May 13, 2020
outsourced HR

Managing the Employee Discipline and Termination Process

Being an employer means you will have the occasional employee who requires disciplinary action or even termination. You can make that difficult situation a bit easier by preparing ahead of time, understanding how you will address the situation when it occurs. Best Practices for an Employee Discipline and Termination Process Outline Disciplinary Procedures in Your Employee Handbook Having an employee handbook that clearly outlines how disciplinary issues will be handled sets expectations for all employees. And, taking the time to create your process up front will head off making rash decisions in the heat of an issue. However, you will want to build flexibility into your plan that will allow you to skip steps if necessary, such as the need for an immediate termination. Address Employee Issues Promptly It is important to understand the dynamic of your team, and to identify and deal with any issues quickly.  Allowing dangerous, toxic or fraudulent behavior to persist not only decreases company moral, but can also make unwinding the employee from your organization more challenging. Look Before You Leap Before you fire someone in a moment of intense turmoil, ask yourself some key questions: How has the employee been disciplined? What documentation do you have? Has s/he been sick or have any disabilities? Does s/he have any special designations or demographics? And finally, what is the employee’s viewpoint of why you are firing him or her? It is this last question that can quickly identify potential negative outcomes from firing someone. Termination should always be clearly about job performance, not the qualities of the person being let go. Formally Document the Process Documenting communications and actions during disciplinary and termination procedures is key to protecting yourself against legal action. American employees are fortunate to have many employment laws to protect them from unfair or unsafe working conditions. However, those laws can cause headaches for employers who want to fire someone. Formally documenting all steps in your disciplinary process can protect you from losing a wrongful termination suit. Enlist an Objective Party to Advise You Bringing in an outside expert like WorkSmart Systems to offer an objective viewpoint to the situation can be invaluable in a discipline or termination situation. For example, our experts may be able to uncover potential major issues like employee discrimination. When you are close to a situation it can be difficult to see the potential pitfalls of your response, process or culture. Prepare for Post Separation Communications Once you have successfully terminated an employee, your relationship with them does not stop there. Items like final paychecks, benefit management and tax documentation still need to be managed. Again, having a PEO like WorkSmart on your side can be extremely helpful, serving as your representative to ensure all loose ends are covered. Over time, hiring leads to an occasional firing. Working with a knowledgeable partner can help ensure proper implementation. You may have access to your trade association, employment lawyer or human resource professional who can often lend a hand. Did […]
April 15, 2020

PEOs Make HR Administration More Efficient

In these days of increasing regulation and reporting, having employees has become more complicated. Payroll has moved beyond tracking taxes and vacation, with new federal requirements for overtime designation and health insurance reporting coming into effect over the past few years. Businesses without large human resource departments find it difficult to stay on top of the complexities of managing a workforce. Where companies are experts in what they do, professional employer organizations, or PEOs, are experts in HR administration. Partnering with a PEO brings efficiency to a business, as well as the confidence in knowing all compliance requirements are being fulfilled. PEOs provide a variety of services related to managing a group of employees. WorkSmart Systems, an Indiana-based co-employment PEO, offers comprehensive human resource administration services, including payroll, employee benefits, and a human resource information system (HRIS). When you partner with WorkSmart, you have access to their full array of services, for no extra charge. If you are currently using a typical payroll company to produce the new reports required for employers, you may have noticed additional charges on your bill. Training your own HR staff on these changes comes at a cost as well. WorkSmart avoids this one-size-fits all, nickel-and-diming business model, serving as a true partner for their clients. WorkSmart charges a sliding scale HR administration service fee based on the number of employees in your organization. This fee covers the tasks necessary to administer your account, regardless of any new requirements that emerge. You have access to their full array of services, choosing what works best for your business. One powerful resource is their custom HRIS, offering a centralized space to manage all of your employee information. Examples of other services include the following: • Easy payroll tracking and compliance reporting • Group health insurance on-boarding and management • Access to an HR expert for employee issues • Applicant to employment tracking • Employee handbooks and HR training • Termination procedures and COBRA administration As a client of WorkSmart, you receive a designated account manager, who gets to know your business and can create a suite of services that suit your needs. They are available to you and your employees to provide you with whatever you need to better manage your human resources—answering your questions, providing training and on-boarding, creating custom reports and etcetera—with no additional fees. There is no need to spend time and money becoming an expert in the complex world of human resources. Allow yourself and your HR staff to focus on what is important—running your business. Partnering with a PEO not only grants you efficiency and expertise, but you also gain the peace-of-mind that you are compliant with the most up-to-date employment requirements. Want to learn more about WorkSmart Systems? Send us an email or give us a call at 317-663-4138.
March 11, 2020
social media policy

Should Your Company Have a Social Media Policy?

