Compensation Solutions Blog
Human Resources Outsourcing (HRO – PEO – ASO – Payroll – Agency)

Employee Volunteer Programs

Employee volunteerism is not a new concept. More

and more companies are recognizing the value that

providing service opportunities to employees brings

to the company, the employees themselves and, of

course, communities across the globe.

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What is an Employee Volunteer Program (EVP)?

An Employee Volunteer Program (EVP) is defined as a planned, managed effort that

seeks to motivate and enable employees to effectively serve community needs through the

leadership of the employer. EVPs, also called workplace volunteer programs or employer supported

volunteer programs, are typically one component of a company’s corporate social

responsibility (CSR) program, community engagement program (CEP), or other program

that addresses the company’s involvement in societal causes.

 

Why are EVP programs important?

Gone are the days when employee volunteerism was thought of as fluff, an afterthought, or a

nice gesture. Research shows that employee volunteerism has many advantages including:

• Improves corporate image and relations with stakeholders through positioning as a leader

in giving back at the local and national level.

• Develops and enhances employees’ professional and leadership skills.

• Supports specific business functions, most often in the areas of human resources and external relations.

In recent years we’ve seen a steady rise in the quantity and scale of corporate volunteer programs in the U.S. After gaining considerable momentum during the global recession as a fiscally responsible way for companies to supplement and expand upon their existing community giving initiatives, employee volunteerism has become a mainstream business practice. According to the Committee Encouraging Corporate Philanthropy, in 2012 70 percent of companies enabled employees to volunteer with nonprofit organizations during paid working hours. This represents a 17 percent jump since 2007, prior to the recession.

As the economy recovers, we might expect companies to revert back to conventional giving strategies that are easier to coordinate and execute. But in fact the opposite is happening: employee volunteerism is becoming more prevalent. Why? Because it’s a mutually beneficial and sustainable option for companies, nonprofit organizations, individual employees and most importantly, those in need.

Employee volunteerism is an effective way for companies to get involved in local communities, build relationships, support recruitment and retention, and strengthen their internal culture. Deloitte’s volunteerism survey found that most HR executives believe volunteerism has a positive impact on an organization’s reputation, and that it’s both valued by and benefits employees. According to a study from Net Impact and Rutgers University, employees who say they have an opportunity to make a direct social and environmental impact at work report higher satisfaction levels than those who don’t, by a two-to-one ratio.

Companies that are considering launching skills-based volunteerism programs should consider a few best practices: support multiple causes that align with the company’s business objectives and employee interests to broaden the scope of impact; keep projects going year-round with the same nonprofit partners to build strong alliances; and quantify the dollar value of employee efforts to support communication with internal and external stakeholders.

Employee engagement is central to this effort, and there’s also increasing evidence that corporate volunteerism programs can benefit employees on a personal level. According to a United Health Group study, three-quarters of people who reported volunteering in the past 12 months said that doing so made them feel physically healthier. And there’s an even stronger connection between volunteering and mental/emotional health. Volunteers score higher than non-volunteers on nine established measures of emotional wellbeing including personal independence, capacity for rich interpersonal relationships and overall satisfaction with their lives.

 

Check out Compensation Solutions Employees Volunteering with Habitat for Humanity Paterson  http://blog.csihro.com/index.php/2014/10/09/habitat-for-humanity-paterson/

Volunteer statistics

Attracting Quality Candidates

Attracting Quality Candidates to Your Company

quality candidates

You need skilled, dedicated employees to build your business. How do you attract the human capital that will position your business for growth and success?

In many ways, it’s about presenting your business so that candidates will get excited and enthusiastic at the prospect of working for your company. Of course, offering competitive compensation and benefits is always important, but there is much more to the art of positioning your company as the best choice for your top candidates. The following are additional factors that will enhance your company’s attractiveness:

Compensation/Benefits Package

  • Competitive salary
  • Bonus/incentive compensation
  • Health care and life insurance benefits
  • Tax-saving retirement plans, i.e. 401(k)
  • Other types of benefits such as childcare assistance and gym membership

Note: When making decisions regarding compensation, it is important to consider whether the employee will be exempt or non-exempt under the federal Fair Labor Standards Act (FLSA). Non-exempt employees are entitled to certain protections (including minimum wage and overtime pay) under the FLSA.

