Many assume that employees who are given a flexible schedule to pursue personal interests aren't as productive as those with set schedules. Often, workers who work odd hours are thought to put more effort into pursuing their personal issues that helping their company's bottom line. In a down economy, why would an employer want to provide their employees with flexible schedules?

Although the aforementioned thinking is still widely accepted throughout corporate America, it rarely holds true these days. Offering employees flextime isn't as rare as it once was. Now that many employers have found that their businesses have become more productive after offering their employees flextime, flexible schedules are beginning to become quite popular. According to the Associated Press, small companies willing to give workers a flexible schedule will benefit by attracting and retaining employees.

Flexible scheduling is not for every company or every position- but if you feel it may fit your business, it could be good for both you and your employees to consider implementing a flextime policy. By giving your employees the ability to work during the times that best compliment their personal schedules, they will be freer to focus on work when it is their time to buckle down. Employees who have the benefit of flexible scheduling may also be more willing to reward their company by giving their work 110% of their focus and efforts.

Another great way to reward your employees for their hard work is through a comprehensive employee benefits package. Universal Benefit Plans can help you form the plan you have been looking for. Visit www.universalbenefitplans.com now to learn more, or to make an inquiry.

In the coming months, Congress is set to begin the debate over healthcare reform. As the debate livens, you can expect to see small companies take a central role. Millions of workers at firms with less than 100 employees are currently without health coverage. The share of small companies offering health benefits seems to be suffering a bit of a decline in recent years, as the average price of premiums continues to sky rocket. Smaller companies that do offer health insurance tend to pay more for equivalent plans than the big companies do. Comprehensive healthcare reform could lower costs for small businesses, make their benefits more competitive with those of big companies, and improve the health of their workforce.

The President plans to enact laws that lower health-care costs and expand coverage by the end of the year. The success of healthcare reform with small businesses- and all businesses in general- will be highly dependent on the ability of legislation to cut costs and insure more people. The balance between the competing interests of employers, insurers, doctors, and hospitals must also be a fair one- in order for health care reform to be effective.

If you are currently searching for health benefits for your small business, you may be surprised to learn that healthcare plans exist that will not bust your budget. And even if you buy a plan now, you can still benefit from future healthcare reform legislation. Universal Benefit Plans offers insurance options for the small business owner- and will shop the top carriers in the country to get you the best rate. Visit our Virtual Insurance Office today to learn more about your options, or to make an inquiry about our employee benefit plans.

Employee health insurance (or group health insurance) is the most popular benefit offered by employers in the U.S.

It is a good idea to work with a health insurance agent when deciding on a group health insurance plan for your company. Your agent can help you in choosing an insurance plan that meets the needs of your company and they can also assist you in the future if you have issues with health coverage plan you choose. Before taking the first step and calling an agent, do some research on the health insurance marketplace in your area. If you come in with a background of knowledge on you options, you and your agent will be more prepared to choose a plan that best fits the unique needs of your business.

Before going to an agent:

1. Form a summary plan description of what both you and your employees might like to have you’re your health insurance plan.
2. Put some thought into how much you would like to pay, and what your employees may have to contribute to the premium. You may choose a standard flat fee that each employee covers, decide to split the cost of the premium, or fully cover health costs.
3. Try to pinpoint which features you would like to be standard in your policy. Once you and your employees chose what you must have in your health plan, it will be easy to add addition features based on cost and need.
4. Factor in the number of people you employ. If your business is small and just starting out, it may be more beneficial for you to consider a less-expensive health insurance plan.

If you are interested in getting a group health insurance coverage quote for your business, visit www.universalbenefitplans.com. Here you will be able to read about your health insurance options, learn about our HR in a BOX™ program, and make an inquiry about our group benefit insurance plans.

Today’s economy is a mess. With the jobless rate increasing, and the economy continuing its downward spiral, it’s no surprise that many businesses have felt it necessary to cut their employee benefits packages. Although it may seem that cutting a benefits package may be a quick fix to save a company money, it may hurt more in the long run to do away with your employee perks.

When prospective employees apply for jobs, one of their must-haves is a strong benefits package. Many applicants probably feel that medical benefits are a rite of passage that should come with employment- with retirement benefits and a disability plan also being strongly desired. If your business has no benefits plan, many top candidates will run for the door.

