MWE Site Seller Q3 2016
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Our mission is to help companies implement voluntary benefit programs to fill gaps in health insurance. There is a need for these benefits as many employees cannot afford unexpected medical costs and deductibles are rising. Voluntary benefits are fully funded by employees but help attract talent. Popular options include accident, critical illness, hospital indemnity and guaranteed issue life and disability insurance. Companies can offer these benefits at no cost by scheduling employee presentations and enrollment meetings.
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Mwe site seller q2 2016
Our company provides voluntary benefits to help employees cover unexpected medical costs. Voluntary benefits can protect employees' savings and retirement from expenses like accidents and illnesses. They are affordable options to fill coverage gaps, are owned by the employee, and have no direct cost to employers. We help set up payroll deductions and educate employees on options like accident, critical illness and life insurance.
Mwe site seller q2 2016
This document summarizes the benefits of voluntary benefits and telemedicine programs that can be offered by employers to employees. It states that voluntary benefits can help fill coverage gaps, protect income from illness/injury, and avoid debt. Popular voluntary benefits include accident, critical illness, hospital, and life insurance. Telemedicine offers convenient access to doctors by video/phone for non-emergency care with no copays. These voluntary programs are fully employee-funded and provide value to employees while requiring no direct costs for employers.
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This document discusses financial wellness programs in the workplace. It notes that 40% of Americans worry about money at work, costing companies an average of 16-20 hours per month in lost productivity per employee. For a company with 100 employees making $30,000 per year, this amounts to $120,000 annually in lost productivity without accounting for additional costs like turnover and low morale. The document then outlines the benefits of financial wellness programs for both employees and employers, including increased productivity, boosted morale, and reduced absenteeism for employers along with benefits like debt elimination and retirement savings for employees. It claims there is a 3:1 return on investment for companies that implement effective financial wellness programs.
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If you missed last month’s WorldatWork Total Rewards 2010 Annual Conference and Exhibition, here’s a quick recap of the presentation made by Elizabeth Halkos, Purchasing Power’s vice president of sales and marketing.
In her presentation, Halkos commented that with the current unstable economic climate, we are witnessing increased unemployment rates, rising debt, record-high foreclosures, and staggering credit card charge-offs. For employers, there is increased concern over rising healthcare costs. Many companies find themselves under stress and in trouble, looking for ways to cut costs while making every effort to boost morale and individual performance levels of employees.
For many employees, the issue is the same; they find themselves financially stressed. This stress often mitigates the effectiveness of employee benefit programs. Financial stress leads to less satisfaction with pay, wasted time at work, more absenteeism, and even health issues.
Halkos pointed out that often employees turn to their employers for assistance and protection. This presents an opportunity for employers to find new ways to ease stress and improve the quality of life for their employees. One way to do this is to engage employees in programs that promote a better financial future including financial literacy programs where employees are taught how to manage their finances, make sound decisions, understand debt literacy and utilize employer-sponsored discount and purchase programs like Purchasing Power. By motivating employees to take charge of their financial future, employers will have workers that are more engaged, more satisfied with their jobs, more financially secured and happy.
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Our company provides voluntary benefits to help employees cover unexpected medical costs. Voluntary benefits can protect employees' savings and retirement from expenses like accidents and illnesses. They are affordable options to fill coverage gaps, are owned by the employee, and have no direct cost to employers. We help set up payroll deductions and educate employees on options like accident, critical illness and life insurance.
Mwe site seller q2 2016
This document summarizes the benefits of voluntary benefits and telemedicine programs that can be offered by employers to employees. It states that voluntary benefits can help fill coverage gaps, protect income from illness/injury, and avoid debt. Popular voluntary benefits include accident, critical illness, hospital, and life insurance. Telemedicine offers convenient access to doctors by video/phone for non-emergency care with no copays. These voluntary programs are fully employee-funded and provide value to employees while requiring no direct costs for employers.
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Remember, our job is to assist you in determining your financial future.
....You alone shall decide what your financial future can become.
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This document discusses financial wellness programs in the workplace. It notes that 40% of Americans worry about money at work, costing companies an average of 16-20 hours per month in lost productivity per employee. For a company with 100 employees making $30,000 per year, this amounts to $120,000 annually in lost productivity without accounting for additional costs like turnover and low morale. The document then outlines the benefits of financial wellness programs for both employees and employers, including increased productivity, boosted morale, and reduced absenteeism for employers along with benefits like debt elimination and retirement savings for employees. It claims there is a 3:1 return on investment for companies that implement effective financial wellness programs.
