Enrollment season is upon us, and there’s no better time to ensure your employees understand their coverage options and unique needs. This is especially true when it comes to disability insurance.
Keith Storie was a product development marketing director at The Standard from 2013 to 2015. In this role, Keith was responsible for developing new opportunities to maintain and grow market share through the launch of new products and partnerships, and providing sales training and support.
A self-proclaimed grill master and sensei of stir fry, Keith and his wife (a Food Channel junkie herself) spend their spare time enjoying their daughter and donating their time and contributions to various organizations in the Portland area.
Posts by Keith Storie
The Affordable Care Act has changed the way HR managers are considering all employee benefits — especially those that have previously been considered ancillary add-ons. With all the changes and choices employers have had to make about health insurance coverage, many are weighing the decision to offer benefits in a new defined contribution model.
At some point during their working lives, more than a quarter of today’s 20-year-olds will experience a disability that interrupts their ability to earn an income. However, far too many Americans believe they are not at risk of a disabling illness or injury, as two-thirds do not have private long-term disability insurance.
Increasing productivity and reducing absenteeism are common goals for many human resources executives, but they often can be challenging to achieve. As an employee benefits consultant, I’ve helped many companies tackle these challenges, and I’ve noticed that the relationship a company has with its disability provider is critical.
Here are eight ways you can improve those relationships in an effort to reach those goals: