Employee Benefit Statements | Total Compensation Statements | For YOUR Employees! - myBenefitStatements

Communications Are Most Important Factor in Generating Satisfaction with Benefits

www35814 — Tue, 02 Mar 2010 13:22:55 +0000

Effective communications can have as much impact on employees’ satisfaction with their benefits as the actual benefits offered or the amount of money a company puts into a benefits plan. This finding, from a study by the Prudential Insurance Company, illustrates one way for companies to contribute toward positive employee morale, even when economic factors necessitate benefits cutbacks or restructuring.

The study looked at a number of variables that affected employees’ perceived value of their benefits. The effectiveness of communications topped the list, followed by a company paying all or most of the cost of benefits and then by a company offering a range of benefits. According to the study,

how employees perceive the value of their benefits directly influences how important benefits are to employees when selecting a job or when deciding whether to stay with a current employer.

This is because effective communications help employees to not only understand, but also appreciate, the benefits they have or those that are available to them. Thus, the study validates the positive connection between employee benefits and an employer’s recruitment and retention efforts.

A separate survey from Watson Wyatt Worldwide dramatically shows the impact of benefits communications: Companies with above average benefits but ineffective communications had a 25% employee satisfaction level, while those with below average benefits but effective communications had a 76% employee satisfaction level. Stated another way, it can be better for a company to provide fewer benefits but explain them well, than to provide an expansive-and costly-package of benefits that employees don’t really understand.

Keep the following considerations in mind when assessing your benefits communications-

Written communications should be in simple and understandable, yet engaging, language. Employees will respond best to communications that they can directly relate to, so use specific examples or modeling tools to help employees select benefits and understand how the benefits can work for them.
Recognizing that different individuals learn in different ways, use various media at your disposal for your communications. Go beyond written communications to also include emails, meetings/seminars, announcements, posters that highlight images and graphics, interactive web tools, and video conferencing.
Communicate throughout the year, not only during open enrollment. Use non-enrollment periods to highlight particular features of your benefit plans, perhaps focusing on one each month. This enables you to hone in on benefits or plan features that are particularly useful or unique, and that perhaps get overlooked during the frantic activity of annual enrollment. Such features might include wellness features in the company health plan, modeling tools available through the 401(k) plan, the advantages of pre-tax employee contributions, changing benefits during the year in response to a family status change, etc.
Help employees understand how the company’s benefits offerings are particularly relevant to them. For example, if your company offers voluntary benefits, employees are likely to have broad choices that go well beyond the one-size-fits-all approach to employee benefits. Highlighting the convenience, access and cost-savings features of workplace voluntary benefits can help employees see how advantageous such offerings can be to them.
Communicate the full value of your benefit’s program by providing regular benefit statements. Reminding employees of their total compensation is a great way improve your employees’ perception of existing benefit programs.

If the prospect of embarking on a benefits communications campaign seems daunting, give us a call. We can help you provide ideas and strategies along with actual communications materials to enrich your employees’ understanding of their benefits.

Don’t underestimate the value of communications and education as a way to strengthen your company’s benefits package. As the research above indicates, dollars spent on communication and education can be as valuable an investment as dollars spent on the benefits themselves.

Be sure to take a look at a few of our sample benefit communications pieces online or give us a call today.

Use Communications to Involve Employees in Health Plan Spending Control

www35814 — Mon, 01 Feb 2010 13:06:51 +0000

Implementing cost-sharing increases or cutting benefits in an effort to bring health plan costs under control can be unpleasant tasks for employers, with concerns about how the news will impact employee productivity and morale. The better employees understand the reasons such plan changes are necessary, however, the lesser the chance that the changes will have a negative impact.

Employee communication materials like total compensation statements, total reward or benefit statements are great tools to help explain and communicate changes to programs.

