At Kapnick, we seek to provide long-term benefit solutions that make sense for your company and create lasting value. We begin by using advanced analytics to learn about your population, then use these metrics to craft an individualized plan that fits both your company and your employees. Kapnick then employs a strategic vision and planning aimed at helping you manage your human capital as efficiently as possible. Together, with input from our specialized team members and trusted advisors, it all adds up to a well-crafted program to help you recruit and retain top talent.
Kapnick’s cutting-edge full-service benefits department possesses all of the following services in-house:
Kapnick Lens provides employers a 360-degree view of their population. By integrating, validating, and analyzing your employee health data with Kapnick Lens, you can uncover program correlations and underlying cost drivers.
A specialized Kapnick task force that communicates simplified, timely legislative compliance information via seminars, emails and one-on-one consultations.
A customizable, holistic corporate wellness program designed to help employers manage their healthcare costs by enhancing employee well-being on a multitude of dimensions including physical, mental, and social.
A Suite of Services
Our suite of benefit administrative services includes: COBRA, FSA administration, fully automated employee benefits administration with employee self-service coverage selection through a web-based enrollment platform, online HR content and training, and more.
Offering voluntary benefits increases employee engagement, spotlights the value of your benefits program, and closes potential benefits gaps while balancing employees’ needs with your bottom line.
Kapnick Insurance Group provides dedicated client service and valuable resources for all employee benefit services and plans by being a one stop shop with the following tools:
Stress-free management of your Flexible Spending Account (FSA) and MyBenny Card.
Kapnick Call Center
A resource staffed by highly trained employee advocates who are ready to answer employee questions about benefits eligibility, dependent eligibility claim payments, and requests for help.
A full range of COBRA administration services, from initial notification and service support to premium collection and monthly reporting.
An integrated suite of HR knowledge, compliance tools, and training solutions that make your HR professionals more effective and efficient.
Online Enrollment Platforms
Fully automated employee benefits administration – from employee self-service coverage selection, to EDI data feeds with carriers.
Use the yellow hot spots and 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.