The Hollister Benefits and HR package is ideal for small businesses without full time HR support. Perhaps even more than larger companies, small businesses need to ensure that their health plan is as efficient as possible while still being in compliance with applicable rules and regulations. Now small businesses can have access to the same tools and support from Hollister that larger employers enjoy.
The small business package includes the following:
- ERISA Plan Documentation
- Section 125 Documentation
- Full annual plan review & Dynamis® benefit plan budgeting tools
- Online HR Tools through HR360 (handbook builder, sample job descriptions, total compensation statements, state and federal laws and regulations, etc.)
- Ongoing benefit plan administration for new hires, qualifying events and terminations
- Assistance with annual open enrollment and qualifying events
- Toll Free HR hotline
- Learning Management System
- HR newsletter
We are able to provide all of this for just $60 a month. Employers can also pay in advance and save 10%.
For most people, their income is their biggest asset. Disability affects nearly 1 in 5 Americans and is a leading cause of bankruptcy. Many people think that there is a good public safety net, but after disability realize that there are few options available. Because of these reasons, employer-sponsored disability is one of the most valuable employee benefits.
Companies can sponsor a basic life insurance plan for a very low cost. Basic life insurance generally pays for a fixed amount such as $25,000 or $50,000 or it is based on an employee’s wages, often covering 1x salary or 2x salary. Accidental Death and Dismemberment is an additional benefit that can pay a benefit for accidental death or dismemberment which can include loss of use of a limb or loss of sight or hearing.
Voluntary life and disability programs are 100% employee paid and therefore have no employer cost associated with them. However, voluntary plans generally have a minimum number of people who need to sign up in order for the plan to be offered.
Supplemental disability is offered to employees who have incomes that exceed the limits of the group disability plans, or they want to increase their coverage to be closer to what they receive as an active employee. For example, if a group disability policy pays 60% and is taxable, supplemental disability can make up the difference so that the employee can get closer to his or her after tax income of approximately 75%.
Long Term Care insurance is often confused with long term disability. However, the difference is that long term care is to pay for the cost of care one needs when they are no longer able to care for himself or herself. The cost of care can be used for nursing home care, home health care and assisted living facility care.