If you are looking at cutting costs, and are thinking about doing away with your employee benefits- think again. There are a variety of things you can do to keep the package in place, without busting your budget. One option is to set up a pay percentage- where your company takes on a percentage of your benefit costs, with the employee contributing the rest. Double and triple check to make sure all your employee benefits information is in order so you don’t waste money on costly mistakes. Additionally, make sure your employees are informed about the availability of a benefits package and the associated costs before they apply.

If you want to keep your benefits package, but cut costs- look into Universal Benefit Plans. We are an independent insurance agency that specializes in helping you save money on your company’s employee benefits. To see all you can save when you choose Universal Benefit Plans, visit our website at www.universalbenefitplans.com. Once at our site, you can learn about our HRinaBox program and make an inquiry abut our employee benefits packages.

For the purposes of the new ARRA Act COBRA subsidy, determining who qualifies as an Assistance Eligible Individual (AEI) due to an "involuntary termination" is a lot more complicated than many HR professionals think. That's why the IRS released Notice 2009-27 on April 1, 2009 and included in it both a definition and further clarification of "involuntary termination" when dealing with the COBRA subsidy. With just two weeks left to notify all AEIs of the new COBRA subsidy, HR professionals must know what exactly "involuntary termination"means, what it includes and what it excludes. That way they can ensure compliance by notifying everyone about the subsidy and not inadvertently leaving anyone out.

An IRS Notice gives employers new definition and guidelines on "involuntary termination" as they relate to the ARRA COBRA subsidy:

For the purposes of the new ARRA Act COBRA subsidy, determining who qualifies as an Assistance Eligible Individual (AEI) due to an "involuntary termination" is a lot more complicated than many HR professionals think. That's why the IRS released Notice 2009-27 on April 1, 2009 and included in it both a definition and further clarification of "involuntary termination" when dealing with the COBRA subsidy. With just two weeks left to notify all AEIs of the new COBRA subsidy, HR professionals must know what exactly "involuntary termination"means, what it includes and what it excludes. That way they can ensure compliance by notifying everyone about the subsidy and not inadvertently leaving anyone out.

The Notice defines an "involuntary termination" as "a severance from employment due to the independent exercise of the unilateral authority of the employer to terminate the employment, other than due to the employee's implicit or explicit request, where the employee was willing and able to continue performing services"

based on all the facts and circumstances.

For COBRA Premium Assistance purposes, the facts and circumstances are what determine whether a termination is involuntary.

This means that under the IRS Notice 2009-27, a termination otherwise deemed "voluntary" (or a resignation) will be considered involuntary if the facts and circumstances indicate that the employer would have terminated the employee anyway and that the employee knew that his or her employment would be terminated.

In Notice 2009-27, the IRS gives examples of situations where the terminated employee would be eligible for COBRA due to the fact that his or her termination was deemed "involuntary" given the facts and circumstances. These circumstances include, among other things:

• Failure of an employer to renew an employee's contract at the time it expires (provided that the employee in question is willing and able to continue work under the contract)
• Constructive discharge
• Involuntary reduction in an employees work hours to zero resulting in loss of health coverage
• Early retirement of employees who would have been laid off otherwise
• Voluntary termination of employment due to an employer-initiated material reduction in the employee's work hours or material change in the geographic location
• Voluntary termination in return for a severance package (i.e. a buy-out) offered to the employee by his or her employer.

To learn more about "involuntary termination" as it relates to the ARRA Act COBRA subsidy, or to learn more about COBRA at all and to receive the most up-to-date information on the Act's changes to the COBRA law, contact us at any time!

With today's current economic pressures, many employers face the difficult question: "Cut staff or cut benefits?"  And usually, the first benefit to go is the dental plan.

However, having a dental plan is important to your employees and provides high morale and self-esteem. That's why we're here to let you know that you don't have worry about cutting staff or benefits. Our agency is proud to offer the Universal Dental Plan, a great alternative to dental insurance for employers.

With Universal Dental Plan, your employees will never have to worry about unexpected high prices or making a tough decision about delaying needed dental care. We've created an extensive network of top-notch Massachusetts dentists and specialists who offer members exclusive discounts ranging from 20% to 50%, making affordable dental care available for you. This includes guaranteed discounts on all procedures, from cleanings to crowns, braces to root canals. Universal Dental Plan has proven itself by earning members that return again and again.