Organizations have to consider the role of social media not only in their marketing efforts but also in their employees’ activities. Creating policies addressing time spent on Facebook, Instagram, LinkedIn and the like at the office must be weighed carefully. Limiting employee access to digital communication tools can impede how they do their job or diminish morale. If it appears that no one in the office is abusing the privilege or is not communicating in a way detrimental to the organization, one may be inclined to just leave the topic unaddressed. However, if abuse or unlawful use does occur, there is little to fall back on if an internal social media policy has not been created. It is essential for businesses to understand how social media sites are used and to monitor mentions of the brand name to stay ahead of potential issues. Employees should be notified of the expectations of the company while they are at work, from both the use and content viewpoint. In this day and age, it is most likely unreasonable to bar employees from checking their Facebook Page occasionally while they are working.  And, there can be some benefits to allowing your workers access, such as mental breaks, strengthened workplace relationships and increased employee retention. Setting clear policies can get everyone on the same page and set a process for appropriate use if necessary. Items to Consider When Creating a Social Media Policy – Defining work-related and non-work related social media use – Setting an acceptable level of personal social media use at work – Balancing employer monitoring of at-work social media use and employees’ desire for privacy – Determining which online safeguards are needed to protect proprietary information and your computer system – Communicating the social media policy to employees – Enforcing the social media policy – who monitors, how monitored, and enforcement procedures For the most part, employees should not expect privacy when they are using a workplace tool such as a computer, phone or internet access. Therefore, monitoring at work the type of websites employees visit and the frequency is a reasonable activity. Keeping an eye on the use of company electronic tools may help ward off reductions in productivity, or even dangerous or illegal downloads or website hits which can expose an employer to criminal liability. An area of confusion for employers is their ability to terminate an employee for posting negative comments about their company. According to National Labor Relations Board regulations, employee social media use is designated as protected concerted activity. Therefore, as long as the activities do not occur during work time and only wages or working conditions are discussed, employees have the right to communicate negatively about their employer.  Firing an employee for venting about those aspects of a business could end up in a wrongful termination suit. WorkSmart Systems, an Indiana-based PEO, assists organizations in creating and implementing social media policies. Send us an email, or give me a call at 317-663-4138 for more information.
February 18, 2020
cloud-based HRIS

The Ins & Outs of a Cloud-Based HRIS

Human Resources Information System, or HRIS, are centralized computer programs to manage the processes associated with having employees. While they have been around for a long time, the introduction of cloud-based HRIS systems has made them even more powerful. Employers who have not used this new technology may not be fully aware of what these updated programs are capable of, particularly in terms of efficiency, trackability and compliance. At WorkSmart Systems, our newly launched cloud-based HRIS offers a great deal of flexibility, allowing employers to pick and choose the services that best suit their employee base. However, it all starts with payroll and benefits, combining what used to be many vendors into one centralized platform. Imagine having just one log-in, one place to store and track all employee information, and one partner to help you with all of your employee management needs. WorkSmart’s Cloud-Based HRIS Service Modules: Payroll Module – Our system has been designed to offer greater flexibility so you can customize your services based on the needs of your workforce. Consultancies have different needs than manufacturers, who have different needs than labs. Employees receive their own log-ins and are able to make changes to items like mailing addresses, direct deposit information and dependent numbers. Varying levels of access allow managers and executives to see employee group information as appropriate. Also, all of your payroll information is stored in the same place as your benefits plan, streamlining tracking and compliance reporting. Benefits Module – WorkSmart’s group health benefits program offers four plan choices to your workforce. Once our benefits team meets with your employees one on one to help them choose the best option, each employee can log into the HRIS to sign up and track their claims. Paid Time Off Module – Executives, managers and employees can all have appropriate access to PTO information, monitoring time accrued and taken, as well as requests and approvals. Removing the paper and email trail by placing this data into a centralized place can help eliminate miscommunication and tracking issues. Employee Filing Cabinet Module – In keeping with WorkSmart’s goal to centralize all employee information, employers can scan previously created paper-based human resource files into this system (the perfect job for a summer intern!). Anything that has to do with having employees can be stored here: employee evaluations and certifications, tracking of company cell phones, computers and keys information, and the employee handbook are all examples of the kinds of information businesses can store in their personalized file cabinet. Employee Intranet Module – Businesses can use WorkSmart’s HRIS as an intranet system, a powerful way to communicate with all of your employees if you do not already have an internal system. You can easily notify everyone about company holidays, employee anniversaries and birthdays, and get-togethers. Applicant Tracking Center Module – Turnover is a part of being an employer, and WorkSmart’s HRIS not only makes the separation process easier, but it also aids in hiring. Job openings can be listed on the system […]
January 29, 2020
Outsourcing Human resources