According to the 2009 UBA Employer Benefit Perspectives survey from United Benefit Advisors, more than 80% of employers felt employees are at least aware of the health care crisis and the reasons for increased cost sharing or benefit reductions; a little less than 20% of employees themselves said they were upset about the benefit reductions or cost increases that their employers implemented. Since communications can play an important role in bringing employees on board with health plan changes, what steps can employers take to make implementation as smooth as possible? Here are a few ideas, both for plan-change-targeted and ongoing health plan communications-

- Make sure employees are aware of the reality of health care costs. Research and publicize to employees national health care cost data and cost trends. Be specific: for example, contrast the average cost of a hospital stay or doctor’s office visit today with that of five or 10 years ago. Do the same for the average cost of coverage under various types of health plans.

- Share specific cost data from your company’s health plans. Employees frequently think of the cost of the health plan only in terms of what they pay in premiums, and overlook the employer’s contribution. This narrow view hides the true cost of health care coverage, as well as what the employer pays toward the cost of coverage (which, ideally, employees should see as part of their total compensation package).

- Use concrete examples to illustrate how health plan spending can cut into the ability of the company to make outlays in other areas. For example, determine the approximate dollar amount increase in the company’s health plan contribution one year to the next, and compare it to some other company expense. Is the amount of the increase equal to an employee salary? Stated differently, has health plan spending growth prevented a needed hiring? Use this process to show how health plan cost increases can eliminate raises and bonuses, result in the cancellation of company events, delay the purchase of new equipment, and the like.

- Help employees see that when they use their health benefits astutely, they not only save themselves money, but also keep plan costs down as well. For example, when employees use preferred providers, they receive the highest plan benefit, and the plan pays the lower, negotiated preferred provider rate. If employees have begun to understand the point above-how health plan spending can impact salary increases, staffing, investment in equipment, etc.-this can motivate them to use the plan more wisely.

- Use statistical data to show employees how, generally, unhealthy people use more health care, resulting in higher plan costs. If employees accept this, they’re more likely to try to follow recommended preventive care schedules, attempt to change unhealthy behaviors, and overall aim to become more physically fit.

Employers want employees to be active participants in controlling rising health care costs. To-the-point communications can bring employees on board in this effort, resulting in more manageable costs for employer and employee alike.

January 31, 2010

Benefits to Consider as the Work Force Ages

www35814 — Tue, 19 Jan 2010 19:34:39 +0000

If you thought you looked a little older this morning as you got ready for work, you’re not alone. According to a 2008 Business & Education Resources Study examining shifting workplace demographics, the percentage of employees who are 40+ has increased year after year. In 1990, 40% of the workplace fell into this distinguished category. In 2000, 48% of workers were 40+, and by 2010, 51.4% of U.S. workers will be older than 40. These increases reflect the aging of the 78 million baby boomers, those born between 1946 and 1964.

The increase in life expectancy amplifies the boomer effect. Only 100 years ago, the average life expectancy was 47; compared to 77 years today. As we live longer, we may begin to experience increasing age-related changes in hearing, vision, and even dexterity. The sometimes gradual degeneration of vision or hearing can profoundly affect an individual, both personally and in the workplace.

Normal changes in the aging eye include decreased ability to focus at short range, reduced acuity, a need for better lighting, and reduced contrast sensitivity and depth perception. Left unchecked, such problems can result in expensive errors and even accidents, creating the potential for high costs for employers.

According to the American Society on Aging, 15% of the overall population suffers from some type of hearing loss, with 60% of this group over the age of 55. Hearing loss can be a trickier situation to manage than vision degeneration, because it may go undetected or ignored for longer periods of time. Employees with untreated hearing impairment are more likely to miss some of what is being said in group or one-on-one discussions. Verbal instructions may be misunderstood and not followed correctly, which can result in errors or accidents. Overall workplace information exchange can suffer.

Regular visits to an optometrist or ophthalmologist are the best way to promote healthy eyesight, and a good first source to screen for hearing problems is a general practitioner, with referral to a specialist if appropriate. Most hearing and vision problems are readily correctable through hearing aids or corrective lenses. Be that as it may, many employees delay seeking treatment for hearing or vision loss for financial reasons. Postponing treatment can result in the kinds of workplace costs and risks discussed above.