White Paper: Financial Literacy for Employees - Understanding What Makes an E...
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If you missed last month’s WorldatWork Total Rewards 2010 Annual Conference and Exhibition, here’s a quick recap of the presentation made by Elizabeth Halkos, Purchasing Power’s vice president of sales and marketing.
In her presentation, Halkos commented that with the current unstable economic climate, we are witnessing increased unemployment rates, rising debt, record-high foreclosures, and staggering credit card charge-offs. For employers, there is increased concern over rising healthcare costs. Many companies find themselves under stress and in trouble, looking for ways to cut costs while making every effort to boost morale and individual performance levels of employees.
For many employees, the issue is the same; they find themselves financially stressed. This stress often mitigates the effectiveness of employee benefit programs. Financial stress leads to less satisfaction with pay, wasted time at work, more absenteeism, and even health issues.
Halkos pointed out that often employees turn to their employers for assistance and protection. This presents an opportunity for employers to find new ways to ease stress and improve the quality of life for their employees. One way to do this is to engage employees in programs that promote a better financial future including financial literacy programs where employees are taught how to manage their finances, make sound decisions, understand debt literacy and utilize employer-sponsored discount and purchase programs like Purchasing Power. By motivating employees to take charge of their financial future, employers will have workers that are more engaged, more satisfied with their jobs, more financially secured and happy.
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1. The document discusses a new consultative approach to voluntary benefits being offered by American General Life and Accident Insurance Company to provide employees greater financial security.
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This document discusses voluntary employee benefits that companies can offer at no direct cost. It notes that voluntary benefits help fill gaps in health coverage and are deducted from employee paychecks with no cost to the employer. Common voluntary benefits include accident, hospital, critical illness and life insurance. The document also states that many employees underestimate healthcare costs and would struggle to pay unexpected medical expenses out of pocket. It presents voluntary benefits as a solution for employers to attract and retain employees through an enhanced benefits package at no expense to the company.
MWE Site Seller
This document discusses voluntary employee benefits that companies can offer at no direct cost. Voluntary benefits fill gaps in health coverage and are paid for by deducting premiums from employee paychecks. They improve perceived value of benefits packages over competitors. However, many employees underestimate healthcare costs and lack savings for unexpected expenses. Common voluntary benefits solutions businesses use to attract employees include accident, hospital, critical illness and life insurance. Getting started involves selecting products, providing employee data, and setting an enrollment date.
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The document provides 10 tips for dentists to protect their family and practice value in the event of an untimely death or disability. It is important to 1) know the value of the practice, 2) understand the local market and likely buyers, and 3) move quickly to find a replacement dentist to keep the practice running and maintain its value. A crisis plan should involve the spouse, family, staff and advisor team which includes an attorney, CPA, and practice broker at minimum. The plan should be in writing and shared with advisors. Life and disability insurance is also critical as practice sale proceeds often only support a family for 1-3 years.
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2. Rather than traditional brochures, AGLA prefers a consultative approach involving licensed professionals to educate employees on risks and design customized multiple coverage policies from a single premium payment.
3. This approach aims to remove anxiety over uninformed benefit choices by helping employees make decisions that better protect themselves and their families.
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- Core Benefits Consult A Doctor provides 24/7 access to board certified physicians via phone for medical consultations and prescription services.
- Additional benefits include pharmacy discounts, legal services, financial counseling, emergency medical assistance, health and wellness resources, identity theft restoration, and roadside assistance.
- The Advantage Pack costs $299.95 initially and $39.95 per month thereafter. Retail sales and a multi-level marketing binary compensation plan allow building residual income.
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Virtual Financial Group celebrated their first year success and launched 2015 with an all-star cast of industry leaders in their revolutionary 3D online Virtual Convention Center. Attendees and speakers at this premier event included cutting edge technology companies, renowned authors, marketing mavericks and industry legends.
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MWE Site Seller Q3 2016
- 1. Our Mission is to help companies strategize, implement, and service the entire voluntary benefit process.
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- 4. How will your employees pay? Are they going to get a bank loan or put it on a credit card? Are they going to dip into their Savings or Retirement? Or are they going to come knocking on your door? Are they going to borrow from friends & family?
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