Be Successful Here

It’s FREE!

‘Free? Nothing’s free. What kind of scam is this? Free? No way it can be free!”

Well firstly, you’re right, nothing’s free because there is always exchange – tangible or intangible – and energy is neither created nor destroyed; therefore, again, yes, you’re right, nothing is free and there is always exchange and gain.

So I know you must be itching to know, to know the truth, the real truth and now here it is – you are offering voluntary employee benefits at no direct cost to your company.

What this means is that you are offering the voluntary benefits and your employees choose what they want and how much they want and they make their own investment. Therefore, for every bit of coverage your employees get, all you have to cover is setting up the payroll deduction and the pretax savings on that coverage pays for this payroll setup multiple times over – so offering these voluntary employee benefits actually results in immediate net profit.

Wait a Second, Explain this A Bit More, Because I’m No Fool

Now, if you so choose, you can cover a portion or all of your employees coverage, as some of our clients do – covering $50, $100, or $200 of coverage per month for example. And if you are like most businesses, then you simply allow your employees to choose what they want and make their own investment, which is essentially and quickly done because the benefits are simple and affordable.

At the end of the day, all you have done is set up the payroll processing, provided for your employees in a big way, and collected the tax savings.

Other than being able to cater to your employees specifically and personally with your custom-fit employee benefits, offering benefits for free is definitely the most important reason why you need to offer voluntary employee benefits right now.

A Free Solution… Ahh What a Relief

Think of the relief this is bringing, bringing right now – relief from the suffocating squeeze of budget constraints, cutting off the air that was once cashflowing through your company and your brain and many of us have heard that money is about as important as oxygen, and these budget cuts are leaving you short of breath, short of funds, high on job loss, high on shame, high on disappointment, short on pride, short on growth, and short on success.

Employees Want Them and More Employers are Offering Them – The Competition is Heating Up

According to benefit trends surveys by MetLife, The Hartford, Colonial Life, and LIMRA, as well as research executives within companies such as Transamerica, there are surprising numbers reflecting the building trends in our voluntary employee benefits market, see here:

• 5 in 10 employees believe voluntary benefits are “very” or “extremely” important
• 7 in 10 employers believe their employees don’t even want voluntary benefits at all
• Less than 1 in 10 employees will say they want voluntary benefits when asked by their employer, yet more than 6 in 10 employees get the voluntary benefits when just offered them by their employer
• More than 9 in 10 Americans would be forced to change their lifestyle if they lost a portion of their income for 3-6 months
• More than 1 in 2 employees say they are very worried about the gaps in medical insurance
• More than 6 in 10 Gen Y, Gen X, younger and older baby boomers understand they get a better deal, better education, a nd easier management of their voluntary coverage as a benefit than individually outside of the workplace
• More than 4 in 10 of younger to middle aged employees say a choice of benefits that meets their need is extremely important for creating loyalty
• Nearly 1 in 2 HR Managers and Benefits Administrators plan to add voluntary benefits
• 1 in 2 employers plan on increasing employees’ health insurance premiums, deductibles and/or copays
• Over 99 in 100 employers agree employees need guidance for benefits decisions
• 1 in 2 companies with at least 1,000 employees are interested in transitioning their existing benefits to voluntary benefits
• More than 1 in 2 US employers offer voluntary benefits right now
• Uncertainty in the economy, shoestring budgets, living paycheck to paycheck, bankruptcies, foreclosures, and debt problems are causing even voluntary legal services and voluntary tax services to skyrocket in popularity, with a combined influence of being offered in over 3 in 10 Fortune 500 companies thus far

How Long Do I Have?

The obviousness of the truth is here – voluntary employee benefits are leading the trend and the new question is, “How soon before I am losing top talent to my competitors because of their voluntary benefits?”

Extremely Affordable…Extremely