Rather than pay for the benefits out of your hard earned after tax dollars, why not ask your employer to implement these programs on a pre-tax basis? You would both benefit, read up on the financial advantages -Financial Implications.

It is a little bit of work on your employer's part, but most employers will work with you if you have a few other employees that are interested. If you don't have a few additional employees interested, you should anticipate employer resistance to your plan. By doing your homework, you can make progress in getting these programs for less money by having your employer offer the benefit.

Most employers mistakenly believe that employees won't be interested in taking control of their benefit plan. - Here is a study that makes the point, fee free to print the study to be ready to combat this objection.

Game plan to get the employer to offer voluntary products so you can get a better rate;


STUDY THE PROBLEM
RESEARCH A SOLUTION
GAIN SUPPORT TO IMPLEMENT YOUR SOLUTION
IMPLEMENT YOUR SOLUTION
TRACK BENEFITS AND USE IN YOUR ANNUAL REVIEW

I know it sounds remarkably easy, but read the example below to understand how it works.

Here is the example;

STUDY THE PROBLEM:
Aside from payroll, group benefits are among the top costs for any employer. This is the problem for which you will find a solution.
Here is a definition of the problem; Hewitt Study

Have you ever wondered why employers offer group benefits? These plans are rated the number 1 benefit that employees look for when evaluating a company, that is why most employers have a traditional plan. However, these plans are generally not portable and unless you take COBRA you may end up uninsured after a change in employment status.

These plans are for the benefit of the employees, but are not owned by the employee. Group plans generally insure that the hospital gets paid. Few plans insure the employee for lost time, co-pays, and all the other "hidden" costs that go into a doctor or hospital visit. There are new plans today that are gaining popularity called "consumer plans" designed to put more control in the hands of the employee. Employers are beginning to embrace this approach.

It is a slow educational process because, most employers don't believe that the employees will want to share costs to gain more control of their benefits.

Fact: Most employers underestimate employee's ability to make decisions regarding benefits. A recent study by Hewitt and Associates outlines key differences between U.S. employees and employers views on health care.

"While only 61 percent of employers believe their employees are either "extremely or somewhat" comfortable with taking more responsibility for evaluating and selecting health plans, coverage levels, providers and health care services, 88 percent of employees are either "extremely or somewhat" comfortable. The major difference is that 39 percent of employers believe that their employees are "not at all comfortable" with additional responsibility, yet only 12 percent of employees report that they're "not at all comfortable" with taking additional responsibility for health care decisions."

Wouldn't it be nice to have a benefit that you owned and managed and could take with you no matter where you worked? Most employees prefer control over a benefit plan that stays the same and is independent of any business cycle or rate increases. Do you think your co-workers would like to have the security of their own plan instead of a plan that the company owned?

You and your co-workers also have a problem. At a time when group health premiums are dramatically increasing, expect overall employee costs to increase as employers attempt to rein in costs by increasing deductibles.

How to set the stage:

We already know that one of the most frequent barriers to offering employee directed plans is that most employers mistakenly believe that the employees will not be interested in having them. Employee directed plans often require that the employer allow agents to meet with each employee to tailor the program on company time. Most employers are not interested in losing production or work time. When they hear that they are paying you to sit and have a cup of coffee to design your benefit plan, they resist.

This issue can be addressed by the light green chart shown in the financial implications page.

A third area of resistance that you may encounter is from the HR department. You are working on a project that infringes on their domain. Since your program is going to be an employee owned program, it is really the employees' decision. You first need to have support from your peers, but ultimately you should also get support from your human resources department once you have a few interested participants.

If your group wants employee owned programs, it is your right to investigate it. If you can gain the cooperation of your HR department, this is a pretty simple process. Just make sure that you have like- minded employees on your side before you approach your firm. (Remember, most employers think that employees won't be interested, if you have done your homework, you will be prepared for this)

Here's an important point: Now that you know three of the barriers that you would face when suggesting this concept to your employer, you can be prepared to combat them. Here is how you can use the information that you have learned so far;

Step One: Study up on benefits issues so you are well informed.
(Fundamentally insurance rates are going up, benefits are going down and benefits are a big cost item for most firms. - You will definitely get their attention with any plan to address this problem.)

Step Two: Survey your co-workers to find out if they feel the same way that you do. (Step Two: Survey your co-workers to find out if they feel the same way that you do. (click here and print the survey, hand it out to other workers at work, collect the results and decide if you have interest)

Step Three: Ask for assistance from someone who specializes in implementing these plans. They will also be an excellent resource for good questions that you can use to research your co-workers. (If you have correctly done Step One and Two, and have 20 employees in your firm, you should have no problem getting the assistance of a professional. )

If you appear credible (by studying), have gotten acceptance from co-workers, (eliminating the claim that employees won't be interested) and present a logical plan to your employer, you will be successful.

Here is why your suggestion will be accepted.

Your plan is going to save your employer money! Can you see how this information can be useful to you? By saving your firm money, you are more valuable. If you demonstrate that you are more valuable, you are in a better position to negotiate from a position of strength when it comes time for your review.

There, it is that simple. Now go solve a big problem the next time you are on a coffee break, it could position you for that big raise you have been wanting for

(I'd like some help.)