To encourage employees to take care of these important senses, employers can offer vision and hearing coverages as voluntary benefits. Voluntary benefits are paid in full by the employees who choose to purchase them. However, employees typically save money because the benefits are offered at group discount rates, and often save time by learning about the benefits while they are at work. (Some employers do choose to make a contribution to the coverage.)

Voluntary vision care plans are plentiful, and can offer a variety of choices to employees. Usually, vision care plans cover eye exams and corrective lenses (either eyeglasses or contacts). Plan enhancements could include safety eyewear for individuals in certain industries; laser or Lasik surgery; and polycarbonate lenses for children and active adults.

How a vision benefit is provided also varies according to the plan that is selected. Some plans offer discounted fee services and lenses through a list of exclusive providers or retail outlets; others use a preferred-provider approach and pay a larger or smaller benefit depending on the provider used; and still others pay according to a fee schedule.

Hearing care plan benefits might include discounts on audiologists’ fees, and compensation for hearing aids and related products and services (for example, batteries and cleaning).

Voluntary vision and hearing benefits become ever more valuable with an aging workforce, creating a win-win situation: Employees as well as their employers are likely to benefit from better hearing and vision health in the workplace.

Making Your Voluntary Benefits Program a Success

www35814 — Thu, 31 Dec 2009 16:15:18 +0000

Both employers and employees have much to gain from a solid voluntary benefits program. For employees, being able to enroll in an insurance product through a workplace voluntary benefits program offers them the advantage of group pricing, the convenience of paying through payroll deduction, and perhaps access to insurance that would be difficult to get on an individual basis. For employers, offering a range of voluntary insurance products can help increase employee satisfaction-and along with it loyalty and morale-and make the employer more competitive in attracting and retaining the best employees.

These advantages alone, however, do not ensure that a voluntary benefits program will be a success. Careful planning, including the selection of benefits to offer, choice of vendors and well-crafted communications, are keys to program success.

Bring in the kinds of benefits that employees want and will enroll in. Survey employees as to what types of additional benefits they would participate in if given the opportunity. Depending on your employee demographics, these could include additional life insurance options, long-term care, or even pet insurance. Voluntary benefits enable employees to self-customize an individual benefits package that is uniquely appropriate to them.
Examine gaps in your company's current benefits coverage, and consider how voluntary benefits plans can be used to fill these gaps. For companies that have had to scale back on their regular benefits package, voluntary benefits can be particularly helpful. If your benefits budget is tight and, for example, needs to be dedicated to helping fund medical benefits, offering dental and vision on a voluntary basis gives employees easy and affordable access to these benefits.
After determining which benefits your company would like to extend to employees on a voluntary basis, research appropriate vendors. Look for the product lines vendors offer, whether they have minimum participation requirements, how they conduct enrollment, and their initial and ongoing communications materials. Also examine the vendors' experience and track record working with companies of your size and in your industry. The quality of the vendor, employees' customer service experience with the vendor, and the vendor's ability to smoothly work with your company's human resources department and systems will go a long way in determining the success of your voluntary benefits program.
Though the vendor will supply some communications materials, company communications concerning the program will help to incorporate it into your overall benefits program in the eyes of employees, making it more likely employees will enroll. Consider announcing new voluntary benefits offerings in a communication from top management, which will demonstrate the company's commitment to the program. Make voluntary benefits enrollment a part of your annual enrollment process, and incorporate descriptions and information on voluntary benefits offerings into the communications materials for your core plans.
Work closely with the insurance provider you select for your company's voluntary benefits to enhance communications opportunities and enrollment efforts. This will be particularly important if any of the voluntary benefits have minimum participation requirements. Some voluntary benefits vendors will want to come in for presentations, individual meetings or enrollment sessions, all of which can be very effective in increasing participation in these programs.

Voluntary benefits can be a great add-on to any company's benefits program. Careful planning and consideration of the various issues that can affect participation can increase the chances of program success.

