Best Lincoln Employee Benefit Packages Near Me – Premium Lincoln NE Employee Benefit Plans Provider

Sunday, October 29, 2023 09:28 Posted by Admin
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In today’s highly competitive job market, a comprehensive employee benefits package can play an essential role in attracting and retaining top talent. But what exactly constitutes a well-rounded employee benefits’ package, and how can employers ensure they’re offering the right mix of benefits to suit their workforce? This blog post aims to provide an in-depth look at the various components of employee benefit packages Lincoln NE, as well as tips for customizing benefits to meet the unique needs of employees. Read on to discover how to optimize your employee benefits’ offering for maximum employee satisfaction and retention in Lincoln, NE.

Key Takeaways

  • Understand the components of employee benefit packages to create a tailored package.
  • Employers should be aware of eligibility criteria and offer multiple retirement plan options with employer contributions & vesting schedules.
  • Employees must regularly update personal information and reevaluate their benefit needs for successful enrollment in benefits programs.

Understanding Employee Benefit Packages

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Employee benefit packages are more than just a way to appease employees; they can offer clients service and value, improve benefit offerings, and result in FICA match savings for eligible employees. A comprehensive package encompasses:

  • Group health insurance
  • Life insurance
  • Disability insurance
  • Long-term care insurance
  • Retirement accounts
  • Tuition remission for employees and their spouses and dependent children

Employees often prefer obtaining voluntary benefit products through their employers rather than through direct sales, as it provides a sense of security and convenience.

Creating a benefits package that aligns with the needs of your employees necessitates a deep comprehension of the various components within such a package. Tailoring benefits to address your workforce’s distinct needs is likewise important. This includes exploring the legal requirements for employee benefits, as well as the implications of offering different types of benefits to full-time, temporary and part-time employees.

Components of Benefit Packages

A typical employee benefits package includes components such as health insurance, retirement plans, life insurance, disability insurance, and paid time off. Employers in the United States are legally required to provide certain benefits, including Social Security and Medicare taxes, unemployment insurance, workers’ compensation insurance, and disability insurance. Offering a robust benefits package can have a positive impact on employee satisfaction and retention. Employees with a more comprehensive benefits package are more likely to remain with their employer, as benefits such as health insurance, retirement benefits, ample paid time off, and comprehensive and meaningful benefits contribute to increased job satisfaction and help maintain top talent.

For employers striving to craft a complete and cost competitive offering, gaining complete insight into the diverse components of a complete and comprehensive employee benefits package is key. By exploring the legal requirements and the cost impact of offering different types of benefits, employers can make informed decisions about how to best structure their benefits packages to meet employee needs.

Customizing Benefits for Your Workforce

Appreciating the significance of customization is key when crafting a benefits package that genuinely aligns with your workforce’s needs. At Unified Employee Benefits, we meet one-on-one with each employee to explain our products and enroll them in the programs of their choice. By offering personalized election forms and communicating benefits in an easy-to-understand manner, we help employees feel more connected to their benefits package.

Employing strategies such as:

  • Gaining insight from employees
  • Incorporating choice into benefits options
  • Offering a range of personalized benefits
  • Involving employees in the process of designing and customizing benefits

can help create a benefits package that meets the unique needs of your workforce.

To ascertain the distinct requirements of your workforce for benefits, consider:

  • Administering employee surveys
  • Analyzing employee demographics
  • Accounting for industry-specific needs
  • Obtaining feedback from HR professionals

Eligibility and Enrollment for Benefits

In the realm of claim of employee benefits, specific benefits and the employer’s policies can influence the claim eligibility and enrollment of claim eligible others. Some common criteria for claim eligibility include:

  • Employment status
  • Hours worked
  • Length of service
  • Full-time vs. part-time status
  • Waiting periods

It’s important to understand the differences in benefit eligibility between the full time and full time part-time and both full time and part-time employees, as the full time full-time employees typically have access to a wider range of benefits, while both full time and part-time employees may face limitations in terms of available benefits.

