Kelly: Welcome to “Simply put”. I’m Kelly from Guardian, here to answer your questions about Voluntary Benefits—in terms we all can understand.
Today we’re joined once again by Denise who runs her own business in Naperville, Illinois. Denise, what’s on your mind?
VIDEO: Cut to Denise sitting at her home office.
Denise: Kelly, good to see you again. So we’re hiring, and it’s tough attracting new talent. Our business just can’t afford the high-priced extra benefits other companies give away.
VIDEO: Cut back to Kelly, still in his studio. Suddenly a disco ball has appeared overhead, with lights dancing around the room.
Kelly: Ahhhh. It sounds like a case of the ol’ “Bright Shiny Object” Syndrome. You know Denise, you should realize most companies don’t give away their benefits—they share those costs with the employees.
Denise: Really? (She puts on a pair of sunglasses.)
Kelly: That’s right. And, well, simply put, offering Voluntary Benefits will cost your employees just a couple dollars a day per product. In fact, you as the employer can do it without increasing costs.
Denise: But money is money. Will my employees even want those benefits?
Kelly: Well, employees really appreciate having the option. Offering your employees benefits—like Dental, Vision, Life, Disability, Accident, and Critical Illness insurance—really complement their medical benefits. And it shows prospective hires that you care about their overall health and wellbeing.
And, for all your employees, it can really help with things like deductibles and co-insurance, or unexpected costs that might not be covered by their health insurance. Like diagnostic paying for tutoring if a child misses school—or even helping out with rent.
Denise: (Now dancing in her seat) What you’re saying is…having options is a good thing. Soooo…why not offer voluntary benefits and invite everyone to the dance?
Kelly: Boogie on, Denise. Boogie on.
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