For many companies, benefit plan considerations start with and are often controlled by the cost of health insurance coverage. An evaluation of your current benefit plan is the beginning step, and at no charge to you, we' ll review your current employee benefit package. After talking with you about your business goals, employee compensation strategy and budget, we' ll research options and return with options for your consideration. These recommendations will be tailored for your business and will incorporate any new program that may be an advantage for you and your employees.

Medical Expense Coverage is the basic employee benefit for most employers and the single largest expense item of an employee benefit plan. Compounding the issue of medical insurance is the continually rising costs associated with these plans. In 2004, the cost of medical services continues to increase by a factor of +17% annually. Today, employers are facing medical insurance cost factors that are twice what was being paid in just 1999! We view this as the most essential area of concern for most employers and utilize the latest and most effective plan designs to create cost-effective solutions to this ongoing issue.

Dental Coverage is the second most requested employee benefit by employees. Regular dental checkups and cleaning helps ensure healthy teeth and gums. Preventive dental care is the only preventive medical practice that demonstrates actual long-term cost saving benefits. By making it cost-effective for an individual to seek preventive dental care, better overall health is achieved. And when other dental services are required, the policy allows for the cost of the care to be affordable.

Vision Coverage promotes better vision through regular examinations. Often an eye exam can uncover other medical conditions that should be attended to. Eyeglasses and contact lenses are provided at either discounted prices for those enrolled or the expenses are reimbursed by the plan.

COBRA Administration When an employee leaves your company under certain conditions, he or she may choose to continue to receive medical and dental insurance for a period of time by paying the appropriate premiums. Since COBRA is an employer law that affects most employers with 20+ employees and not an insurance law, the burden of proper COBRA administration is the entire responsibility of the employer. Proper COBRA administration requires detailed communications with former employees and insurance plans, paperwork, the collection of premiums and acting within certain deadlines. Employers with fewer than 20 employees have similar requirements for providing terminated enrollees an option to continue their medical insurance.

Whether you have many employees or fewer than 20, Osborne-Brumsey & Associates, Inc. provides guidance and can assist with this process. Additionally, we provide you access to firms that specialize in performing these functions for you.