Temporary employees generally have access to fewer benefits than regular workers. These may include:

  • Health and life insurance
  • Sick and vacation leave
  • Injury leave
  • Civil leave
  • Inclement weather leave
  • Military leave

However, certain eligible benefits such as tuition remission, administrative leave, funeral leave, and university contributions to retirement may not be available. This could be due to the eligibility criteria of those eligible for these eligible benefits. For employers aiming to establish a competitive and inclusive benefits offering for clients, it’s important to grasp the eligibility criteria for various eligible employee benefits.

Full-Time vs. Part-Time Employees

The distinction between full-time and part-time employees plays a significant role in determining benefit eligibility. Full-time employees generally work an average of at least 30 hours per week for six months, or 130 hours per month, whereas part-time employees work fewer hours for six months. Full-time employees are eligible to enroll in the NUFlex benefits program provided they have been employed for more than six months and have an FTE of 0.5 or higher for six months. On the other hand, the standard threshold of hours for an employee to be considered part-time for benefit eligibility is fewer than 30 hours per week for six months, or 130 hours per month on average for six months.

Laws regulating benefit eligibility for part-time employees do exist, such as the Affordable Care Act, which mandates employers with more than 50 full-time employees to provide eligible employees the option of having benefits. Additionally, federal, state, and local laws may require employers to offer certain benefits to part-time employees. In general, part-time employees have access to the following benefits:

  • Health insurance
  • Retirement plans
  • Paid time off
  • Tuition assistance
  • Life insurance benefits

New Employee Onboarding

New and employee benefits onboarding is pivotal in making sure new hires are knowledgeable about their eligibility and the deadlines for enrolling in employee benefits. Unfortunately, some companies make missteps in the onboarding process with respect to benefits enrollment, such as delaying the start date of onboarding until the date of employee’s due date or first day of work, initiating the onboarding process too late, or providing new or temporary hires with too much information. HR professionals are responsible for overseeing or facilitating the completion of official documents, managing new hire orientation programs, providing information about benefits options and enrollment deadlines, and coordinating with department staff to create a welcoming atmosphere.

Employers can guarantee new employees are well-versed in their benefits and able to make informed enrollment decisions by sidestepping common pitfalls and instituting a streamlined onboarding process. This not only helps to create a positive first impression but also sets the stage for a successful and satisfying employment experience.

Retirement Plan Options

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The choice of retirement plans significantly influences an employee’s financial future. Employees have a variety of retirement plan options to choose from, such as:

  • Defined benefit plans
  • Defined contribution plans
  • 401(k) plans
  • SEP plans
  • Profit-sharing plans
  • Employee stock ownership plans
  • 457 plans
  • Cash balance plans

Additionally, employer contributions to retirement plans can significantly impact an employee’s retirement savings, with employers often matching a certain percentage of employee contributions. For employees aiming to maximize their retirement savings, it’s important to comprehend the various types of retirement plans and their respective strengths and weaknesses.

Vesting schedules also play a key role in determining when an employee is eligible to receive employer contributions to their retirement plan. These schedules are designed to encourage employee loyalty and long-term commitment to the company, with employees becoming increasingly eligible to receive a greater portion of employer contributions as their tenure with the company grows.

Employer Contributions

Employer contributions to retirement plans refer to the money that employers contribute to their employees’ retirement accounts, either by matching a percentage of the employee’s contributions or by providing a set amount regardless of the employee’s contributions.

Some types of retirement plans that allow for employer contributions include:

  • Defined benefit plans
  • Defined contribution plans
  • 401(k) plans
  • SEP-IRA plans
  • SIMPLE IRA plans

These contributions can significantly enhance an employee’s retirement savings, as they provide additional funds that can help accelerate the growth of the employee’s retirement account. Furthermore, employer contributions may be tax-deferred, reducing the employee’s taxable income and potentially offering additional tax advantages.

Companies can enhance their employee benefits package, cultivate a positive and secure company culture, boost employee retirement security, and assist in the attraction and retention of top talent by contributing money to retirement plans.

Vesting Schedules

Vesting schedules are a set of regulations that establish when an employee is qualified to receive certain benefits, such as retirement benefits. These schedules outline the criteria that must be satisfied for the employee to become completely vested in the benefits, with common types of vesting schedules including cliff vesting and graded vesting. Once an employee has satisfied the requirements set by the company, they become fully vested in their associated benefits, meaning they are entitled to 100% ownership of the funds or benefits in their account.

