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What should employers expect from their
employee benefits advisors?
At Curtis & Associates, we are committed to supporting our Corporate Benefits clients by educating participants and staff on company employee benefits. We actively help integrate your staff and our staff administration capacities with provider systems and regulatory procedures for a more transparent experience.
We provide a support system to help navigate the use of online and onsite enrollment and then initiate communication for all ongoing participant and company decisions.
Our on-going role with our Corporate Benefits clients includes anticipating change and guiding your company's response. We combine our annual strategic review structure with continuous staff-to-staff contact. This proactive method allows us to help monitor results and also to capture opportunities as soon as they arise, reducing or eliminating potential problems before they surface.
How Can Employees depend on the company?
In general, 401(k) and related plans remain an effective retirement income funding structure for most employees. However, matching performance with long-term gains requires independent analysis to remain effective.
Personal investment success outside of employer plans can also present its own set of obstacles. Individual investors need access to comprehensive planning advice, as well as effective investment options and tax strategies*.
Our mission is to help fill those gaps for employers and employees with knowledge, experience, and insight to optimize retirement planning success.
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Plan design
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Participant communication
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Administration and management fees
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Investment alternatives
*Curtis & Associates does not offer legal or tax advice. Please consult the appropriate professional regarding your individual circumstance.
Where should employers focus to regain control of healthcare benefits costs?
Healthcare utilization is the primary driver of soaring benefits costs. Plans in today’s environment can be optimized by shifting more cost management options to employees; customization becomes the primary driver of lowering benefit costs. Beyond utilization, it is important to factor in contending with government mandates, carrier pricing strategies, and healthcare and drug company profit models.
In order to make the most effective use of a custom approach, advisors must have the ability and resource selection to design diverse solutions and negotiate favorably with all parties on behalf of employer clients.
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