employers
are you ready?
are you ready for the convergence of retirement, health, and wealth in the workplace employee benefits space from both a people and technology standpoint?
The typical American gets the vast majority of their financial needs taken care of at work by their employer’s compensation and benefits programs. These plans have grown not only in their number, but also in their complexity and cost; yet we continue to ask employees to make annual enrollment decisions that they have little training, education, or experience in making. And decisions made on one employee benefit can dramatically impact not only the affordability of other benefits, but also how other benefits work. Plus, their spouse’s benefit elections where they work can negatively impact their own benefit elections.
Are your employees ready to make these decisions?
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Which health plan that you offer is right for me and my family?
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Do I use the Medical Reimbursement Flex Plan, the Health Savings Account, or both?
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How much money should I put in my Flex or HSA?
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How should I invest my HSA?
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Do my spouse’s benefit elections affect my HSA?
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Do I really need vision insurance?
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Do I need extra life insurance to protect my family?
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Should dependent care expenses be through the flex plan or on my tax return?
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How much money will I need to retire comfortably?
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How much will my medical expenses be during retirement?
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How much money should I put in my 401(k) to get there?
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Should I do Roth or regular 401(k) contributions?
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How should I invest my 401(k) money?
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If I can afford to save more, should I contribute it to my 401(k) or my HSA?
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At retirement should I leave my money in the 401(k) or roll it out to an IRA?
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Do I have to take a Required Minimum Distribution from my Roth 401(k)?
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When should I take my Social Security retirement benefits?
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How should I set my beneficiaries up?
the decision support matrix of these benefits is converging...
and these are no longer just benefits questions, but rather they are FINANCIAL PLANNING issues for your people, necessitating ONE RESOURCE for all your employees’ questions.
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Plus, the poor overall financial health of this same American worker was further exposed during the corona crash as they struggled with high debt loads, a lack of any emergency savings, and minimal budgeting skills and experience.
Consequently, retirement, health, and wealth are all converging in the employee benefits space, with worksite financial planning programs being the mortar that binds them all together. To truly be successful these programs must be much more than pretty technology solutions focusing merely on education and attached to a 401(k) recordkeeping platform that prompts less than 10% of its participants to take any action. But rather, they must coordinate people smarts with great technology that immediately engages the participant, motivates them to add additional information, and provides direct access to professional advisors for actual advice when desired.
The wealth management industry is addressing these financial planning issues for owners, upper management, and the affluent. But this same industry acknowledges that they have little time or interest in providing this service for the 99% of Americans that they openly refer to as “the Underserved.”
Toward this end, intellicents has put together four core services – fiduciary retirement plan investment advice, group insurance, wealth management, and worksite financial planning programs – all supported by people smarts and great technology, with the end goal of helping the American worker make their dreams REAL.