Understanding how vesting schedules work and their impact on employee retirement benefits is essential for both employees and employers. Incorporating vesting schedules into retirement plans allows employers to promote employee loyalty and long-term commitment, while also providing clarity to employees about when they are eligible for their full benefits.

Life and Disability Insurance Coverage

Life and disability insurance coverage is a vital component of a comprehensive employee benefits package, offering financial protection in the event of an unexpected occurrence. Life insurance is designed to ensure that an employee’s beneficiaries are provided for financially in the event of their passing, while disability insurance offers income replacement if an employee is unable to work due to a disability or illness. Various types of life insurance and disability insurance policies are available, catering to the diverse needs and preferences of employees.

Providing employees with appropriate life and disability insurance coverage not only gives peace of mind but also assists in sustaining their financial stability in challenging times. Offering these insurance policies as part of an employee benefits package can play a crucial role in attracting and retaining top talent.

Types of Life Insurance

Life insurance policies come in various forms, including:

  • Term life insurance
  • Permanent life insurance (e.g. whole life insurance)
  • Universal life insurance
  • Variable life insurance
  • Final expense insurance

Each type of life insurance offers distinct benefits and drawbacks. For example, term life insurance is generally more affordable than whole life insurance but provides coverage only for a predetermined period. On the other hand, variable life insurance allows policyholders to invest the policy’s cash value in various investment funds, providing a death benefit to beneficiaries upon the policyholder’s death.

Understanding the different types of life insurance policies and their benefits is essential for employees looking to select the most suitable coverage for their needs. Providing a variety of life insurance options allows employers to accommodate the varied needs and preferences of their workforce, guaranteeing that employees have the financial protection they need.

Disability Insurance

Disability insurance plays a crucial role in protecting employees’ financial well-being by providing a portion of their income should they become ill or injured and are unable to work. It serves as a partial replacement for their income and helps to cover their financial needs during the period of disability. Disability insurance policies differ in terms of their specific terms and coverage, and it’s essential for employees to understand the various options available to them.

Incorporating disability insurance into the company and employee benefits package offers eligible employees several benefits:

  • It helps employees and their families maintain financial stability in challenging times.
  • It provides peace of mind for employees.
  • It contributes to a supportive and compassionate company culture.
  • It can be instrumental in attracting and retaining top talent.

Health and Dental Plan Options

Health and dental plan options, which are crucial components of a comprehensive employee benefits package, ensure employees can access the medical and dental care necessary for their well-being. When selecting a health insurance provider network for a business, it’s essential to consider the following factors:

  • Provider networks
  • Coverage options
  • Premiums
  • Reputation
  • Plan options
  • Employee needs
  • Consultation

Dental plan coverage typically includes preventive care, such as routine exams, cleanings, and x-rays, with some plans also covering basic procedures and more extensive dental work. Understanding the various health and dental plan options available and the factors to consider when choosing a provider network can help employers create a benefits package that meets the diverse needs of their workforce.

Employers can guarantee employees have access to the care necessary for their well-being, health and productivity by providing a variety of health and dental plan options.

Choosing a Provider Network

Selecting a provider network that meets the needs of your employees is an essential aspect of creating a competitive employee benefits package. Employers should consider factors such as:

  • Provider availability
  • Provider quality
  • Cost and affordability
  • Geographic coverage
  • Network size
  • Network management
  • Employee feedback

When selecting a healthcare provider network. Evaluating these factors can help employers find a provider network that offers the right mix of healthcare professionals, facilities, and pricing to suit their employees’ needs.

Different types of provider networks, such as HMO, PPO, and EPO, offer various advantages and disadvantages in terms of cost-effectiveness, cost, service, versatility, service,, and provider choice. By carefully weighing the pros and cons of each type of network and taking employee needs into account, employers can select a provider network that offers the optimal balance of cost, service, cost, and flexibility for their workforce.

Dental Plan Coverage

Dental plan coverage plays a significant role in maintaining the oral health and overall well-being of employees. Various types of dental plans are available to employers, including:

  • Preferred Provider Organization (PPO) plans
  • Dental Health Maintenance Organization (DHMO) plans
  • Dental Discount Plans
  • Managed Fee-for-Service Plans
  • Indemnity plans
  • Direct Reimbursement Plan (DRP)
  • Point of Service (POS) plans

Each type of dental plan offers varying coverage levels for preventive, basic, and major procedures, with preventive procedures typically covered at 100%, basic procedures covered at approximately 80%, and major procedures covered at around 50%.

