At the Dunn Group we provide a level of service that will exceed your expectations consistently.
Our dedicated team will work with you to create a benefit package that meets your needs and gives you the ability to attract and retain the employees you need. Contact us today for a free Employee Benefits evaluation and get your business on track to success!
Consider it Dunn!
We all know that health care costs continue to be a serious problem…The Dunn Group will help.
We have the resources to support you every step of the way, from design to implementation to employee education. Choosing the right plan design is vital, both in terms of cost and in order to stay competitive with your recruiting and retention efforts. You’ll have access to valuable benchmarking information, so you can see how your plan offerings compare to other similar organizations both in your area and nationally.
We offer a different consultative approach. We will customize our process around your needs and educate you on the most up-to-date trends in the industry.
Many employers have implemented a defined contribution strategy for their Employee Benefits. This allows you to set a specified amount each employee has available to use toward the benefit(s) of their choosing. This strategy can offer significant savings.
Fully-Insured Plan Offerings
Fully-insured plans offer protection from the health insurance carrier for claims. Premium rates are actuarily set by the carrier and are determined based upon prior claim analysis and projected exposure of claims for that upcoming year.
Level funding is an option that allows employers to pay a specified amount each month to the carrier. This specified amount typically includes administrative costs, expected claims, and other charges like stop-loss premiums. Any unused funds are refunded to the employer.
Consumer-Driven Health Plans
Introduction of a Consumer-Driven Health Plan can help with rising health care costs. High Deductible health plans drive consumerism by increasing the employee out-of-pocket costs. In most cases a consumer-driven health care plan is often paired with a spending account that both the employer and employee can contribute to. If your organization is ready to consider a consumer driven health plan, The Dunn Group can help you decide which plan is best for your organization.
Employee benefit group captives give small to midsize employers a way to gain control of the cost of employee benefits. When employee claims are extensive, your group captive absorbs the shock. When employee claims are modest, you essentially pocket a portion of the profit that would normally have gone to an insurance carrier.
Long terms savings of 20% or more and a return on risk of 30% are possible
Who benefits the most from employee benefit group captives? You. Not the insurance companies—they’ve been removed from the picture. Employee group captives are created by employers, for employers.
Your return on investment might include:
- Short-term savings through retention of the profit that would have normally gone to an insurance company, decreased state taxes, reduced, or eliminated state mandated coverages, and risk selection.
- Long-term savings through manuscript plan design (including employee incentives for positive behavioral changes), value-based benefits, reduced claims, and risk selection.
- Control through data transparency and structural optimization.
- Limited volatility through the use of the group captive as a shock absorber for large claims or substandard years.
- Group power through the use of a larger data pool and the sharing and implementation of best-in-class risk control efforts.
- Increased employee productivity through improved employee health, which means less working while sick (presenteeism) and less missing work altogether (absenteeism)
Here at The Dunn Group, we always say, “If you’ve seen one Captive, you’ve seen one Captive.” Meaning, Captives are all built and run differently and having an experienced guide means all the difference when exploring these cost saving strategies.
Let us help determine if Captives could be the right choice for your organization.
Both the employer and employee can contribute to an HSA. Due to their tax-favored status, HSAs have strict rules regarding eligibility and contributions. There are also annual contribution limits for HSAs. Employee contributions can be taken pre-tax. Funds may roll over from year to year. HSAs are owned by the employee so they may keep them if their employment is terminated or leave employment.
Here are some of the requirements:
- Be covered by a high deductible health plan that meets IRS requirements
- Not have any other health coverage (some exceptions)
- Not be claimed as a dependent on another person’s tax return
- Not be covered by Medicare
(Health Reimbursement Arrangement) HRAs can only be funded by the employer. Employees cannot contribute to their HRA. Any unused funds can be set up to roll over year to year. Unused funds are returned to the employer should the employee’s employment end.
(Flexible Spending Account) Health FSAs are a tax favored account that employees can contribute a set amount annual to help cover out of pocket health care expenses. FSAs have a strict use it or lose it provision unless the employer elects to allow a rollover amount that doesn’t exceed the specified annual maximum.
Spending on Prescription drugs continues to be an important health care concern. The rising costs, aging population, and increased use of costly specialty medications have created a need to look for alternative ways to manage your pharmacy coverages and spending. The Dunn Group can help you create a Pharmacy program that creates more transparency and offers savings you would not see under a traditional fully-insured program.
Data Analysis allows you to manage and reduce your claims activity. By analyzing your losses with a sophisticated data analysis tool, we can help you develop cost containment strategies.
Through Data Analysis, we can forecast projected utilization and make strategic plan design changes to minimize any potential issues.
The Dunn Group has streamlined the implementation process. We will follow you throughout the entire process, from start to finish.