Position-Related Benefits

  • Flexible work arrangements
  • Telecommuting
  • Location and position match to candidate’s individual needs
  • Career-enhancing courses
  • Certifications
  • Career growth and potential
  • Positive, well-known company brand
  • Industry-recognized, successful company
  • Friendly, organized workplace environment
  • Company culture
  • Values and environment
  • Straightforward, friendly, professional interview process
  • Evaluate your competition in the area and strategically plan to offer a package of benefits that will enable you to attract the best talent

Support and Training

  • Career-enhancing courses
  • Certifications
  • Career growth and potential

Company Brand

  • Positive, well-known company brand
  • Industry-recognized, successful company

Company Environment

  • Friendly, organized workplace environment
  • Company culture
  • Values and environment

Interview Process

  • Straightforward, friendly, professional interview process

Competitive Analysis

  • Evaluate your competition in the area and strategically plan to offer a package of benefits that will enable you to attract the best talent

 

Employee Recruiting Success

The key to successful recruiting of new employees is the development of a systematic process for developing job descriptions, generating a pool of candidates and selecting the right candidate. The following are the major steps involved:

  • Develop a job analysis to identify skills, knowledge and abilities for each position.
  • Create your job description and selection criteria based on the most current information available and modify when necessary.
  • Develop your recruitment plan in terms of promoting the job opening and generating a pool of candidates.
  • Develop a process for interviewing candidates.
  • Create a process for selecting the best candidates.
  • Before recruiting, consider the possibility of how to accomplish the work without adding staff. Areas to consider include: improve efficiency and divide or allocate additional responsibilities to existing staff.
  • Organize a planning meeting with the hiring manager or relevant staff to determine needs, timeline and any other recruitment issues.
  • Decide whether your budget will allow for the hiring of a new employee to fill the position.
  • Develop job criteria to help you in the selection process; try to stay within 6-8 criteria.
  • Consider structuring an interview, i.e., develop a set group of questions and determine the best answers with specific scoring before the interview process begins.
  • Base your evaluation of candidates more on skills and job knowledge rather than personality. Many times, skills are the critical factors that consistently predict job success.
  • Be sure to avoid any discriminatory inquiries or statements during the interviewing/recruitment process.

Tips for Recruitment Success

  • Before recruiting, consider the possibility of how to accomplish the work without adding staff. Areas to consider include: improve efficiency and divide or allocate additional responsibilities to existing staff.
  • Organize a planning meeting with the hiring manager or relevant staff to determine needs, timeline and any other recruitment issues.
  • Decide whether your budget will allow for the hiring of a new employee to fill the position.
  • Develop job criteria to help you in the selection process; try to stay within 6-8 criteria.
  • Consider structuring an interview, i.e., develop a set group of questions and determine the best answers with specific scoring before the interview process begins.
  • Base your evaluation of candidates more on skills and job knowledge rather than personality. Many times, skills are the critical factors that consistently predict job success.
  • Be sure to avoid any discriminatory inquiries or statements during the interviewing/recruitment process.

Motivating Employees

employee motivation

Successfully motivating your employees will help you achieve and maintain business goals. Ultimately, you want to create an environment that allows your employees to meet or exceed expectations, do their best and feel valued. While employees are clearly motivated by tangible rewards such as salary and promotion, there are more intangible factors such as mentoring, personal and professional growth and the ability to work on independent projects.

Motivational Drivers

We are all individuals with different needs and aspirations, so what motivates one employee may not motivate another.

Creating a work environment which includes a range of motivators can result in improved performance as well as increased retention and enthusiasm for the company.

The following is a brief summary of different motivators:

  • Opportunities for promotion
  • Giving employees the freedom to work independently
  • Challenging and satisfying projects
  • Personal and professional growth – training and professional development
  • Status/power which can be represented in a job title
  • Responsibility and trust by allowing employees to work without unnecessary supervision
  • Promoting the building of relationships with colleagues and customers
  • Recognition of employees’ performance and contribution
  • Financial rewards and incentives

How to Motivate Your Employees

These strategies may motivate your employees to contribute to your businesses performance:

  • When the jobs are more challenging and interesting, employees may find they feel more accomplished and satisfied.
  • Consider lateral moves if you can’t promote employees. Many times, people like to do different jobs to build their skills and knowledge.
  • Get to know your employees–learn about their interests and what is important to them.
  • Recognize employees’ efforts and achievements by personally thanking them for a job well done.
  • Publicly recognize your employees by highlighting achievements at meetings, and on the company intranet.
  • Create opportunities for social interaction such as a company sports team.