Understanding the coverage offered by various dental plans can help employers select the most suitable health- options for their employees. Offering a variety of dental plan service options allows employers to ensure their workforce and clients can access the dental care necessary for maintaining oral health and overall well-being.

Navigating Benefit Changes and Life Events

Life events and evolving health needs can greatly influence an employee’s health benefit requirements. It’s essential for employees to keep their health benefits packages up-to-date complete with personal information to ensure:

  • Compliance
  • Personalized services
  • Attracting and retaining employees
  • Promoting health and well-being
  • Facilitating communication and access

Navigating benefit changes and life events, such as becoming children, updating personal information and reevaluating benefit needs, is crucial for both employees and employers to ensure that benefit packages remain relevant and cost effective.

As life events occur and needs change, employees may find it necessary to reassess their benefit packages and make required adjustments. Employers can support this process by offering additional benefits, such as flexible spending accounts, health savings accounts, and dependent care assistance programs, as well as modifying existing benefits to better suit the needs of their employees.

Updating Personal Information

Maintaining up-to-date personal information is essential for accurate benefit administration, ensuring that eligible employees receive the coverage they are entitled to. To update their personal information for benefits administration, eligible employees must:

  1. Log into their account or portal
  2. Navigate to the personal information section
  3. Update their contact information
  4. Update their dependent information
  5. Update their employment status
  6. Update their health information
  7. Update their beneficiary designations as needed.

On an annual basis, employees should revisit and update their personal information, including their ID card details, pertinent to employee benefits. By keeping personal information and id card, current, employees can ensure that their benefits are properly managed, and employers can more effectively tailor their benefits offerings to the unique needs of their workforce.

Reevaluating Benefit Needs

Reevaluating benefit needs is essential for employees to ensure that their benefit packages remain relevant and effective in the face of life events and changing needs. Employers can support this process by offering additional benefits, such as flexible spending accounts, health savings accounts, and dependent care assistance programs, to new employees, as well as modifying existing benefits to better suit the needs of their new employees.

In response to life events and shifting circumstances, employees and companies should regularly reassess their benefit needs and make any necessary, temporary adjustments to their benefit packages. By doing so, employees and companies can ensure that they continue to receive the coverage and support they need to maintain their well-being and financial stability.


In conclusion, a comprehensive employee benefits package plays a crucial role in attracting and retaining top talent, fostering a positive company culture, and promoting employee well-being. By understanding the various components of employee benefit packages, customizing benefits to meet the unique needs of employees, and effectively managing benefit changes and life events, employers can create a competitive and inclusive employee benefits’ offering that supports the long-term success of both their employees and their organization.

Frequently Asked Questions

What is a standard benefit packages for employees?

Employee benefit packages typically include health care coverage, retirement benefits, and paid time off, in addition to required federal law coverage like COBRA, FMLA, and minimum wage standards. Some states also mandate additional coverage including disability, workers comp, and leave.

What are the 4 major types of employee benefits?

The four major types of employee benefits include medical, insurance, paid time off, and retirement. Additionally, there are a few nontraditional benefits that can enhance company culture and boost employee engagement and retention.

How do I set up employee benefits?

Set up employee benefits by identifying your organization’s benefits objectives, mission and budget, conducting a needs assessment, choosing a top service provider, developing internal benefits policy, using benefits technology, communicating with employees, and seeking feedback.

What is the role of employer contributions in retirement plans?

Employer contributions to retirement plans can help employees increase their savings by either matching or providing a set amount of additional funds, accelerating the growth of their retirement accounts.

What types of life insurance policies are available?

There are a variety of life insurance policies available, including term, permanent, universal, variable, and final expense.

Written by Todd Taylor

Todd Taylor

Todd Taylor oversees most of the marketing and client administration for the agency with help of an incredible team. Todd is a seasoned benefits insurance broker with over 35 years of industry experience. As the Founder and CEO of Taylor Benefits Insurance Agency, Inc., he provides strategic consultations and high-quality support to ensure his clients’ competitive position in the market.

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