Innovative's 2020 Consulting Highlights 2020 was a challenging year for many, but here at Innovative, we were dedicated to delivering the best value and results for our clients. Not only were we successful in reducing costs for our clients, but we were able to provide them with a number of resources to help them navigate through the year. Contact us at info@ibpllc.com.
Innovative Launches Employee Management Training; PeopleForce 2030 Innovative Benefit Planning, LLC is excited to launch PeopleForce 2030, a three-part employee training series consisting of facilitated and interactive 90-minute sessions that discuss leadership competencies including “Interpersonal Savvy”, “Dealing with Ambiguity”, and “Building Resilience”. Whether your employees are charged with leading and managing people or managing work processes, the skills required to do so in today’s business environments have continued to evolve as quickly as the business itself. These three training sessions are designed to help managers within your organization build meaningful relationships, make collaborative decisions, and show up as authentic leaders. Each session builds upon the next – and even includes some “homework” that attendees can complete to both prepare for the next session and to engender discussions within their teams. Bring this 3-Part management training series to your organization virtually, coordinated around your organization’s calendar. Find more details and request…
Fostering Company Culture in a Remote Environment It has been a challenging year for all of us, to say the least. Many businesses were forced to make the move to a remote environment, while others have maintained in-person operations with serious restrictions on gatherings. While business as we know it has changed significantly since the beginning of the COVID-19 outbreak, there is one thing that has not: the human need for social interaction. No matter where your company is in this process, here are some ideas to re-build team engagement while working remotely. Host a Virtual Game Virtual games might feel overdone at this point but there are still plenty of ways to make them feel fresh! If you plan to host the game yourself, take advantage of the features available to you within the virtual meeting software you are using. For example, we’ve found that there is an increase…
Free Child Education Resources As most children are learning virtually as a result of the COVID-19 pandemic, many parents are looking to compliment their education with additional resources. Especially now, there are a great deal of free resources available for all subject matter. Check out some of the most popular resources here! Khan Academy https://www.khanacademy.org/ Virtual Field Trips and World Tours https://www.tripsavvy.com/best-virtual-vacationsaround-the-world-4799910 https://www.tripsavvy.com/childrens-museums-virtualvisit-4800065 https://www.thoughtco.com/virtual-field-trips-4160925 You don’t have to leave the house to see the world! Take your children through the numerous virtual field trips and tours on these lists. Many of these virtual experiences also offer enhanced learning experiences, such as livestream events and interactive tools. Scholastic Learn at Home https://learnathome.scholastic.com/thanks.html Scholastic is offering a one week free trial of their Learn at Home All-Access subscription which provides children aged 4-10 with fun educational activities. The curriculum includes stories, articles, videos and activities in a variety of subjects such as…
How to Host a Virtual Company Holiday Party This holiday season may be different for many organizations than it has in the past, but that doesn’t mean that the holidays need to be disregarded all together. One thing is for certain, and that is that your team has worked diligently all year and deserves to be valued and there is no better time to do so than during the holidays. Here are some tips to host a successful virtual holiday party: Pick a theme Create a formal invitation reflecting the theme of your virtual party, which will help your team to get excited. Additionally, encourage virtual backgrounds to set the mood and be more festive! Make a Holiday Playlist Every great party needs music, including virtual ones! Set the tone for this year’s holiday party by creating a holiday playlist on a platform such as Spotify so that the whole…
Return to Work Training Kit Bring your employees back to work safely with our “Return to Work Training Kit.” Innovative has developed two training tools that you can use in conjunction with each other to educate your employees on what you are doing in response to COVID-19, understand what they can do, answer any frequently asked questions, and provide resources and who they should communicate with. In this kit, you will find: Training Video - We have developed an animated safety training video that outlines important behavior modifications such as hand washing, social distancing, symptoms, and more. "Welcome Back" PowerPoint Template - Use this 28-page template as a training guide to educate your employees on new policies and procedures. In this editable document, you can easily customize any copy in red to your specific organization. Innovative Benefit Planning is here to walk alongside you during this time. We hope you…
DOL Launches Online Tool to Help Employees Determine FFCRA Eligibility The U.S. Department of Labor launched an interactive online tool to help workers determine if they qualify for paid sick leave or extended family and medical leave to cover time away from work for reasons related to the coronavirus. The tool guides employees through a series of questions to help them determine if the paid leave provisions of the Families First Coronavirus Response Act (FFCRA) apply to their employer. If the provisions do apply, the tool helps them learn whether they qualify for either paid sick leave or extended family and medical leave under that law.