How One Company Saved Time and Money by Outsourcing HR Services

In recent years regulations for the workplace have increased rapidly, making the job of administrating human resources complex and time-consuming. Organizations can become bogged down in the ocean of employment rules and policies, losing time and money in the effort to keep up with compliance. And, the consequences for falling behind have become steeper with the increase in fines. In search of a cost-effective solution, some companies have turned to outsourcing HR services from Professional Employer Organizations or PEOs. PEOs bypass the knowledge gap for employers who don’t have that expertise. I’d like to share a story about an Indiana-based company who was looking for an efficient way to handle their human resources tasks. The organization manages fitness centers in more than a dozen states. Trying to handle the plethora of regulations specific to each state, along with the wave of regulations legislated by the Affordable Care Act, was consuming too much of their time and bottom line. Seeking an alternative to hiring a $50,000 specialized HR employee, the company found that Worksmart Systems worked best for their situation. Without an in-house HR expert, the company relied on a combination of insurance brokers and expensive law firms for advice on internal benefits and workplace-related legal guidance. According to the company president, “As much as anything, it felt like we were spending more time making sure we didn’t step on a crack. Focusing on the legal aspects of employment law took time away from running the business. Now we have Worksmart to do that and it reduces our administrative time.” Worksmart Systems is an Indiana-based PEO that offers businesses payroll services, employee benefits, HR and compliance services, and a human resources information system. Another benefit of working with Worksmart is access to their expertise in employment policy and regulations. Each client has the ability to contact Worksmart for answers to employment questions and advice. Having experts just a phone call away at no additional expense offers business owners an invaluable peace of mind about their benefits and policies. Through Worksmart’s comprehensive offerings, the fitness company has seen improvement across the board, from staying compliant to revamping their employee medical package and retirement plans. The new retirement plan cuts administrative fees in half, and the health package includes better medical options and a health savings account for employees.  “It’s a much better plan,” said the company president. “I would have never offered a health savings account because I would have had to figure out all the rules on it. It’s too complicated.” “Worksmart has made things simple,” added the company president. “They uncomplicated the questions. In the past when someone asked us about insurance plans, we’d have to call the broker and get back to the employee. Worksmart knows the answer. We can take care of our customers and take care of our employees and run the business.” From providing peace of mind and efficiency, to offering robust medical and retirement benefits, PEOs act as a crucial spotter for companies who want […]
November 20, 2019
group health benefits

Why Employers Continue to Offer Employee Health Benefits

It’s renewal season for most companies that offer employee health benefits. As the costs of offering health care have continued to rise, this time of year can come with hard choices. With the passage and gradual implementation of the Affordable Care Act, some businesses have considered abandoning offering health benefits, but continue to hang on regardless of their bottom line. Others have chosen to eliminate their plans, increasing employee pay instead to help them afford their own insurance. However, those employers are now returning to their previous ways. Why do employers continue to offer employee health benefits? For a few reasons: 1) To retain employees – Even though the increased income and ACA plan choices gave employees more flexibility with their health benefits, losing that employer benefit also brought complexity and fear. Workers are accustomed to this “perk” and can feel less valued by an organization that does not invest in their well-being. Wading through the ACA-approved insurance plans each year is frustrating and time-consuming. Businesses run the risk of good people leaving for organizations that offer employer-based coverage. There is a high value placed on peace of mind, not just by the employee, but by the employer as well. Offering quality employee benefits tends to be a common trait of companies committed to creating a desirable place to work. 2) To attract employees – One of the most common complaints among business owners is the challenge of finding quality employees to hire. Once that rare gem is found, employers must have an attractive package to offer, which for most workers includes more than salary and PTO. Health benefits can be an important value-add to attract a stellar workforce. 3) There are cost-effective alternatives available – Organizations facing large rate increases in their group health insurance premiums are looking for more affordable alternatives. One of those options is to contract with a Professional Employment Organization, or PEO. For a business with a healthy workforce, the unique role PEOs play in the health insurance world can be particularly beneficial. PEOs are designated as MEWAs, Multiple Employer Welfare Arrangements, which are exempt from the ACA’s community-rated requirement placed on most health insurance providers. This allows PEOs like Indiana-based WorkSmart Systems to offer private group health insurance plans, allowing employers to take advantage of the power behind economies of scale. A co-employment PEO, WorkSmart medically underwrites its plan for its 9,000 co-employees, with multiple benefit options. Employers are able to offer the quality coverage of a Fortune 500 company while managing their costs. WorkSmart also offers other HR services to help businesses be more efficient with their time and money, such as payroll, HR administration, and an HRIS platform. Continued change is on the horizon in the health insurance landscape. Regardless, businesses still want to attract and maintain a quality workforce while managing their bottom line. Reach out to us for more information on WorkSmart, as well as other opportunities to help you achieve this goal.
September 18, 2019
payroll services