Perceived Value of Benefits Is More Crucial Than You Know

www35814 — Thu, 31 Dec 2009 13:14:57 +0000

In the U.S. today, employee benefits constitute a significant portion of an employee's total compensation. Although past studies revealed that many employees did not fully understand the value of their benefits packages, a 2008 MetLife Employee Benefits Survey showed that more workers are paying extra attention to the value of benefits. The study revealed an increased appetite among employees to receive benefits advice at the workplace. Furthermore, when asked about the significance of benefits in generating workplace loyalty and retention, employees ranked health benefits as the number two factor, only trailing behind the importance of salary/wages. Advancement opportunities and retirement benefits tied for the third most critical factor in retention and loyalty.

According to the most recent (2008) Kaiser Family and Health Research and Education Trust study of employee benefits, the average annual premiums for employer-sponsored health insurance were $12,680 for family coverage, and $4,704 for individual coverage. While these numbers represent a 5% increase over 2007, in a ten-year period the cost increase of family coverage represents a whopping 119%!

As benefits become more expensive to employers, and more valuable to employees, effective communications regarding the benefits are critical. Too often, employee benefits discussions are limited to the annual enrollment period. During this period, many employees' focus will be on what their benefits are costing them, and not on what their employer contributes to the total benefits package. Communications regarding benefits need to continue on a year round basis, and should regularly reinforce the value of the entire benefits package.

Beyond the heavy contribution most companies make toward health insurance, there are other items such as employer contributions to a pension plan or profit sharing plan or matches to a 401(k) plan that need to be emphasized. As the work force ages, companies need to address the wishes of employees who are nearing retirement. The MetLife study points out that in 2007 63% of employers that offered retirement benefits expected the amount of the benefits to increase in the next five years. But in the 2008 study, 73% of employers said they expected this portion of benefits to increase, highlighting the importance employees are placing retirement related benefits.

Other benefits that employers should highlight are: employer premium contributions toward other health and welfare benefits (e.g., life, disability, dental insurance); savings employees realize through purchasing any voluntary benefits at a group rate; the salary-in dollars-represented by paid vacation days; and employer contributions to mandatory benefits, such as Social Security and Medicare. Many employees are unaware of the dollar value of these extra benefits. Helping them understand the worth of such benefits increases employee satisfaction, and hence, retention.

Besides the annual enrollment information meeting, benefits communications should use a multi-media approach throughout the year to explain the value of the benefits package. Options might include: Did-you-know e-mails, colorful placards and posters, printed newsletters, as well as annual total compensation statement that shows the employer's actual outlay-in salary and benefits-for the employee. Information and samples of annual total compensation statements are available on our samples page. All communications should discuss benefits and their value in easy to understand terminology.

Although there is a cost to employers in continually reinforcing the monetary worth of benefits, it is an investment that will pay off in the long run. Employees will feel valued as they gain an understanding of the true worth of their total compensation, thus increasing goodwill between parties. And the carefully communicated value of benefits will help in both recruitment and retention of key personnel.

Get Creative with Benefits Strategies

admin — Mon, 28 Dec 2009 18:09:54 +0000

In an economic downturn, companies can struggle to maintain their existing employee benefits programs, much less think about adding new ones. In times like these, low- and no-cost measures can help a company to keep its benefits programs vibrant and evolving to meet employee needs. Here are some such measures to consider:

