plan? While sticking with the status quo might seem easier, sometimes change is necessary. Clear communication of any adjustments is crucial to ensure that your employee benefits are used effectively.
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Going by definition, traditional insurance is when an insurer provides benefit plans coverage to a specific group of people and the plan sponsor (employer) pays monthly premiums to the insurer to provide this coverage. On the other hand, a healthcare spending account (HSA) is a government-regulated allotment of funds that an employer provides to their employees for health-related expenses. The common purpose of the two benefits distribution types is that they offer employees protection against medical expenses. But they both have very distinctive differences such as:
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New products and trends have emerged in the insurance industry over decades, such as the increased flexibility of a Health Spending Account (HSA), but there has been one constant: traditional, fully-insured group insurance. Group insurance offers benefits coverage to a defined group of individuals, such as employees of a company, members of an association, or union members. This type of insurance safeguards against the financial risks associated with illness or death.
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An association is a group of businesses or companies that all provide the same type of services. These companies come together to form an association in order to protect and serve their mutual interests. Here’s a few examples of common industries and professions that might create associations