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What Is Effective Workplace Communication?

What is Effective Workplace Communication?

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Advances in technological communication stymie an individual’s ability to connect on a personal level with co-workers and present barriers because they remove much of the necessary information, such as body language, speaking cadence and tone. Effective workplace communication is based on interpersonal, professional relationships that are developed through a keen awareness of courtesy, attentive listening, active participation and situation appropriate body language.

Identifying Workplace Communication Obstacles

The most common workplace communication barriers are non-attentive listening, interrupting others, inappropriate reaction, jumping to conclusions, failure to recognize body language synchronicity and gender differences. The first four barriers are self explanatory, not listening, acting disproportionately to a situation or information, and making a judgment before having all the information. Most persons are aware these are negative actions in the workplace. However, the last two are more subtle.

To be more effective in your workplace communication, you must be conscious of how you are presenting yourself. For instance, body language synchronicity means having your actions match your words and tone. In addition, recognizing and accepting that women and men communicate differently; women gesticulate more to demonstrate what they are saying and use more words then men when communicating.

Networking And Personal Contact

Networking in your workplace is essential to effective communication. You should attempt to speak with co-workers not in your department as often as possible to learn more about the company. This will in turn, make you more interesting and reflect to your manager or supervisor that you are professionally invested in the company. Moreover, it will allow you to expand you’re ability to communicate outside your department’s jargon.

Attitude And Demeanor

Your attitude and demeanor should be courteous, clear and consistent. Being courteous gives others the impression that you care and have an investment in the professional relationship. When asking a co-worker for advice or assistance, use the phrase “would you please” rather than just “please” and always show gratitude to promote rapport and convey parity.

Asking follow up questions such as “Have I explained this clearly?” instead of “Do you understand” builds trust and reflects consistency in parity and rapport. This also helps to foster clarity, lessening miscommunication.

Active Participation

Conversations should be a fluid volley between participants—each allowing the other to make a statement, observation, or ask a question without interruption or negative reaction. Have something interesting to say besides work related topics. You can read your local newspaper in the morning to help gain an understanding of what is occurring outside the workplace. For conversations that are work related, read trade or industry publications to stay informed and up-to-date. Effective communication is not only about listening; it is about being able to bring an interesting or informed opinion to the conversation.

Etiquette And Technology

According to a study conducted by the Interactive Advertising Bureau, more than 70 percent of mobile phone users use text messaging and 95 percent of text messages are opened, while only 25 percent of email messages are opened. Moreover, co-workers will actually email one another rather than engaging in direct conversation when situated right next to or adjacent to one another. This causes a significant obstacle in workplace communication and using less of these mediums to communicate will foster more effective communication.

Body Language

Body language is perhaps the biggest part of effective workplace communication because of its “tells”—gestures and facial expressions tell the listener what you are thinking or what your attitude is regardless of what you are verbalizing. If you find a new policy unfair, when your superior asks your opinion, irregardless of what words you choose to use, your body language will reveal your true feelings. Such as shaking your head “no” when you say that you completely agree with the new policy or crossing your arms while giving your approval; both gestures will say “I don’t like the new policy” while your lips are saying, “Fine by me”.

communication

 

In Charge: Susan Molosh, President of Compensation Solutions

In charge: Susan Molosh, president of Compensation Solutions

Susan Marie Article
Susan Molosh of Compensation Solutions Inc., a human resources firm.

* A Wayne company president talks about modern management

As the president of Compensation Solutions Inc., a human resources outsourcing firm in Wayne, Susan Molosh, 54, has spent more than a decade helping companies tackle the complexities of people management. Molosh, who leads some 50 employees, recently shared wisdom about her rise to the top, the challenges facing HR professionals in general, and what happens when new government regulations meet business realities.

Q. Before you became president of Compensation Solutions, you were a division head at the company and, prior to that, you worked in payroll there. What advice do you have for someone seeking to advance to the top leadership position within his company?

I would say be a good team player, always. The best way to advance in the company is to be willing and able to roll up your sleeves and jump in any capacity even if it’s outside of your department, to be willing to step in and help out and be a good team player.

Q. What would you say was your biggest mistake when you started running the business? What did you learn from it?

Probably the biggest mistake was thinking that everybody could be a client. I think there are some businesses that just really don’t fit, and you’ve got to learn that the hard way.

