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Employee Benefit and Human Resource Solutions for Medium & Small Businesses

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                                                                     What do profitable companies have in common?


                                                                                They recognize their greatest asset - their employees


                                         Productive employees are not just born - they are created - through mindful benefit plan designs, proactive &

                                                                             effective management of those human or employee resources.                                                                                         

                                                                                           Our clients understand and embrace this philosophy.

NPN License Number 1478515

 Small Businesses Top 5 Benefit Tips 

for 2015

     1) Review new (old) ways to lower costs.    With pre-existing conditions eliminated and new underwriting practices for  businesses under 50 - and for 50- in 2016., businesses need to be aware of how it affects their budgets and business operations.  The business with under 50 FTE's are already feeling the pinch of the tighter regulations, leaving them little options due to the individual market mandated similar changes.  Those changes include age band rating to only 3:1, no health status consideration, only smoking and demographics.  As we predicted,  actuaries(rate gurus) are giving themselves "cushion" with higher rates whenever possible


    2)   Be Creative.  When taking "away" or lowering a benefit, add something new.  Something as small as a voluntary program can help curb employee morale and keep it positive (directly linked to productivity). Think wellness and productivity...

    3)   Regulatory Compliance.  The new health care law brings more probability of small and medium sized business to be audited by the Department of Labor and IRS.  Audits have substantially increase over the past year (up from a few hundred per year to over 3,000 in 2014) and many in the under 100 employee market (this used to be unheard of).  The penalties can be upward of a $100/day/employee or violation. Some small business are unable to survive afterward.

    4) Think Long Term - Think Big.  Smaller employers have been enslaved to the insurance carriers for rates and benefit designs.  The new health care law will not make that process any easier or flexible.  We encourage businesses to include healthcare as part of their over all business plan/strategy.  If ignored businesses can plan to be subject to a continuance of double digit increases and struggling to compete for the best employees.  Hint: Look at what your larger competitors are doing and hire the best people to be part of your team ( Suggestion: whether or not they are internal or external doesn't matter but a few external will refresh the business and keep it proactive).

    5) Don't settle for status quo.  Review who is advising you on your employee benefits (its no longer just an insurance product - no matter your size - most have to comply with ERISA) = This is the biggest.  Small businesses will need more expertise and guidance.  More than they have ever have.  Look for Business Consultants and Advisers specializing in specific areas of their expertise, not just an insurance agent, tax guy or "jack of all trades" attorney.  Part of saving money is getting the most value for the dollars you are spending.  Find out what you are paying your agent and be sure you are satisfied with not only his or her ability to answer the phone, but his or her ability to give you new ideas, customize your benefit and service package to fit your company's needs and work for/with you throughout the year to help lower your costs and liability exposure. Transparency is the key...




         Focusing on the small, medium marketplace, we understand that in order to compete in today’s global economy, company costs are under constant scrutiny, including the cost of insurance and other administrative tasks. As a result, many companies struggle to balance their employee productivity and benefit offering efforts with their bottom line all while trying to navigate around legal and social issues. Helping you meet these divergent objectives is Emery Benefit Solutions, LLC's specialty. Using our advanced technology, consulting expertise and ability to custom design solutions, we are able to help you create a dynamic human capital that will impact your customer experience and bottom line, positively.

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“Corporations (including Small Businesses) go through cycles of buying into big new ideas to move to a higher level—knowledge management, change management, technology management. Today, the big new idea is health management. This idea needs to become like its predecessors: a vital strategic function that businesses must perform while continually assessing and improving 
it. That’s the only way to succeed in a competitive 
marketplace where the performance of human capital is 
a differentiator.” 

Sean Sullivan, J.D. 
President and CEO 
Institute for Health and Productivity Management


      Emery Benefit Solutions, LLC

Auburn Hills, MI 48326

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