Employee Benefits

At Buckley & Company, we believe trust is the basis for selling an intangible product. With insurance, you expect it to be there when you need it and at Buckley & Company, the service continues long after the policy is issued.

The purpose of our benefits department is to help employers build a benefits package that protects employees from the financial risk that a sickness, accident or disability can bring. We are here to act as part of an employer's human resources department to help educate, retain and attract a more productive employee workforce. Through education, knowledge and increased access, the employee population can easily access and utilize their benefits program, therefore, easing the burden on the benefits administrator

The attention given to your group helps your employees become engaged consumers, making them better stewards of the benefits program. Our service model is customized to meet the needs of both the employer and employee. We are proactive in our approach to service and deal with issues before they become a problem. Our support team is reliable, responsible and accessible and we deliver top-notch customer service and support making the benefits program easier to manage for the employer.

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Employee Benefits Package | Go»
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Employee Benefits Package

A benefits program strategically designed to meet the needs of an employee population is integral to the success and perception of the employer's benefit program. We schedule a strategic planning session with each client so we can tailor a benefits program that meets the global needs specific to the client.

When an employer group evaluates their benefits package, a few items come to mind, price and benefit level. Although price and benefits are very important, they are not the only criteria on which the decision is made. Employee perception, employee education, ease of use, depth of network, long-term strategies and overall satisfaction are important areas as well. Once a strategy is in place, we go to market and negotiate the best rates for you and your employee benefits program to provide the most value for your dollar. The implementation process of a comprehensive benefits package begins with the planning session, where we discuss the overall strategy of your plan and how we can work with your employees to educate them on the employee benefits program

We then begin the employee education and enrollment process. This process is done with on-site employee meetings along with one-on-one sessions as needed. Employee education is key to the implementation of a benefits program because problems tend to occur when someone does not truly understand how the plan works. We dedicate the time and accessibility to your group to ensure each person fully understands the program and they know whom to contact when they need help. This is where the strength of our service model comes in. We are here not only to help with the implementation and enrollment of your benefits program; we form a long-term relationship with you and your human resources department to help whenever someone needs it.


Medical Coverage

Group healthcare has become one of the most important, and most expensive, purchases employers face today. Healthcare is increasingly becoming more multifaceted, as each year, carriers introduce new plan designs and lawmakers pass legislation all geared towards reducing the cost of medical coverage. You need to know you have an industry leader helping you make informed decisions for you and your employees. We can help you access the complicated healthcare system and put together a plan that is best for you and your employees.

Many types of medical products

  • Traditional PPO & POS plans
  • Health Reimbursement Accounts
  • High Deductible Health Plans with Health Savings Accounts (HSA)
  • Self-Funded with Individual and Aggregate stop loss coverage

Medical insurance has become a very hot topic and the need for strategic planning and implementation has never been more apparent. Health care costs have been averaging double digit increases for the past 5 years and the trend looks to continue unless some considerable changes are made. New legislation has opened up the arena for Health Savings Accounts and Health Reimbursement Accounts, which help curb the medical trend thus reducing the amount of premium needed for the insurance plan. Carriers are changing the benefit levels and plan designs to help control these increases.

After consultation and strategic planning, we will make a recommendation for an employee benefits program based upon your needs and expectations. We target a three to five year plan based on the employee engagement in the benefits program. Our benefits recommendation is made with you and your employees in mind. A well-informed and motivated employee population will be able to adjust and understand a new or different benefit package as compared to a disengaged workforce. We work to ensure every employee understands the benefits program and how it works for him or her. A strategic plan and a hands on enrollment process lays the groundwork for a successful benefits package that helps the employer and the employees easily understand the benefits program


Group Ancillary Benefits

Ancillary products are an integral part of your benefits program. They help fill in the gaps where employees are exposed to risk when they encounter an unforeseen event that falls outside of the traditional major medical policy. We tailor a benefits package, which fits both the needs of you as the employer and helps protect the employees from potential risk.

Short Term and Long Term Disability Insurance
What would you do if you were in an accident or suffered from a major medical condition and could not work for 3 months? How would you continue to pay for the basic necessities for you and your family? Statistics say that nearly one in three Americans ages 35-65 will become disabled for more than 90 days. Many people buy life insurance so that if they die, their families will have a way to pay the mortgage. However, the odds of mortgage foreclosure due to disability are 16 times greater than the risk of foreclosure due to death. Short term and long term disability can alleviate the financial burden a disability can bring.

Dental Insruance
Group Dental Insurance is a very popular and well-received employee benefit that is used to add value to an employee benefits package. There are many factors that affect the health of our teeth. Some are as simple as dental hygiene. Other factors like stress, personal habits and nutrition can also play a role in the health of our teeth. Even under the best of conditions most people will be faced with dental expenses exceeding the cost of routine cleaning sooner or later.

Vision Coverage
According to research from the National Eye Institute, eye health problems affect close to half of the people in the United States, but only one of three Americans has had a comprehensive eye exam within the last year. One in four children has an undetected vision problem that can interfere with learning, according to the vision council of America. In addition, 73% of adults 18 years of age or older are wearing some form of vision correction. Vision insurance is an important part of a benefits program than can have a significant impact in an employees overall health and productivity.

Group Voluntary Worksite Benefits
Voluntary worksite benefits are becoming more and more popular additions to the employee benefits program, as they are used to help pay for expenses not covered by the core company benefits. Some examples of this are lost time due to illness, injury or accident. Voluntary worksite benefits offer payments directly to the member allowing them to choose how the money is spent. This gives them the flexibility they need to help manage the extra expenses an unforeseen condition or accident can bring.

Wellness Programs
Wellness programs are a way to proactively help manage your group's health and well being while helping to lower the overall cost of healthcare. Healthcare costs are 70% higher if the employee is depressed, 46% higher if the employee is stressed, 35% higher if the employee has high blood sugar, 21% higher if the employee is obese and 20% higher if the employee smokes. A proactive wellness program can help engage the employer in the overall health of the employee population as well as help target specific health risks and concerns of the group. This engagement helps reduce the long-term exposure that poor health has on your benefits program.