The PEO Difference in Payroll Services

As a business owner, you have many options for managing your payroll. However, there are key advantages to using Professional Employer Organizations, or PEOs, over other types of service providers: 1) The Value of Co-Employment Contracting with a PEO like WorkSmart Systems means you enter into a co-employment agreement. By grouping together all of the employees they serve, WorkSmart is able to offer you the benefits of economies of scale. These benefits go beyond cost-savings. You also gain the service, expertise and technology that large organizations receive without being one yourself. The PEO does not delve into the day-to-day activities of your business. Rather, a PEO takes care of the paperwork, disbursements, communication and reporting that comes with managing a payroll. And, the co-employment relationship means the PEO has a vested interest in making sure few if any mistakes are made. 2) Complete Payroll Services The power of pooling also allows PEOs to offer state-of-the-art payroll systems that improve the process for the employer and the employees. Everyone has direct access to the information they need without having to go through an HR professional. WorkSmart PEO even goes a step further by offering all of their payroll clients general human resources services at no additional cost. You are assigned a Payroll Specialist, rather than someone in a call center, who manages your account and knows you and your business. In addition, WorkSmart provides access to an HR expert who can guide you through hiring and firing processes, employee handbook creation, mandatory posting, training and a host of other employee relations and regulation needs. 3) Your Partner in Compliance Tracking salaries, exempt and non-exempt status, overtime, PTO, taxes and health benefits for each employee has always been complex. With the new regulations passed over the last few years, the HR landscape has become even more daunting for a business to manage. PEOs work hard to stay up-to-date on the latest reporting requirements to ensure their clients are compliant. With the ever-increasing cost of missing a deadline or misrepresenting your workforce, it is smart business to have an expert watching out for you. If you are thinking of outsourcing your payroll services, or are already contracted with a traditional provider, you may want to look into what a PEO can offer. Payroll is much more than salaries and W-2s these days. Having an expert on your side can reduce the headaches, costs and complexities of managing your employees.
August 14, 2019
Local PEO

The Benefits of Partnering with a Local PEO

The shop local movement is alive and strong in Indiana. Knowing where the products they buy come from and being able to call upon an actual person when a problem arises is important to consumers these days. The same is true for businesses, particularly when they are outsourcing critical services like payroll or health insurance. Contracting with a local PEO, or professional employer organization, ensures you have a partner that understands your unique needs, and is readily available to assist you when situations arise. The Benefits of a Local PEO Experts in Local Compliance – When it comes to payroll, health insurance, worker’s compensation and the like, each state has its own procedures and regulations that must be followed to stay in compliance. Local PEOs like WorkSmart Systems are experts in their geographical arenas. This knowledgebase allows them to be more effective in ensuring their clients complete the requirements. The increasing negative impact of non-compliance on businesses and their employees means it is critical to have an informed partner on your side. In-Person OnBoarding – Guiding your employees through understanding your group health insurance plan and answering their individual questions should not be done by conference call or webinar. Face-to-face group and individual meetings allow for in-depth conversation and information sharing. National PEOs are not inclined to fly in a representative to personally conduct these critical onboarding sessions, leaving room for confusion and frustration among you and your employees. Greater Flexibility and Better Customer Service – Local PEOs understand the unique traits of the state in which they work, and tailor their offerings to address those specifications. For example, WorkSmart crafted their payroll, HR services, and group health plans with Hoosiers in mind rather than forcing their clients into a national cookie-cutter model. And, by assigning a local account manager to each of the employment partners, they are able to better address the specific needs of each business and their employees. Fortunately, in Indiana, there is no need to go outside of your own state to manage the critical administration services of your business. With Hoosier-based PEOs like WorkSmart Systems available, your interests will be served by local experts committed to your shared community.  Let us know if you have questions about PEOs and the services they offer. Send us an email, or give us a call at 317.663.4138.
July 24, 2019
PEO Services

