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Employee Benefits Program – One of the biggest challenge

One of the biggest challenge faced by every company’s HR department is designing the perfect benefits package that can help retain current employees as well as as attract new ones. Want to know what appeals to most of the employees and should be included in your company’s benefits program? Watch this video now!

By Jennifer Schaefer|2018-01-04T16:39:30-05:00January 6th, 2018|Categories: HR|

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Employee Benefits Menu

Employee Benefits Plan Design & Cost Management
Wellness Plans
Key Person Benefits

JS Benefits Group is an Employee Benefits & HR consulting firm helping employers with group health insurance, compliance, cost control strategies, and employee benefits planning in Pennsylvania, New Jersey, Maryland, New York & the Philadelphia region.

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(877) 355-6070
info@jsbenefitsgroup.com

An employer healthcare stipend is a fixed, often taxable, amount of money provided to employees to help cover costs for individual health insurance premiums, deductibles, or copays. Unlike traditional group plans, it offers flexibility by allowing employees to select their own coverage, often used by small businesses.

The ICHRA is a low maintenance, tax-free reimbursement account that you can use as a health plan. You simply reimburse your employees tax-free for their healthcare. An ICHRA satisfies the ACA requirement and scales with your team, allowing you to offer robust attractive health benefits.

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States, as of 2022, that have mandated insurance requirements

California – the penalty for Californians who go without health insurance may be 2.5 percent of household income or $696 per adult (this number will rise yearly with inflation), whichever is larger.

Massachusetts – the tax penalty amount varies depending on your income, age and family size, but note the maximum penalty can be no more than half the price of the lowest premium plan available on the Massachusetts healthcare marketplace. For more information on Massachusetts health insurance mandates, click here.

New Jersey – the tax penalty is $695 for adults and $347.50 for each child, with a maximum family penalty of 2.5 percent of annual income. The penalty is capped at three times the adult penalty ($2,085), or the state average cost for a bronze-level plan, whichever is greater. For more information on New Jersey health insurance mandates, click here.

Vermont – Vermont has passed legislation that requires residents to have qualifying health insurance in 2020, but the penalty for non-compliance has not yet been established.

Washington, D.C. – the tax penalty is $695 for adults and $347.50 for each child, with a maximum family penalty of 2.5 percent of income, or three times the adult penalty ($2,085), whichever is greater. For more information on Washington, D.C. health insurance mandates, click here.

Additional Services

Utilizing the latest technology, we offer clients a complete HRIS System that streamlines the recruiting process and includes the following features:

Applicant Tracking
Performance Management
Employee Branding
And more…

We’ll also provide background checks, assessment tests, and act as a strong intermediary between our client and the candidate to negotiate and facilitate a successful hire.

Contingency Search Agreement

A contingency search agreement allows us to source and present candidates for hire, however no fee is due unless you hire our candidate(s) presented.

The major advantages of a contingency search include:

Allows our clients a no-risk opportunity to test our services for less critical hires.
Allows our clients to keep a pulse on the hidden candidate pool, giving them constant access to the type of candidates that will support their company culture and overall goals.

Retained Search Agreement

A retained search agreement sets forth expectations, responsibilities and outcomes between the client and JS Benefits. This exclusive arrangement allows us to devote a majority of our time and resources to finding the candidate you need, even those rare, hard-to-find candidates, when you need them.

The major advantages of a retained search include:

Guaranteed timeline for delivery of viable candidates that fit all the requirements of the position.
A retained search surrounds the opportunity with prestige and authenticity, creating an allure to attract top talent to the position.