A recession may make it impossible to allocate additional company dollars to benefits, but an employer can give employees time and convenience instead, through various strategies-
- Set up a direct deposit program for employee paychecks. Depending on the financial institution used, the direct deposit program may be a bridge to discounted financial services, such as free checking, waived ATM fees, and the like.
- If business needs permit, give employees more control in balancing their work and personal demands through some form of flexible scheduling. This could include flexible hours, summer hours, compressed workweeks and telecommuting. Some employers find that employees on flexible schedules are better performers on the job, because they can more readily attend to personal issues and thus be more focused when at work.
- Investigate adding voluntary benefits. These no-cost-to-the-employer benefits can add a dimension to your benefits programs that can be difficult to achieve through a traditional benefits package. Employees are able to buy benefits at prices more affordable than what is available in the individual market; they have the convenience of payroll deduction; they also have the convenience of benefits being marketed to them, rather than having to seek them out on their own.
- Investigate discount programs. In these programs vendors offer their products and services at a discount to a company’s employees. The vendor’s motivation is access to the employer’s workforce, with the hope that the discount will steer buyers in their direction rather than to their competitors.
- Although many workplaces have gone more casual, others maintain specified dress codes. Employees appreciate when certain days are designated as casual-blue jeans okay-and the atmosphere that can accompany a casual dress day can give the workplace a lift.
Examine existing benefits programs to see what works and what doesn’t, and ask whether dollars should be reallocated to better meet employee needs. For example, are there medical plan options in which few employees participate? A streamlining of the available options can reduce administrative and program costs alike.
Some benefits have multiple uses but may have been promoted narrowly, so that employees may not understand their true value. Employee assistance programs (EAPs), for example, may be perceived as a source of help for substance abuse problems, but EAPs also typically offer a wide range of services many employees could avail themselves of, such as childcare and eldercare referral and assistance with financial issues and debt counseling.
Employees often underestimate the value of their benefits and compensation package, but there’s a good reason for this-many companies neglect to inform employees of what the company spends to make the benefits offerings available. Employees see their own contributions for medical, dental, etc., on their paycheck stubs, but other than during open enrollment-if even then-many companies simply never let employees know what the company pays for employee benefits. Consider distributing “total compensation statements,” which show employees the actual amount the employer is compensating them, through salary, mandated benefits (e.g., Social Security, Medicare), and the company’s employee benefits program.

As the economy improves and benefits budgets become less constricted, these measures can remain in place, continuing to enhance the value of your benefits package in employees’ eyes.

Click on the Contact Us in the main menu in order to discuss how we can help you to communicate with your employees.

Portfolio Format Employee Benefit Statements

admin — Thu, 24 Dec 2009 13:47:38 +0000

Portfolio format statements are:

Easy to read
Fully customized
Large format
More area for charts and graphs
Full-color
Reinforce corporate identity

Dimensions:

8.5” x 11” pages (unfolded 11” X 17”)

Get a Free Quote

Other Format Options

admin — Tue, 22 Dec 2009 14:40:06 +0000

Here are a few other options for your employee benefit statements.

Multi-page formats are:

Easy to read
More area for charts and graphs
Full-color
Reinforce corporate identity
Customized

Dimensions:

8.5” x 11” pages (unfolded 11” X 17”)
8.5" x 7" pages (unfolded 8.5" x 14")

Value format:

Easy to read
Simple format
Pre-set pie chart
Pre-set lines of compensation
Pre-set colors and design
Full-color double-sided printing
Lowest price

Dimensions:

8.5” x 11” single page (bi-fold)

Standard Format Employee Benefit Statements

admin — Tue, 22 Dec 2009 13:46:22 +0000

Standard format statements are:

Easy to read
Simplified format
Two-sided
Full-color
Customized
Lower cost option

Dimensions

Unfolded 8.5” X 11” or 8.5” x 14”

Folding Options:

No fold
Bi-fold
Tri-fold

myBenefitStatements – What we’re all about!

MBSteam2009 — Thu, 17 Dec 2009 16:21:42 +0000

We communicate with your employees the full value of their benefits and cash compensation through…

Customization…for your company, using your logo, colors and images; Personalized…to each individual employee.
Attractive design…which draws your employees’ eyes and attention to their statement—making them want to read it!
Easy to understand format…striving for clear, concise communication.
Employee communication…saturating your total compensation statements with important personalized data critical to each employee.
Charts, graphs and pictures…focusing your employees’ attention on key company strengths and clarifying comparisons.
Accurate data…we work with you to provide an accurate presentation of each employee’s total compensation package.
Timeliness…delivering benefit statements to your employees when the communication of total compensation is most effective.

