Are Your Clients Behind in Their Retirement Plan Timeline?
Defined contribution as it applies to the overall benefit plan designPress Release added by Philip Eide on January 10, 2012
BenefitPlace.biz - BPTradeshow.com

Philip Eide

Shaker Heights, OH

Joined: December 12, 2010
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.   
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