Q. What do you mean by “the hard way”?

Just by taking on a challenge of a client that really wasn’t buying into all that we provided and the challenges that caused and the pressure that put on the group here to try to accommodate the needs of a client that were very unrealistic. The expectations were unrealistic.

It’s an important thing to learn early on so you don’t kill yourself bending over backwards for ultimately no gain. The ability to identify those that are really not right early on is a good thing to be able to do.

Q. How do you attract clients? Is it mainly through word-of-mouth or do you market your services?

We do a little bit of marketing but it is almost entirely word-of-mouth. Most of our referrals are organic. They come from our clients, and my favorite source of referrals is we actually get referrals from employees, just work site employees that were in our program when they worked for a particular employer. Then they move on to another opportunity and, when they get to that new opportunity, they realize what it’s like not to have CSI supporting them. Then they’ll suggest to the business owner that they took a look at hiring us. You don’t get anything better than that.

Q. What’s the size of the businesses that you serve? Is there a sweet spot with respect to employee head count?

We look at from about 10 to 12 employees is the smallest, up to about 500 is the largest — not to say that we never take on clients larger than that, because we certainly do, but that’s where we target. I would say the sweet spot is 35 to 60 worksite employees, that’s the area where it’s starting to be a lot of work for the employer — the people management part of it.

No business owner goes into business to be an employer. That happens because they’re in business, they wind up having to be an employer because they need employees … but that’s not the reason they open their business.

[For companies with more than 500 employees] the employer normally has the wherewithal and it makes sense to hire a high-level director of HR and maybe a couple of people under that person to just handle it inside. It’s cost-effective to have an HR director and maybe one or two people under that.

Q. How do changing government regulations affect your clients?

Certainly the ACA [Affordable Care Act] has caused a lot of employers to have an enormous amount of complexity in their operations, so trying to stay on top of that, it certainly makes a lot more sense now for businesses to be joining a PEO [Professional Employer Organization] to help them through the minefield of ACA. … When the government puts on restrictions on paid time off, that’s another one. There’s a couple of towns or cities in New Jersey that have passed required sick-time pay, so you have employers who weren’t offering any sick time — now they have to offer sick-time pay to employees with no systems in place to track it. … The government does a lot to employers. There’s really a lot of rules, regulations that are imposed on employers without any real care or thought into what the effect is going to be on the business owner to try and manage all of that.

Q. What’s been the most surprising human resources challenge you’ve come across?

We help employers not to become victims of the moral hazard that exists, so I guess you could say that I’m surprised by the degree of need there is for that. That is a big part of what we’re doing every day here to make sure employers are documenting everything correctly so they don’t find themselves at the end of a frivolous lawsuit.

Q. What do you anticipate to be the biggest challenges human resources professionals will face in the future?

I think that the ever-changing and really difficult compliance pieces that the government is imposing on businesses and, of course, the ACA.  The ACA falls into HR because there are so many moving pieces to it, even though it has directly to do with health insurance, it really touches all aspects of business. It affects who’s part time, who’s full time, what the definition of part time and full time is, temporary; how do you count people who are out on leave, so it really all is wrapped around HR. Nothing is going to even come close to that as challenges of business owners. I guess there was an assumption that ACA would be something that brokers, benefit agencies, insurance agencies would be dealing with, but really it is something going to fall on HR professionals.

Q. What would surprise most people to learn about the business owners you serve?

You hear a lot on the news about employers being the bad guy, basically, especially the big companies. Employers make a lot of sacrifices. We’ll be running payroll here and our employers always make sure their employees are paid, always, without exception. They make sure their employees are paid even if it means they don’t take a paycheck that week or maybe for a month. It’s been my experience at least with our clients, they do the right thing. Of course, that could be partially because we partner with the best. We really do partner with good employers. … They do want to run their businesses, they certainly want to run them for profit, but they also want to make sure that their employees are taken care of.

 

Article originally Published March 1st, 2015 By Alice Gomstyn, The Record.
http://www.northjersey.com/news/business/challenges-facing-hr-from-inside-and-out-1.1280430?page=all

Help Your Staff Manage Stress

Four tips for employers to help staff manage stresswork stress

As more workers seek help coping with problems at work and home, an employee assistance provider offers some timely advice

There has been a “staggering” increase in the number of calls made to its employee assistance programs over the past four years, says an executive with a company that provides such programs to employers.