We are committed to each individual employer—to be personable, responsive, and to earn your confidence as we work together producing your employee benefit statements.

myBenefitStatements – show your employees the value of their benefits

MBSteam2009 — Thu, 17 Dec 2009 15:59:36 +0000

This special format is designed to emphasize the value of employee benefits in an easy to use, cost effective, high quality product:

Customized with your company logo
High quality full-color digital printing on 8 ½ x 11” premium paper
Windowed security envelope included at no additional cost
We do the work–minimal data collection required
Value-priced!
The layout, colors, design and pie chart are all pre-set.
The categories of benefits and the actual titles in each of those lines are also pre-set. Additional types of benefits will be combined in the “other benefits” line.
The descriptive text below each benefit category may be edited, as well as the letter from the leadership. No additional notes or definitions are included.
A Summary Management Report and PDFs of each statement for reference purposes are available for an additional fee.

myBenefitStatement – a focus on benefits value

MBSteam2009 — Thu, 17 Dec 2009 15:50:02 +0000

This special format is designed to emphasize the value of employee benefits in an easy to use, cost effective solution:

Customized with the client’s logo
Branded by the insurance broker/consultant
High quality full-color digital printing on 8 ½ x 11” premium paper
Windowed security envelope included at no additional cost
We do the work–minimal data collection required from you and your client
No cost to the client; minimal cost to the broker/consultant
The layout, colors, design and pie chart are all pre-set.
The categories of benefits and the actual titles in each of those lines are also pre-set. If the employer has additional types of benefits, they will be combined in the “other benefits” line.
The descriptive text below each benefit category may be edited, as well as the letter from the leadership. No additional notes or definitions are included.
A Summary Management Report and PDFs of each statement for reference purposes are available for an additional fee.

myBenefitStatements Means Service

MBSteam2009 — Wed, 16 Dec 2009 19:29:19 +0000

Our goal is to surpass your expectations with dedication to prompt, accurate, and friendly service!

BusinessPlans, Inc. (BPI) – myBenefitStatements is a dynamic organization committed to providing innovative solutions to your employee benefit statement needs. We offer a range of benefit statement services dedicated to a two-fold goal of delivering quality, cost-effective employee benefit statements coupled with hassle-free benefit statement project management for our clients.

myBenefitStatements has been providing hassle-free employee benefit statement services for over two decades, so this is nothing new to us. In 2003 we launched our user-friendly myBenefitStatements.com web site. Essentially, we’ve created an online resource center to provide the solution to your benefit statement needs.

Our services are designed to help you maximize the value of your employee benefits program. Our experience assures you of superior service in the design, testing, implementation, and delivery of your custom employee benefit statements – giving you what you need, on time and right the first time or we’ll keep working until you are 100% satisfied.

Our Vision
myBenefitStatements will be recognized as the leader in providing customized employee benefit statement services through superior service to help businesses achieve strategic success and maximize the effectiveness of their benefits program.

Our Approach
myBenefitStatements believes that employee benefit statements should be designed for the needs of each individual company. A custom benefit statement should reflect a definite purpose – not design by accident. Our unique approach involves the following process:

Discovery – determining goals, needs and resources
Design – structuring a layout based on each company’s unique characteristics
Implementation – collecting data, performing calculations and providing proof sample statements for approval before printing and delivering
Service – day-to-day administration of programs and company assistance

Introducing Open Enrollment Forms

MBSteam2009 — Wed, 16 Dec 2009 18:27:55 +0000

You know myBenefitStatements for creating high quality, easy to read, total compensation statements. Now we have created easy to follow benefits enrollment forms for your next open enrollment period.

Recent studies show that many employees are confused or frustrated while selecting their benefits (Employee Benefit News, April 1, 2009, p. 17). In some cases self-service online enrollment has become “no service.” Use our open enrollment forms in conjunction with employee meetings/seminars to ensure your employees make informed benefits decisions.