The Benefits of Outsourced HR Services

For many small businesses, managing the activities usually performed by a human resources department are done on the fly. Performance reviews, creating an employee handbook, or even setting vacation and PTO policies are dealt with as issues arise rather than strategically. The expense of a full-time HR professional is not always in the budget, so employee management duties fall to the owner or designated support staff. Or, the human resources director is being pulled in too many directions. The fact is, however, that businesses are subject to complex employment regulations or lawsuits, and the cost of misunderstanding or ignoring them can be steep. Bringing in outsourced HR services is a cost-effective way to protect your business and promote a positive work environment. Outsourcing human resources functions means you have an expert in your corner. Full-service organizations can assist you with all aspects of managing your employees: employee handbooks, mandatory postings, training, EEOC claims, salary reviews, downsizing or growth planning and execution etc. Programs can be tailored to your needs and, in the case of PEO’s like Worksmart Systems, can include other services like payroll and employee benefits. HR services providers do not get involved in the activities of your day-to-day business. They serve as your partner to increase regulatory compliance and reduce employer liability while maintaining your company culture. For organizations like Worksmart, HR services begin with payroll. Tracking the salaries, exempt and non-exempt status, overtime, PTO, taxes and health benefits for each employee has always been complex. With the new regulations passed over the past few years, the HR landscape has become even more daunting for a business to manage. Worksmart helps their clients address employer challenges by including HR services within their payroll programs. There are no hourly rates; the goal is to ensure that their clients never worry about incurring extra fees by picking up the phone and asking for advice or assistance. If you already have a human resources staff, outsourcing can provide a robust infrastructure, saving time and money. Contracting with a one-stop-shop for HR services can streamline vendor relationships, such as medical, dental, 401K, other business insurance, payroll, and worker’s comp. It is also helpful to find an organization that also offers an HRIS, providing you one place to manage all of your employee data. Looking for an outside partner to help manage the challenges that come with employing people is a powerful option for your business. Either you have access to a fully staffed HR department for less than hiring one person, or, your current HR staff can tap into outside expertise to help them perform at their best. I would be delighted to discuss how outsourced HR services can benefit your company. Send us an email, or give us a call at 317-663-4138.
July 17, 2019

PEOs: The Difference Between Full Co-Employment and ASO Models

As business leaders review the PEO marketplace for human resource services like payroll, employee benefits and HR administration, two options emerge: a full co-employment model and an ASO model. What are the differences? Why choose one over the other? A co-employment PEO is a Professional Employer Organization that provides small to medium-sized businesses with HR services through a co-employment model. An ASO PEO is an Administrative Services Organization that also serves as a source for HR services but without a co-employment agreement. Both models aim to streamline the behind-the-scenes administration requirements associated with having employees. It is important to note that co-employment does not mean the PEO delves into the day-to-day operations of a business. They are there to add efficiency, structure, and accountability to the backend of an organization. The Benefits of a Co-Employment PEO: The Power of Pooling: A co-employment PEO combines all of their clients’ employees into one group, creating one large pool to cover under a group health plan. This pooling allows the PEO to offer the bargaining power of large businesses to small and medium-sized businesses, which can lead to better coverage and lower premiums. The ASO model is based on outsourcing services separately for each employer that contracts with them. While ASOs also alleviate their clients from the responsibility of finding and implementing a group health plan, they are not able to offer smaller employers the preferred rates and benefits available to large companies. Full Suite of HR Services: With co-employment comes a full array of human resource services: health insurance, payroll functions, HR admin, HRIS, reporting and compliance. The PEO essentially takes on responsibility for their client’s employees like they are their own. The organization enrolls those employees in a timely manner into a group health coverage plan, provides payroll and payroll reporting, and manages COBRA and COBRA compliance as well as other human resource functions. An ASO is based on a cafeteria plan model, where an employer can pick and choose which services they would like to outsource. This type of PEO may not be able to reap the benefits of the bargaining weight of larger organizations, as it may not have enough participants in each service line. The co-employment PEO model includes many benefits to a small or medium-sized employer. Case in point, Worksmart Systems is an Indiana-based PEO that has been offering HR outsourcing services for 21 years. They provide a group health insurance plan. By pooling health risk-rating groups over many employees, Worksmart can offer small to medium-sized businesses competitive rates that larger businesses enjoy. Questions about PEO services? Send me an email, or give me a call at 317-663-4138.
June 11, 2019