Universal Dental Plan is an alternative to dental insurance for employers who are looking for a convenient way to keep their employees satisfied without putting a financial strain on themselves. Members receive guaranteed 20%-50%  discounted rates on all dental procedures, from cleanings to crowns, to braces and root canals. Immediate access and no waiting periods will make your employees VERY happy.

We at Universal Benefit Plans understand that you may be one of the many employers who has fallen under the economic strain, but wants to continue providing great staff benefits. For more information on our great benefit programs, contact us today. We're Universal Benefit Plans, based in Boston, Massachusetts.

With the shift in the economy, many businesses have been shopping around for more cost-effective group benefits for their employees. Business owners want to continue providing great benefits, but many are concerned with the expense.

High deductible health benefits and health savings plans are always a first choice, making employees responsible for expenses up to a certain point, but then covering costs over that. Wellness plans are also becoming more popular, and many insurance carriers are now offering a payroll deduct program that doesn't cost anything to employers.  

If you have a staff over 20, see if your insurance carrier can provide any sort of discount or will negotiate lower rates for dental, vision, and life insurance. Ask us for recommendations of great benefits at a low cost to you as an employer.

For more information on group benefits, contact us today! We're Universal Benefit Plans, based in Boston, Massachusetts.

It's so easy to just hand off HR duties to someone in the company who looks a bit underworked. HR is that department that always seems to be overflowing with unfinished tasks and not enough time. But it's such an important part of the company.

At Universal Benefit Plans, we've created a system to make HR easier. It gathers all the information you need into a simple-to-use, highly accessible online database. No file cabinets, no waiting on claim enrollment forms, no stress. All the forms and documents are right there at your fingertips, and the system also manages your employees' benefits. We call this refreshing system "HR in a Box^TM."

For more information on our HR in a Box^TM system, contact us today! We're Universal Benefit Plans, based in Boston, Massachusetts.

More than half of US citizens suffering from their failing mortgage payments attempted to re-work their mortgages earlier this year to sidestep foreclosure. However, the re-working didn’t seem to help very much for most people; after only six months, many of them were late on payments once again.

However, there are other routes to take. United First Financial has created a “money merge account” program to help people pay off their mortgages early so that they won’t have to worry about their payments any longer. The system combines strategies with a software program to help pay off debt quickly.

For more information on this debt management program, or to find out if you qualify, contact us today! We’re Universal Benefit Plans, based in Boston, Massachusetts.

The Commonwealth of Massachusetts has increased the required frequency for employers’ Fair Share Contribution (FSC) filings. This mandated increase will become effective as of January 1, 2009. Employers will now be required to file an Employer Health Insurance Responsibility Disclosure (Employer HIRD) and to pay all required FSC assessments on a quarterly basis instead of an annual basis. In previous years, the only Employer HIRD filing deadline for Massachusetts employers was November 15 following the close of the applicable fiscal year. The FSC fiscal year runs from October 1-September 30.

The first quarterly FSC filing for 2009 is due February 15. It will cover the period of time from October 1, 2008 through December 31, 2008. Subsequent filings for the 2008-2009 fiscal year are due by May 15, August 15 and November 15, 2009. Employers are instructed to complete the FSC filings at the Employer Fair Share Contribution Service website.

Also effective January 1, 2009, the conditions by which an employer is determined to have made a fair and reasonable contribution to employee health coverage will become more stringent for companies with more than 50 employees. Under previous regulations, employers were considered to have made a fair and reasonable contribution to employee premiums if they satisfied the requirements of one of the two tests: the primary test which stipulates that at least 25% of full-time employees must be enrolled in the employer’s group health plan or the secondary test whereby the employer must contribute at least 33% to the premiums of the health plans for full-time employees working 90 days or more.

Under the new regulations effective January 1, employers with more than 50 full-time employees will only be exempt from FSC assessment if they satisfy the requirements of both of the aforementioned tests or if at least 75% of their full-time employees are enrolled in the employer’s group health plan.

Do you want more information on group benefits? Contact us today! We’re Universal Benefit Plans, based in Boston, Massachusetts.