Paycheck Protection Program (PPP) Loan Forgiveness Application On Friday, May 15th the SBA has released their forgiveness application with detailed instructions on how to complete the form. While the release promised further guidance on loan forgiveness, Innovative has received a lot of questions surrounding the calculation of Full Time Equivalent (FTE) Employees and payroll costs that employers must report on their application. A few highlights relating to these questions are summarized below: Payroll Cost Calculation The application advised there are options for borrowers to calculate payroll costs using an “alternate payroll covered period” that aligns with a borrower’s regular payroll. cycle. Employers will not have to change payroll dates to obtain maximum forgiveness. There is flexibility for employers to include eligible payroll and non-payroll expenses paid or incurred during the eight week period after receiving their PPP loan. FTE Employee Calculation The Loan Forgiveness Application made clear that FTE employees are…
IRS Releases Two New COVID-19 Notices To provide additional relief to Americans during these challenging times, the IRS released Notice 2020-29 and 2020-33. These notices provided new relaxed rules for 2020 for making elections under Cafeteria plans, using amounts during a grace period or carryover period changes to the method determining the carryover amounts under Health Flexible Spending Accounts (FSAs) and clarifying which premiums can be reimbursed under Individual Coverage Health Reimbursement Arrangements (ICHRAs). Notice 2020-29 In Notice 2020-29, the IRS provides for increased flexibility with respect to mid-year elections under a cafeteria plan during calendar year 2020 related to employer sponsored health coverage, Health FSAs and Dependent Care Assistance Plans (DCAPs). This notice also provides increased flexibility with respect to grace periods and carryover periods to apply unused amounts in health FSAs to medical care expenses incurred through December 31, 2020, and unused amounts in dependent care assistance programs…
Due to the recent national health crisis in our country, many employers are considering the best way to handle a temporary economic turndown to best position themselves for recovery once the pandemic ceases and businesses can begin to return to some sense of normalcy. In addition, many employers are also navigating the benefit coverage changes being made by their insurance carrier(s) or by state and/or federal mandates which may include cost considerations, plan document revisions and employee notifications. Below are some explanations regarding various workplace employment options and health plan considerations. Employer/Employee Relationship One of the decisions employers are faced with is how to handle their workforce. Employers and insurance companies are using many terms to describe employer/employee relationships such as reduction in hours. furlough, temporary layoff, and permanent layoff. Many employers desire to keep employee benefits intact during this period. It is important to understand the differences and how…
Leave donation programs have been considered and implemented by employers for years to allow employees to donate accrued paid time (PTO), vacation or sick leave to a general pool. The time available in this pool serves to be used by fellow employees who have medical emergencies or who are affected by major disasters and have exhausted all paid leave available to them. These programs can provide good-will for employees while serving to fill a need due to unfortunate circumstances. With the advent of the COVID-19 crisis, many employers are considering a Leave Donation Program to lessen the burden of limited Paid Time Off (PTO) available to employees who become ill and to increase camaraderie amongst their employees in the time of a crisis. The rules surrounding a program like this are onerous and can have major tax and compliance implications if not implemented correctly. Here is a summary of rules…
COVID-19: 7 Important Employer Considerations As employers prepare for COVID-19 accommodations, Innovative has developed a checklist that offers specific considerations for employers in planning for emergencies like COVD-19. Examples include policies to review, communication strategies to consider and benefits that may be impacted. The Innovative team is here to support any organizational policy needs to ensure you and your team are prepared and protected.