We provide exceptional service through our education and training opportunities. Our employee seminars are designed to help educate employees, promote health care consumerism and reduce high claim utilization and high-dollar claim expenses. Together, we can determine the topics that best suit your needs.
Customer Service &
We provide the most robust customer service experience in the industry. We not only provide support to you our client but also to your employees. We administer your plan by educating and answering any questions your employees may have regarding their benefits. We also go a step further by providing claim mitigation and advocacy services if problems arise with their claims.
Technology has become a necessity for most employers. The recruitment, on-boarding, and day to day operations are streamlined with our Ancillary Benefits are benefits added to your core compensation and benefits package. When employers offer these benefits, employees can pick and choose what they want and need. Voluntary benefits can be either insurance or non-insurance products, and these benefits provide value in different ways. Ancillary benefits can be employer-paid or voluntary – this will be part of our strategic planning with you.
For voluntary insurance benefits, employees can take advantage of lower group rates, the convenience of automatic payroll deductions and sometimes pre-tax deductions. Most voluntary insurance products have portable coverage, which means employees can keep their policy if they end up leaving their employer. Employees will typically pay 100% of the premium for voluntary coverage. Automatic payroll deductions ensure that employees never miss insurance premium payments and accidentally trigger a lapse in coverage.
Non-insurance voluntary benefits may also be offered by an employer to add extra value to their employee benefits package. Many of these benefits are designed to offer simplicity, convenience or money-saving options for various aspects of life. For example, an employee discount program helps you save money on a variety of items and services simply for being an employee of your company.
As employers explore ways to add value to the benefits packages they offer, many voluntary benefit offerings are expanding beyond traditional voluntary benefits, such as dental and vision insurance. Contact a member of our Employee Benefits team for more details.
- Split-Dollar Executive Life
- Short-Term Disability
- Long-Term Disability
- Executive Disability
- Voluntary Workplace Benefits
- Voluntary Accident
- Voluntary Cancer
- Voluntary Critical Illness
- Voluntary Life (Term Life, Whole Life, Universal Life)
- Voluntary Disability
Technology has become a necessity for most employers. The recruitment, on-boarding, and day-to-day operations are streamlined with our technology that is available to our clients. We have taken the time to search for the most efficient yet robust technology to allow your HR department to go paperless from the new hire process to termination and COBRA offering. Your tech-savvy millennials will appreciate this process.
- Paperless Enrollment Through Integrated Carrier Access
- Robust Employer Reporting
- Payroll Integration
- PTO Tracking
- Time & Attendance
- ACA Reporting
Good HR is Good Risk Management.
Employees are your biggest asset. Those employees can also be your biggest risk. They are known as people risks. The Dunn Group has resources available to our clients that will help you mitigate those risks and lessen your chances of an audit finding compliance issue.
It can be difficult to stay up to date with legislation affecting insurance, your industry and your business. The Dunn Group will provide Legislative Brief educational articles to help you understand important regulations and stay in compliance. Our materials cover Health Care Reform, PFL, COBRA, HIPAA, FMLA, Medicare Part D, ADA, state-specific legislation and more. We can also create your DOL required plan document (SPD), and Section 125 plan that is required by the IRS.
Human resources Education Tools and Forms
We offer the support that your HR department needs, including educational articles on important, up-to-date HR issues, plus tools such as surveys, checklists, letters and forms. In addition, we can provide a comprehensive employee handbook and help you develop policies unique to your company.
You will have unlimited and immediate access to certified, experienced advisors available to help you navigate through complex employee issues or simple HR questions. We can help you prepare for an audit. Don’t question if you’re in compliance… Know with certainty that you are in compliance.
- Real Answers
from Real Experts
- Train your staff
- A living Handbook covering all 50 states
- Compliance content
at your fingertips
- Tools, forms
We are committed to helping you implement workplace wellness initiatives that will reduce health care costs and increase employee productivity and satisfaction. We can help you set up and implement a wellness program for your employees. We can build and customize a wellness campaign specific for your company and employee needs. Through our online services, we can also provide payroll stuffers, posters, employee newsletters and educational flyers on health and wellness, designed to help you drive consumerism in your workplace.
- NAHU (National Association of Health Underwriters)
- SHRM (Society of Human Resource Management)
- PASBO (Pennsylvania Association of School Business Officials) IA&B (Insurance Agents & Brokers) of PA, DE, MD
- YPO (Young Presidents’ Organization) (CEO Affiliation)
- PLNA (Pennsylvania Landscapers & Nursery Association)
- NALP (National Association of Landscape Professionals) Pennsylvania Community Providers Association
- Local Chamber of Commerce Associations
- West Branch Susquehanna Builders Association
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Consider it DUNN!