Dan Eisner, Employee Benefits Advisor: Recent Episodes
Dan Eisner
Dan’s passion is working with human resource and finance professionals that share the belief there is a better way for employee benefits and broader workforce planning strategies. While human resources is very dynamic, the industry solutions for employee benefits plans are often dated and stale. Dan partners with organizations to develop unique benefit plans solutions that are more innovative than the same old solutions used for 20+ years.
Based on his unique experience and skills as the only Chartered Professional Accountant advising on employee benefits solutions in the local market, Dan focuses on recognizing emerging trends, identifying risks, developing related mitigation strategies, and creating strategic alignment with corporate objectives.
Dan started his career in accounting but he has spent the last 20 years providing advisory services in the HR industry. Dan is also the author & instructor for the employee benefits course for the Certified Professional Accountants of BC.
Costs related to employee benefits plans continue to cause employers concerns as annual inflation rates have outpaced broader market inflation for other business costs. These annual inflation rates have outpaced many companies’ topline revenue growth and their ability to offset increases. Employee benefits plans continue to rank as the second most important component in employee’s compensation (behind only salaries). So, what are employee benefits plan sponsors to do?
Self-proclaimed “Disruptors” were promising to revolutionize the way plan sponsors provided benefits to their employees. These developments caused me to write articles that spoke to what they proposed and how that would potentially reshape the traditional employee benefits industry. As an independent advisor, I take great pride in being able to separate myself from all service providers and/or proprietary solutions and scrutinize Disruptors as they compare to more traditional insurers.
The issue of inflation continues to be significant for employee benefits, as the pressure for businesses builds to maintain these plans. Employees place a high level of value & importance on benefits when choosing an employer, choosing to stay with an employer, and employees often feel entitled to receiving them. Here's your 2022 inflation update and what it means for your employee benefits plans.
In today's podcast I answer three more questions for plan for sponsors to consider:
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Should employees be allowed to opt out of company-provided dental plans?
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Should plan sponsors change the premium rate structure by establishing couple and family rates?
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Should plan sponsors transition their dental plans to spending accounts?
On March 22, 2022 The Federal government announced a program to provide dental care for low-income Canadians. So the question I’ve been hearing from clients is whether they should amend or even terminate their Dental plan. Let me know what your thoughts are in the comments below.
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