Benefits Administration the E.D. Bellis Way
The administrative burdens created under the ACA will leave thousands of businesses out of compliance and facing heavy fines beginning in 2016. E.D. Bellis has solved this problem for those ready to begin the path to compliance by utilizing our innovative technology to manage on-boarding, employee measurement, reporting and other important human resource challenges.
In conjunction with our technology partners, our organization provides customer support, carrier integration, compliance support, marketing and sales. For those interested in a demonstration, we do weekly webinar demonstrations.
Our innovative health and benefits technology delivers more bang for your buck than traditional outsourcing and ERP vendors, which require costly installation, customization and development. Our solutions are intelligent, fully automated and easily configurable to suit your specific needs.
We’ve worked hard to streamline the entire HR, benefits and payroll process to make the user experience as efficient and smooth as possible. We designs software with the “non- techie” in mind. As a result, employees, HR managers and administrators find it intuitive and easy to use.
But it’s not just about our technology. A dedicated team of knowledgeable benefits and health insurance professionals provide expert customer service and share industry insights and best practices that can help make your benefits administration work better.
Gain even more insight by creating graphs and display your additional data with dashboards. Workflow and new hire onboarding tools streamline you onboarding processes while our benchmarking tool gives you insight on industry trends using our.
- Payroll Solutions
- ACA Compliance
- Ask Emma
The Economic Impact of Benefit Administration
Can you afford not to be automated?
Total Economic Impact is a methodology developed by Forrester Research that enhances a company’s technology decision-making processes and assists vendors in communicating the value proposition of their products and services to clients. The TEI methodology helps companies demonstrate, justify, and realize the tangible value of IT initiatives to both senior management and other key business stakeholders.
Prior to the deployment of benefits automation, many organizations lack the ability to easily identify ineligible dependents or to cancel coverage for terminated employees or those who are ineligible for certain benefits. Manual data entry of enrollment data does not flag rule violations. Manual billing reconciliation processes are challenging, given the scarcity of accurate eligibility data and the “moving target” presented by numerous “retro” transactions each month. The result is overpayment of premiums. With the deployment of the benefits automation platform, clients can see immediate results of a rules-based discipline in the form of lower fully insured premium payments (or lower stop-loss premiums, claim payments, and administrative services fees in the case of self-insured companies), and more accurate payroll deductions.
→ Overpayment of premiums due to: a) data entry errors; b) eligibility errors; and c) the absence of a streamlined premium reconciliation process.
→ The need to eliminate errors inherent in faxing handwritten benefit election and change forms, and manual data entry.
→ Errors could result in denials of coverage when employees or dependents visited a care provider.
→ Vendors did not receive member information accurately or on a timely basis, and vendors often would have to manually enter data from faxed forms.
→ Lack of reliable audit and validation processes to verify coverage.
→ Excessive paper usage, with paper benefit election forms and confirmation statements.
→ Cost to print and mail benefits documentation.
→ A recognition that HR and benefits staff could be utilized for more strategic projects than data entry.
Common Pain Points
→ Development and printing and mailing of benefit enrollment booklets and paper benefit election forms.
→ Collection of paper election forms (faxed or mailed).
→ Hiring temporary contract labor for data entry.
→ Manual data entry of benefit elections into HRIS and into insurance carrier sites.
→ Running audit reports for data entry corrections.
→ HR staff fielding telephone calls from employees with questions on the forms.
→ Printing and mailing of confirmation statements.
→ Corrections of data entry errors discovered through out the year.
→ Dealing with coverage denials because of data entry errors.
→ Paying for coverage and claims for including ineligibles in plans.
→ Filing of paper forms.
The data in this study indicate that the benefit automation services have the potential to provide a good return on investment. The risk-adjusted ROI of 417%, along with a rapid payback period (breakeven point) raises confidence that the investment is likely to succeed since the risks and uncertainty that may threaten the project have been considered and quantified.