A global provider of EAP programs, says there has been a 50-per-cent increase in usage of its programs since 2010. Employees are calling for help to deal with a variety of stressful situations, everything from coping with increasing workloads to help finding daycare spots to financial planning assistance.

People are simply under more pressure today than ever before

“Stress levels in this world are just going to get more complex.”

More people are juggling caring for their aging parents and young children, they’re always on call with work because of mobile technology, and the financial crisis has left many with their finances in disarray, so many have turned to whatever resources are at their disposal to help them cope

A distracted and stressed employee is not going to be the most productive employee. The Globe’s Your Life at Work Survey1, to which more than 4,000 have responded so far, found that workers with strong coping skills – those who felt able to deal well with the stress of their life and work – also consider themselves productive employees, putting in 80 percent or more effort into their work every day.

However, those who reported that they were less productive – putting in 70 percent or less effort into their work every day – were far less likely to say they had strong coping skills.

The survey found that 3 percent of respondents said their stress has hit the “losing it” level, 39 percent said they are “frustrated,” 49 percent consider themselves “OK,” and 9 percent say they are “happy.”

So what can an employer do to help their employees cope with the stress of work and life? offered the following suggestions:

1. Make people aware of their benefits

People need to know that “they can pick up the phone and get help” through their employee assistance plan, he said. They also need to know that most plans are available to the worker’s spouse and children if they are also facing issues for which they need professional help.

Many assistance plans offer a variety of ways to contact them. Aside from a 1-800 phone line, most can be reached by text message, online chat or e-mail. That helps workers in open-concept offices who have little privacy for conversations while at work. They can go online and have a quick chat session with a counsellor to explain their problem and arrange a time for an appointment later. Or they can get an answer to a quick question without having to draw attention to themselves

 

2. Teach managers to help

Managers are in a tough bind. They may see clearly that an employee is struggling, but need them to be productive and may not want to address a potentially personal issue with staff at work.

Many EAP programs have counsellors who can give advice to managers when they see that a staff member is struggling, helping them to approach a worker in an appropriate way, and can recommend resources to help out the colleague.

3. Create a resilient organization

If you give your staff the coping skills they need to manage work and stress, then you can prevent some staff from feeling overwhelmed.

Resilency training teaches employees strategies to help them deal with change, manage the integration of their work and life, and manage their time better. The courses also promote healthful eating and exercise.

“Putting that together makes them more resilient”.

Some practical strategies include teaching staff to check e-mail infrequently so they’re not sidetracked, and limiting multitasking so workers focus on one thing at a time instead of splitting their attention, which can make them less efficient, more anxious and stressed.

Employers can also encourage staff to get more exercise. Many employers are integrating exercise into the day, some by giving out pedometers and then running contests to see which department took the most steps each week.

4. Reach out at key times

Stress often results from key milestones in a worker’s life: moving up at work, getting married, having kids, finding day care, dealing with teenagers, handling finances, buying a house, dealing with a divorce, managing elder care, or dealing with a death or illness in the family.

Some companies have created information packages based on key events in people’s lives that can be mailed to the home of an employee in advance of, for example, a child being born.

“You can sort of head off someone needing to call an EAP,” by providing them with information to help them manage the change in their lives.

The key is to help workers manage so that their stress levels don’t cause them health issues, which hurts both them and their employer, There is a cost to these programs but if the program prevents a worker from being off work, “that pays for it,” he said.

 

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10 Safe Work Habits

work safety

 

When it comes to on-the-job safety you need to think about how as well as what you’re doing. How to do a job safely involves

10 essential behaviors:

1. Identify hazards before you begin. Consider the work area and the materials, tools, and equipment you need to use.

2. Wear assigned personal protective equipment. Inspect it before you put it on to make sure it’s in good working order.

3. Read all necessary explanatory information, such as instruction manuals, materials safety data sheets, etc.

4. Ask questions. Never start a job unless you’re sure you know what to do and how to do it safely!

5. Inspect tools and equipment before you use them to make sure they are in safe condition. Report any equipment that isn’t working properly.

6. Avoid distractions. Focus on what you’re doing and keep alert for problems while you work.

7. Watch out for co-workers. Be aware of where they are and what they are doing to avoid injuring them or being injured by them.

8. Follow all safety rules and procedures. Never take shortcuts!

9. Report hazards you can’t eliminate or control. Talk to your supervisor right away. Never ignore a potentially dangerous situation.