The Value Proposition of a PEO

How we work has changed quite a bit over the last decade. We’ve seen growth in the gig economy, and in the complexity of employment regulations. Even if your organization is fortunate enough to still have human resources professionals on staff, it can be difficult for them to stay up-to-date in this quickly changing world. A Professional Employer Organization, or PEO, offers your small to medium sized business the opportunity to efficiently manage these employee-based business operations. When you partner with a PEO, you are getting the benefit of economies of scale, shared liability and expertise. As a co-employer, the PEO streamlines your business operations, and provides a safety net for your decisions. They are not there to make day-to-day decisions about how you run your company – that’s your area of expertise. A PEO adds efficiency, structure, and accountability to the backend of your organization. PEO Services: Payroll: Once you have entered the co-employment status with a PEO, services begin with payroll. As the financial management center for employment, how you pay your employees is the key to the tracking and reporting requirements for your business. Quality PEOs go above and beyond the typical payroll service company by offering you access to other services, such as streamlined ACA reporting requirements and a pooled cost structure for areas like employee benefits and worker’s compensation. Employee Benefits: With the increasing cost of providing employee benefit plans, as a business owner you may be feeling squeezed. You want to take care of your employees, but the bottom line has to come first. A PEO is a great solution to this problem. Your business joins one large group plan, taking advantage of the economies of scale enjoyed by much larger organizations. For example, Worksmart Systems, an Indiana-based PEO, offers a self-funded plan offering four options, with 8,000 participants. They partner with Anthem, whose expansive network in Indiana offers greater discounts leading to more cost savings for you and your employees. Worksmart allows you to offer your employees a menu of benefits like a Fortune 500 company! Human Resources: During the economic downturn, many businesses downsized their non-revenue generating staff like human resource managers. However, that skill set is still needed. PEOs can serve as your human resources department, providing a wide range of services from employee training, hiring and termination assistance, and downsizing plans to EEOC claims, mandatory postings and employee handbooks. If you already have an HR department in place, PEOs can create an infrastructure to manage your day-to-day operations more efficiently. By offering a system that streamlines the multiple vendors that come with medical and dental benefits, 401k plans, payroll, worker’s comp, etc., PEOs allow your HR professionals to focus on the human aspect of their job. Benefits and HR Compliance: Businesses are finding it more difficult to stay in compliance in this constantly evolving world of employment law. The Affordable Care Act reporting requirements alone have placed a greater burden on business owners. Employers also must follow strict procedures within […]
March 11, 2018

Did Your Employee Group Health Insurance Rates Skyrocket? You Have Options.

Our clients who renewed their employee group health insurance plans for December 1, 2018 saw an average of a 10-12% rate increase. We expect the same for 2019. With the drastic changes in health insurance over the past few years, no one knows when this upward trend will level off. Fortunately, Wharton & Power Insurance has access to unique options for employers of at least two employees to reduce their benefit costs sooner rather than later. 1) PEO Program Professional Employer Organizations offer employers an efficient way to manage all of their human resource efforts. By entering into a co-employment contract with the PEO, all HR services are taken care of while the employer retains overall management of their employees’ work. The PEO’s group health insurance plans allow access to large-group programs and pricing, shielding employers from the volatility of the group health insurance market. As the Indiana Broker of Record for local PEO, Worksmart, the W&P Team is in the unique position to present this option. 2) BAGI Group Health Insurance Program Builder members of the Builder’s Association of Greater Indianapolis have access to the organizations’ employee group health program. By pooling the buying power of their members, BAGI’s program allows for a more even spread of risk, less rate volatility, and a viable answer to the double-digit rate increases we are seeing this year. With 12 different plans, from benefit-rich and low out-of-pocket plans, all the way up to plans with the maximum allowed federal out-of-pocket limits, there is an option for everyone. Wharton & Power Insurance is the sole administrator of the program, offering local, personalized service to all BAGI members. There may be no need to just accept the huge increases for your employee group health insurance rates, or to wait until the next renewal cycle. Send us an email, or give us a call at 317.663.4138 to learn more about your options to lower your costs now.
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