Employee benefits help your team and your business.
Employee Benefits provided by Coverra Insurance Services.
Protect, attract, and retain your team by building an employee benefits package.
Our experienced benefits professionals take the time to understand your business. They bring bold thinking and industry expertise to help you stay on top of regulations and economic trends and focus on your first priority—recruiting and retaining the best employees.
Which employee benefits are right for your business?
Explore how employee benefits can help attract, retain and protect your team.
One of the main factors in attracting and retaining good employees is the benefit program offered by employers. This typically starts with your group health insurance plan.
Regardless of the company’s financials, there are ways to make health insurance available to your employees and their dependents. Offering health insurance doesn’t have to break the bank. There are many solutions available to small, mid-size, and large employers.
When employees are worried about their financial situation, they may not be as productive. Many individuals today do not have life insurance or adequate savings to cover final expenses, which places additional stress on employees and/or their families when the need arises.
A group life insurance plan can put your employees’ minds at ease, knowing their family will have resources available when they need them. Policies can also include a dependent benefit to help the employee pay for expenses if their dependent passes. Another solution is to offer a voluntary life benefit whereby the employee pays a lower premium through payroll deduction than they would if they found coverage on their own. Group life insurance is also tax deductible.
Many employers are faced with offering lower wages than their competitors and find it difficult to find and retain qualified workers.
Offering a short-term and/or a long-term disability program can provide prospective and current workers with another form of financial stability. An employee may be offered a higher wage elsewhere, but are they offered protection if that paycheck stops due to pregnancy, illness, or other disability? How will they pay the mortgage or other bills? Employers offering a disability plan can provide peace of mind to their employees and gain an advantage over those that don’t.
Failure to have regular dental checkups can lead to more serious problems than a toothache.
Offering dental coverage to your employees can help encourage them to see a dentist on a regular basis. Gum disease has been linked to heart disease as well as diabetes. Catching these issues early not only helps your employees’ health, it may help reduce your long-term health insurance costs before a big claim hits!
Similar to dental coverage, if your employees are not getting regular eye exams, they may have underlying medical conditions such as heart disease or diabetes that can surface later at a greater expense to your medical plan.
Offering vision care coverage is a very affordable component to offering health benefits. It’s an inexpensive portion of the benefit package with a high value of return and can help offset the impact of increased medical costs, becoming a cost-effective, early intervention tool.
Not being able to meet an employee’s individual needs can pose a threat to worker retention and attracting new talent, both of which can be costly to your bottom line.
Offering voluntary coverage lets your employees choose benefits that are important to them. It’s a cost-effective way to provide a variety of benefits at little or no impact to your monthly premiums. Examples of voluntary coverage include:
- Critical illness, hospital indemnity, and cancer coverage.
- Life, dependent life, short-term, and long-term disability coverage.
- Dental care.
- Vision care.
Compliance audits are increasing and Department of Labor fines can be costly. Do you have all of the documents and paperwork at your fingertips should you receive an audit letter?
A good benefits broker will educate you on the compliance pieces so that you are prepared for that dreaded day. A wrap document covers most of what is required and the remaining forms should be readily accessible with proof of distribution to employees and/or eligible participants.
In general, group health insurance is the first priority for employees and is the second largest expense for employers behind payroll. We’ll help you navigate the healthcare process so you can hire and retain top talent.
Dental care can be costly, and many employees consider group dental to be an essential part of their benefits package. As one of the most used group benefits, group dental coverage may be a worthwhile investment for helping to attract and retain great talent.
Good eye care can help diagnose more serious health problems. We’ll help you find a vision plan that works for you and your team.
Serious health events and illnesses can be devastating for your employees and their families in many ways, not the least of which is financially. Even with health insurance, situations like these can leave someone owing tens of thousands of dollars or more in medical bills. Critical illness insurance can help.
There is always a risk someone could become injured or ill and unable to work. Businesses that offer disability insurance as part of their employee benefits package often find that it is a great way to recruit staff and make them feel valued.
Are you looking for a low-cost way to enhance your employee benefit offerings? With group voluntary benefits, you can give your employees the opportunity to secure valuable coverage at significantly lower rates than they’d pay as individuals.
Employer-sponsored life and accidental death and dismemberment (AD&D) insurance provides financial protection for employees and their loved ones in the event a person dies or suffers certain severe injuries, whether they occur on or off the job. Offer your employees peace of mind with life and AD&D insurance.
Offering long-term care insurance as an employee benefit can be an integral part of your strategy to recruit and retain the best talent, contain costs, and enhance employee productivity.
Flexible spending accounts offer employees an easy way to set money aside on a tax-free basis to help them cover the cost of certain out-of-pocket healthcare expenses.
No one ever sees an accident coming. Millions of people are injured every year and seek medical care as a result. Ambulance charges, emergency room copays, deductibles, co-insurance—the expenses can add up fast. Group accident insurance may help employees with the financial strain that arises from an injury.
Planned surgeries and unplanned accidents send people to the hospital all the time. Even with a health insurance plan, hospital stays can lead to large medical bills. In fact, medical expenses are one of the leading causes of debt. Group hospital insurance can help enhance your benefit options. On the other hand, this may also lead to better employee retention and boost your recruitment strategy.
Your business relies on having qualified employees, but having them stay healthy and active in their health care can help with retention, productivity, and reduce sick days. Group telemedicine services make virtual doctor visits easy, accessible, and convenient.
Just like many businesses, you most likely offer a group life insurance plan to your employees. However, those policies often only cover up to one to two times the employee’s annual salary. That may cover funeral costs and sudden expenses, but often won’t fund their child’s education, pay down a mortgage, or pay for any other larger expenses to provide for their family. Group voluntary supplemental life insurance allows your employees to buy additional life insurance coverage through your sponsorship in order to get increased benefits.
A health insurance plan, no matter how rich it is, will always have things it doesn’t cover. Dental and vision plans can be very beneficial to employees, but not necessarily in the budget for employers. Employers can essentially self-insure these and other coverage gaps through health reimbursement arrangements.
As the cost of healthcare and providing benefits to employees continues to rise, employers need to explore options beyond the traditional health insurance plan. Offering your employees a health savings account can be a cost-effective way to enhance your benefit plan while providing both immediate and long-term value.
Your business is important, but so are your employees. And with the cost of employee benefits ever on the rise, employers must find ways to offer more while controlling spending. Wellness benefit plans offer an opportunity to provide valuable options to employees and promote health.