COVID-19 Communicating with Employees March 12th, 2020 As part of their efforts to prevent the spread of COVID-19 in the workplace, employers should implement an employee communication plan about the illness to employees. The CDC, WHO and OSHA have all created informational material on the virus and its symptoms, prevention and treatment that can be helpful for employees. Please see table below for key resources. World Health Organization (WHO) Coronavirus disease (COVID-19) advice for the public U.S. Centers for Disease Control and Prevention (CDC) Get Your Workplace Ready for a Pandemic (flu-specific but can be adapted to Coronavirus) Pandemic Planning Checklists and Guidance (can be adapted to Coronavirus) U.S. Department of Labor, Occupational Safety and Health Administration (OSHA) Safety and Health Topics: COVID-19 How to Protect Yourself in the Workplace During a Pandemic U.S. Department of Labor, Wage and Hour Division (WHD) Pandemic Flu and the Fair Labor Standards…
Coronavirus And The Workplace March 12th, 2020 Dealing with Epidemics and Communicable or Infectious Diseases As the number of reported cases of the novel Coronavirus (COVID-19) continues to rise, employers are increasingly confronted with the possibility of an outbreak in the workplace. Employers are obligated to maintain a safe and healthy work environment for their employees, but they are also subject to several legal requirements protecting workers. Compliance issues to consider include: The general duty to provide employees with safe workplace conditions imposed by the federal Occupational Safety and Health Act. Protection against disability discrimination (including disability-related inquiries and medical examinations) under the Americans with Disabilities Act. Requirements set by federal and state employee leave laws; and The compensation of individuals who miss work due to COVID-19. Employers can utilize resources to become educated and to educate employees: What is the Coronavirus? How is the virus spread? Disease Prevention in…
Proposed Mandatory Anti-Harassment Policy Development and Training Delivery in the State of New Jersey March 4th 2020 On February 18, 2020 New Jersey Governor Phil Murphy presented a new bill to the State Legislature that would require all public and private employers in the state to develop anti-harassment policies and training. The establishment of the proposed bill would, as Governor Murphy and other anti-harassment advocates in the state office asserted, make compliance easier and would also require that employers with more than 50 employees collect and report data on harassment complaints to the state. Currently, New Jersey is one of twelve states that require executive/state government employees receive training but have nothing in place that extends that requirement to private employers. New Jersey would join the nine current states that require anti-harassment training. As your organization considers how it might begin to develop or improve upon existing anti-harassment policies and…
4 Concepts to Construct Company Culture February 25th, 2020 When we think of employee retention, it often seems like we think of the same few strategies: employee benefits, PTO, food, etc. However, the company culture surrounding a team seems to matter just as much. Your employees spend a considerable amount of their time at work, so one of the simplest tools at your fingertips when it comes to retention is offering them your consideration, and an enjoyable environment that they can be a part of. Here are some simple ways to make your team members feel more involved in your office. Create a Culture Committee If you’re in HR, you probably spend a good portion of your year doing things like exploring different team-building ideas, finding volunteer opportunities and discovering ways to welcome new members to the team. Truthfully, the people that can help you the most with these tasks…
The start of January brings with it the start of a brand-new year, with endless opportunities to be and do better than years past. Often, we consider what goals we would like to set for ourselves personally rather than professionally. Why not set goals for both? Here are a few New Year’s resolutions that will help set you and your team up for a prosperous 2020. Re-evaluate your HR Tools What’s one function of your job you wish could be automated? Chances are, there is software out there that can manage those tedious tasks that seem to consume all your time. Research different options available to you. If it doesn’t seem like there is a software capable of managing that function, consider outsourcing it. If you already have HR software in place, go to market and make sure that it is still the best option for you and fits into…
Let’s talk about I-9s. You probably filled them out for each employee, filed them away and never thought about them again, right? This can be problematic as there are several common mistakes made on the I-9 form. An audit can be a very costly experience if your forms aren’t all in order. Let’s review some of the most common (honest) mistakes that are made on the I-9 form. Section 1. Employee Information and Attestation Section 1 of the I-9 must be completed by the employee on the first day of employment. In this section, employees often don’t realize they need to check off the Preparer and/or Translator Certification box. If the employee did not use a preparer or translator, the box below should be left blank. Section 2: Employer or Authorized Representative Review and Verification This section must be completed by the employer within three days of the employee’s first…
