Employee Health & Welfare
In order to develop effective benefits programs, companies must match workforce demographic and cultural factors with corporate financial strategy, administrative capacity, and regulatory constraints. Our first job is to sit on your side of the table to challenge assumptions and ask the questions no one else asks. That leads to reexamining goals,
identifying problems and opportunities, and quantifying their impact on the company. Then we design and evaluate solution alternatives and guide you to informed decisions that achieve corporate financial and human resources goals.
Do your benefit programs still reflect the human resources objectives that were in place when you implemented them?
Can you estimate future cost increases for your
company’s benefits programs, and do have strategies
in place to manage them?
Has your company shifted some of the
costs of
benefits to employees, and has the response been
productive?
Have age, gender, or cultural factors in your
workforce skewed the value of your company’s
benefits programs?
Do your record keeping, administration
and
reporting procedures still respond to your company’s
needs?
Are your product and service providers still
performing to your company’s quality standards?
Are you confident that your qualified plan
document
is current and in compliance with tax law and
regulatory changes?
Would more information help your future decisions?
Consult Leisman Library
Email Bill Leisman