Think about the decisions that your people have to make every year at benefits enrollment time…
Do we use my health insurance where I work, or my spouse’s?
Which health plan option from my employer is right for me and my family?
Am I eligible to use an HSA?
Should I put money in a Medical Reimbursement Flex Plan, an HSA, or both?
How much money should I put in my Flex or HSA?
How should I invest my HSA?
Do my spouse’s benefit elections affect my HSA?
Do I really need vision or dental insurance?
Do I need extra life insurance to protect my family?
Should I buy extra life insurance on my spouse and kids?
Is it better to take care of my dependent care expenses through the Flex Plan or on my tax return?
How much money will I need to retire comfortably?
How much will my medical expenses be during retirement?
How much money should I invest in my 401(k) to get there?
Should I do Roth or regular 401(k) contributions?
How should I invest my 401(k) money?
Should I take a loan or a hardship distribution from my 401(k)?
Should I put extra money in my HSA to take care of medical expenses during retirement?
If I can afford to save more, should I contribute it to my 401(k) or my HSA?
At retirement should I leave my money in the 401(k) or roll it out to an IRA?
Do I have to take a Required Minimum Distribution from my Roth 401(k)?
Is my 401(k) protected from my creditors?
How should I set my beneficiaries up?
When should I take my Social Security benefits?
And you know that there are DOZENS of other questions and issues that they have!
Back in the 1980s employees didn’t have to make all these choices – employers made all the decisions about what benefits they would have for the upcoming year. But not today… the decision support matrix of all your benefits is converging. The decisions that employees make on one benefit option can impact decisions on other benefit options, necessitating ONE RESOURCE for all their benefits questions. And these are no longer just benefits questions, but rather financial planning issues.
The wealth management industry is addressing these issues for owners, upper management, and the affluent; but this same industry has acknowledged that they have little time or interest in providing this service for the 99% of the American workforce that they openly refer to as “the under-served.”
Toward this end, intellicents has put together a growing team of professionals providing four core services – fiduciary investment retirement plan services for plan sponsors and participants, personal financial management, workplace financial wellness education and advice for employers and individuals, and group insurance services – all supported by people smarts and great technology with a passion for “over-serving the under-served.”
Let us show you our solutions before next year’s benefits enrollment season.