10. Clean up after yourself when you’re finished working. Return every item to its proper place.

Managing Holiday Stress

Holiday stress 1

The holiday season can be a time of joy, but it can also be hectic and stressful. Use these nine tips to calm the pressure.

Most children wait eagerly for the holidays to arrive. Adults often have more mixed feelings. For them, the holidays mean increased stress: dashing to decorate the house, elbowing through crowds at the mall, and fretting about the right gift or how to pay for it.

Relax. Don’t let stress suck the joy out of your holiday season. These tips can help you keep stress under control so your holidays can be merry and bright.

  1. Create a game plan. Spend a little time up front getting organized. Make a list of what you need to buy. Try to shop ahead of time, before things are picked over and you’re under pressure. If you’ll be cooking, plan your menu. Think whether some items could be prepared ahead and frozen or refrigerated.
  2. Make a budget and stick to it. Money is one of the major stressors during the holidays. Don’t dig yourself into a hole by overspending. A thoughtful gift doesn’t have to be expensive. If money is tight, suggest a family gift exchange with a spending limit.
  3. Accept reality. Guests may arrive late. Your mother may get on your nerves. The turkey may be dry. Real life isn’t a holiday special. Don’t expect perfect decorations, a perfect meal, or perfect people. Try to go with the flow and enjoy what you have.
  4. Beware of unhealthy stress relievers. Holiday stress causes some people to fall into bad habits such as smoking, drinking, or eating too much. Think about any unhealthy habits you’re prone to and better ways to handle stress.
  5. Create new traditions. Stressed out by the usual festivities? Try something different. Instead of cooking a huge meal on your own, make it a potluck. Ask adults to bring gag gifts or have a “white elephant” or used book gift exchange. Attend a local holiday concert, walk the neighborhood to look at holiday lights, or go sledding.
  6. Make time for your health. In the holiday rush, don’t let your well-being fall by the wayside. Try to stay on your normal sleep schedule and get regular exercise. If you can’t find a 30-minute chunk of time for exercise, break it up into three 10-minute sessions spread through the day.
  7. Watch out for caffeine and alcohol. Caffeine can raise your stress and interfere with sleep. Alcoholic drinks contain lots of calories, and drinking too much may make you feel depressed. Instead, drink plenty of water or try herb tea or seltzer.
  8. Give yourself a break. In the midst of doing things for others, it’s easy to forget to take care of ourselves. If you feel stress building up, get away for a few minutes. Find a quiet corner and do some deep breathing, listen to calming music, or just sit. Or throw on a coat and slip outside for a walk.
  9. Enjoy! The holidays are supposed to be a time of joy and togetherness. In the flurry of the holidays, we sometimes forget what we’re celebrating. Remember to savor the time with people you love.

 

Reaching out
When stress is getting to you, get by with a little help from your friends. Connecting, even briefly, with a close pal or loved one may help you weather a trying moment. However, if you feel you often have trouble coping emotionally, talk with your doctor. He or she may refer you to a mental health professional for help.*
*Check your benefits plan to see what services may be covered.

Federal Market Place Open Until February 15th, 2015

healthcare.gov

The federal marketplace is now officially open.From now until February 15th 2015 , Healthcare.Gov  is having their open enrollment for the 2015 plan year. If you are considering applying for individual or family coverage, please visit the offical website to look over your plan options. Remember the deadline is fast approaching so dont miss out on this once a year opportunity (outside of a qualifying event) to enroll. If you need assistance, please follow the drop down selections on the Healthcare.gov home page.

 

You can see plans and prices, before you enroll. It is extremely user friendly.

  • Select see plans and prices
  • Enter your zip code
  • Enter you annual income
  • Enter your age and the ages of any other member in your family you are seeking coverage for.

 

After you enter all information multiple plan options will come up for you to compare. You can compare the multiple options to see which will be the best choice for you or your family.

healthcare.gov3

If you have any questions or need further asssitance, Healthcare.gov home page has links to find resources near you for assistance .

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Medicare Open Enrollment- Until December 7th 2014

medicare

 

From now until December 7th 2014, Medicare.Gov is having their open enrollment for the 2015 plan year. If you are considering applying for medicare or changing your coverage, please visit the offical website to look over your plan options. Remember the deadline is fast approaching so dont miss out on this once a year opportunity (outside of your eligibility period) to enroll. If you need assistance, please follow the drop down selections on the Medicare.gov home page.

medicare2