The concept of diversity is often presented to employees only in the negative – employees are told not to discriminate, or not to harass. But diversity is much more than that – when embraced and fostered, it promotes creative, engaged, happy workplaces. Beginning the diversity discussion with your workforce can be difficult, but there are several important terms to know that can be excellent ways to open a dialogue with your managers and other employees. This is not an all-encompassing list of terms, but it is a good place to start. Once you understand these concepts, it will put you in a better place to begin to have these conversations within your workplace. Diversity Diversity is synonymous with variety, but in this context, it is much more than that. Diversity is the acceptance and understanding that we are all unique individuals coming from different backgrounds. It means respecting people…
There are so many things that are essential to the employee handbook that it can be tough to know where to even start. We’ve got you covered. Below are 9 key components that every good employee handbook should include. 1. Introductory Statement This statement introduces the handbook, describes the purpose of it, and includes the At-Will Disclaimer and General Disclaimer. The At-Will Disclaimer should describe what it means to be an at-will employee. The General Disclaimer should address the intentions of the handbook, the ability of the company to interpret it at its own discretion and the handbook’s compliance with all applicable federal, state and local laws. It should also state that it is not a contractual document. 2. Equal Employment Opportunity Policy (EEOP) Federally, this means different things for different types of employers, but most employers are prohibited from discriminating against an employee, a job applicant, a former employee…
I wanted to take a moment and tell you how absolutely thrilled I am to have Innovative Benefit Planning as my broker. We moved over roughly a month ago and I have never received service like I have since making the transition. With so many employers being challenged with COVID19 and us making the move right in the middle, it could not have been more seamless. Everything was set up to exceed all expectations and it continues. Innovative Benefit Planning has taken the worry and stress away. It was truly the best decision for Title Alliance and I look forward to a long and productive partnership.
The Innovative team is well respected at AFS. My staff and I feel they are an extension of our HR team! Since implementation, they have always remained committed to assisting AFS with all of its healthcare needs; in fact, it doesn’t matter what time of day, they always respond in a timely manner.
Each year they come up with fresh material so our employee’s interest is always peaked. A few years ago, Innovative provided us with documentation to show that moving from a fully insured program to self-insured would be more cost effective for AFS, and it has been! Innovative has truly made our jobs easier so we can focus on other tasks.
Resource Renewal is lucky to have had IBP by our side for over 25 years. They provide a level of service you just can’t find in the healthcare insurance and benefit space.
If your not using IBP you are losing money and not providing you team with the best resources to navigate the complex world of benefits.
As an HR professional, Innovative makes my job easier and benefits administration much less overwhelming than it would otherwise be.
They are truly a partner with me to make sure our team members have the best benefits and service around their benefits that we can offer. Innovative’s team is responsive, professional and resourceful. (They are at the forefront of knowledge in many areas, including ACA reporting and compliance, which can get highly complicated.)
As a client for the last 4 years, we love working with our Innovative Benefit Planning team because of their service model, scope , depth and quality of expertise in handling our benefits and renewals.
Their level of commitment just keeps getting better each year. They have more than met our expectations on renewal negotiations, response time, assistance with ongoing plans, open enrollment material, meetings, support, bill auditing, and wellness programs.
Since our partnership with Innovative Benefit Planning in 2017, it has been a seamless one. Innovative always provide options, suggestions and recommendations when it comes to our benefits renewal.
Innovative is always present even when open enrollment ends, their year round communication reminds me that I can always reach out for help at any time. Their professionalism is the utmost one can expect. My account representative Jenni is wonderful, courteous, knowledgeable and very helpful.
We have been dealing with Innovative Benefit Planning for many, many years. They have given us nothing but exceptional service.
We can pick up the phone or email them and they always resolve our questions and take care of our employees insurance issues in a very timely manner. They negotiate our insurance rates every year and have managed to reduce the increase every year. Every account manager we’ve had throughout the years have been great to work with.
I have been working with Innovative Benefit Planning for over six years. Previous to Innovative, I had used the same broker for about 25 years. I was used to doing everything myself during open enrollment with my previous broker.
When Innovative came on board, I was pleasantly surprised how “on top” of things they were. I never have to call them and bother them about getting rates to me for open enrollment, as they are in touch with our carriers on a regular basis, and they get me my information for open enrollment as soon as they receive it from the carriers.