Our new benefits enrollment forms are…

Customizable to show your benefit offerings
Easy to understand
Full-color—enlisting your employees’ attention
Easy to complete and return on the spot during elections meetings

With more than 20 years of employee communications experience, myBenefitStatements is your skilled partner. We collaborate with hundreds of brokers and employers all over the country to create effective employee communications tools. Hard copy, easy to complete forms from myBenefitStatements are one of our specialties.

To see samples and request a price quote, visit www.myBenefitStatements.com or contact Sarah Fakan at (800) 865-4485 ext. 104. If email is more convenient, please send us an email at Info@myBenefitStatments.com

“Off the charts!” – dramatic increase in employee satisfaction…

MBSteam2009 — Wed, 16 Dec 2009 18:19:14 +0000

Our client gave total compensation statements to their employees for the first time in 7 years. Then they conducted their regular every-other-year employee survey.

When they compared the results with the previous survey, they saw a significant increase in employee satisfaction with their benefits. In fact, they described the increase as “off the charts!”

Our client believes that a contributing factor to this huge growth in their employees' perception of their benefits is employee benefit statements.

Open Enrollment forms

admin — Fri, 20 Nov 2009 15:56:26 +0000

Open enrollment forms are: Easy to read Two-sided Full-color Customized Dimensions Unfolded 8.5” X 11” or 8.5” x 14” Folding Options: No fold Bi-fold Tri-fold Related posts:Open Enrollment Forms Standard Format Employee Benefit Statements Other Format Options Portfolio Format Employee Benefit Statements Open Enrollment forms from myBenefitStatements make it easier for you! Introducing Open Enrollment Forms Related posts:

Open Enrollment forms from myBenefitStatements make it easier for you!

MBSteam2009 — Fri, 13 Nov 2009 16:39:42 +0000

You have come to know myBenefitStatements for creating high quality – easy to read – total compensation statements. Using these same ideas, we have created straightforward, easy to complete benefits enrollment forms for your clients’ next open enrollment period.

In a recent study, employers ranked effective communications during open enrollment as their number one challenge, as employees become increasingly engaged consumers of healthcare and other employer benefits.

Our new enrollment forms are…

Customized to show your benefit offerings
Personalized for each employee
Easy to understand and complete
Full-color – catches employees’ attention
Hardcopy – encourages employees to sign and return on the spot during elections meetings
With more than 20 years employee communications experience, myBenefitStatements is a skilled partner.

While the use and popularity of the web has increased dramatically, many employers prefer to use hard copy open enrollment forms. Employers and employees alike face an ever-increasing complex myriad of benefit options leaving many employers to look for a combination of tools that create a more tangible approach. Hard copy, easy to complete forms from myBenefitStatements are one of our specialties.

myBenefitStatements collaborates with hundreds of brokers and employers all over the country to create effective employee communication tools. Employees will find our customized enrollment forms appealing and easy to understand and complete.

To see samples of our enrollment products visit http://www.mybenefitstatements.com/samples . If you prefer to see a hard copy sample…give us a call and request a free supply of benefits enrollment forms to show your clients. Please e-mail or call Sarah Fakan, Sales & Marketing Director, at (800) 865-4485 ext. 104 or Info@myBenefitStatements.com.

9 Ways Benefit Statements Can Help

MBSteam2009 — Fri, 13 Nov 2009 15:35:39 +0000

Strengthen your client relationships and build loyalty by providing employee benefit statements

Employers are spending hundreds of thousands of dollars on benefits, but their employees aren’t grasping the value of these benefits.

Total compensation statements show employees the full value of their compensation and can be a highly effective communication tool.

Contact us today for a printed supply of “9 Ways Benefit Statements Can Help!”, a brochure that shows your clients how benefit statements can work for them. Call (800) 865-4485 or email info@myBenefitStatements.com.

