We, BenefitPlace.biz & BPTradeShow.com, are about to start a series of discussions on the utilization of Defined Contribution (Def Con) Plans - as they apply to Employers and Brokers providing benefits in general to Employees. This is a refined and updated version of what was once referred to as a "Full Flex" Plan.
Much like when Def Con was applied to Retirement Plans replacing Defined Benefit Plans, Def Con for benefits in general - including Health Coverage, Dental, Vision, Disability, Voluntary Benefits, etc. - can and will control costs, increase consumerism, and take the Employer out of the benefits decision-making process. As will be demonstrated, this can be accomplished without a negative impact, real or perceived to the Employees.
These discussions will include the: Pros & Cons; Financial Ramifications; Processes for Implementing; and Value to the Employers (especially HR & CFO); Employees; Brokers; TPAs; and more.
It should be noted that the value of Def Con is not directly impacted by Obamacare/PPACA. In addition, Def Con can assist Brokers in a transition to a partially "Fee Based" model.
We will be sharing these discussions on Google+; our Linkedin Group, Insurance Forum - http://linkedin.com/groups?about=&gid=2762200; ProducersWeb, Insurance Campus and other Social Media.
Please pass this along to associates and contacts in the Insurance & Benefits Industries.