Students are required to post their primary response (200 word minimum. Students will respond to at least 2 other postings (150 words
minimum each).

Benefits are a critical element in recruiting, retaining, and motivating employees,
yet they can be pretty expensive. Discuss ways in which employers can control the
cost of these pricey employment benefits. Don’t be afraid to “think outside the box.”

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Benefits do indeed play a critical role in the recruiting, retaining, and motivating of employees. So, they are completely necessary in any organization. However, in relation to this topic of discussion, it is very important that employers attempt to control the costs of these employment benefits because in most organizations this is not generally a significant area of allotted funds. First, one valuable strategy to try to control employee benefit costs is to implement wellness initiatives. These help reduce health care costs and increase overall productivity with efforts to improve the overall health of employees, according to Bezler (2020). Health assessments and on-site fitness centers are two common strategies that can be used to implement these wellness initiatives. Moving noncore benefits to employee-paid voluntary benefits is another method mentioned by Bezler to cut benefits costs. The use of voluntary benefits gives employees access to more choices on benefits that can possibly meet their family needs and provide more affordable coverage. This method also helps employees in paying for some increased costs that come with higher-deductible health plans, and voluntary benefits do not add any direct costs to an organization’s budget. There are more valuable strategies that can be used to cut costs of the pricey employment benefits, but a combination of the two mentioned above would likely be a great start for any organization.
“5 Ways to Control Your Employee Benefits Costs.” Bezler, J. (2020). Retrieved from:


According to a recent survey, by the National Business Group on Health, health care costs are expected to rise approximately 5% in 2020 at an average of $15,375/year per employee (Mercado, 2019). Both employee and employer are sharing this burden in increased rates, with the employee bearing approx. $4500 of this total (Mercado, 2019). Many large organizations have switched from PPO (preferred provider organizations) to HDHP (high deductible health plans) to help offset the rising cost of healthcare. These particular plans are typically accompanied by HSA (health savings accounts) in which an employee can make tax free contributions from their paychecks (Simon, 2019). These accounts are not only tax free but interest free and belong to the employee (Simon, 2019). HDHP’s are less expensive for employers because they come with lower premium costs and more of the healthcare cost is placed on the employee (Simon, 2019). This can also be advantageous for employees if they are young and relatively healthy (Simon, 2019). They are not paying premiums for services that they are not utilizing. However, employees that suffer from chronic conditions and frequent health care needs are better served by higher premium, lower deductible PPO plans (Simon, 2019). I believe, as an employer, offering your workforce both options is the best method. It allows you to educate the young and healthy on the advantages of HDHP plans and how both can save in the long run as well as the safety of the PPO plans to those that may need more frequent health care. Organizations are being challenged to find new ways to lower health care costs as we continue to face this upward climb in health care expense. Promoting wellness plans to advocate healthy lifestyles is another idea that organizations are deploying. Smoking cessation programs, premium discounts for annual physical examinations, and exercise challenges are just a few of them.
Mercado, D. (2019, September 26). Your health insurance costs are about to go up in 2020. Retrieved January 20, 2020, from
Simon, J. (2019, July 24). HAS vs. PPO – All You Need to Know. Retrieved January 20, 2020, from

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