Open Enrollment Forms

admin — Tue, 10 Nov 2009 16:02:59 +0000

Open enrollment forms are:

Easy to read
Two-sided
Full-color
Customized

Dimensions

Unfolded 8.5” X 11”

Folding Options:

No fold
Bi-fold
Tri-fold

myBenefitstatements is the right choice!

admin — Tue, 22 Sep 2009 21:04:26 +0000

Use myBenefitStatements to… Boost morale Show each employee a picture of their total compensation Connect with each employee using personalized communications Reinforce employees’ sense of value to the company Related posts:Open Enrollment forms from myBenefitStatements make it easier for you! myBenefitStatements – What we’re all about! Communications Are Most Important Factor in Generating Satisfaction with Benefits Introducing Open Enrollment Forms Why Total Compensation Statements? Making [...] Related posts:

Clearly Communicate with Employees

admin — Thu, 17 Sep 2009 16:50:42 +0000

Over 50% of your workforce don’t understand all the benefits offered and the value of their total compensation (wages + benefits)! You can use benefit statements as a effective employee communication tool.

Employee communication is critical. You can communicate the value of your benefits program through attractive and affordable benefit statements showing your employee the value of their total compensation in an easy-to-understand format.

Your customized employee benefit statements can be presented in a 1-page, newsletter style or tri-fold format. Whatever your needs – myBenefitStatements has the solution!

Open enrollment election and confirmation forms are also available.

How many employees did you replace last year?

admin — Thu, 17 Sep 2009 16:48:48 +0000

According to HR professionals the cost of replacing an employee is conservatively estimated at 26.8% their annual salary. (It costs your company $8,040 to replace an employee earning $30,000!)

–2005/2006 Employee Job Satisfaction and Retention Survey from Salary.com

How many employees did you replace last year? You do the math and then compare the replacement cost with the fee for total compensation statements.

The typical employer can provide a total compensation statement for every employee at a fraction of the cost of replacing just one employee! Why wouldn’t you use benefit statements?

Check out samples of our benefit statements or request a benefit statement services quote.

Having talent retention issues?

admin — Thu, 17 Sep 2009 16:47:38 +0000

If you’re having problems:

Attracting new employees
Communicating total compensation to your employees
Improving employee morale
Reducing employee turnover
Retaining the best employees (employee retention)
Providing additional benefits at low cost to your employees

Then benefit statements are right for you! You’re spending many thousands of dollars providing your employees with statutory and fringe benefits – shouldn’t you be getting your money’s worth?

Why You Should Work With myBenefitStatements!

admin — Thu, 17 Sep 2009 16:45:31 +0000

At myBenefitStatements we know that you're looking for an employee benefit statement supplier who will go farther than just creating statements and sending invoices. You want to establish a long-term relationship with a service provider that will help you improve your bottom line.

You want a team of creative professionals who understand your industry, your business, and how to communicate with and motivate your employees. You want someone who can customize your benefit statements to meet the needs of your participants while relieving the Benefits Department of unnecessary detail work. You want to partner with an organization that delivers on the expectations it sets, and who keeps the focus on producing the outcomes you need to achieve.

Choose myBenefitStatements and allow our experience and expertise to work for you. myBenefitStatements offers added value to you through personal, professional, and dedicated service at a reasonable cost. We won't stop working until we've achieved the look and feel you desire for communicating total compensation to your employees. Whatever your benefit statements needs, we've got you covered!

Simply pick up the phone right now and give us a call or fill out our online request form and we will contact you! Two easy ways to add a valuable resource to your company benefits.

You Choose How to Utilize Our Services

admin — Wed, 16 Sep 2009 14:46:15 +0000

Total compensation statements from myBenefitStatements are fully customizable for each of your client's unique needs.

Treat your clients to benefit statements as a value-added feature.
Provide myBenefitStatements services to your clients, sharing the cost or allowing them to pay our reasonable fees.
Add your premium to our low-cost services for increased revenue for your company.

Take a look our sample statements and then request a customized employee benefit statements quote.

myBenefitStatements has been assisting employers and broker/agents for over twenty years with their benefit statement needs. We are committed to customer satisfaction and our goal is to create a long-term relationship to help you strategically be more successful.