South Coast Benefits SERVICES
We simplify the complex.
South Coast Benefits understands that navigating through the various benefit options available to your business and employees can be overwhelming. Small business owners rarely have time to investigate the multiple employee benefits options available and which are best suited for their employees. SCB can guide you and simplify your decision making process.
You’re a small business owner. You’re pulled in 100 different directions each and every day. Let us help you navigate the ever-changing world of benefits. We can help attract and retain top talent and enhance your current benefit offering with no additional cost to you. Most importantly, we provide you the opportunity to focus on what you do best, which is managing your business.
Voluntary programs allow you to offer richer benefit options to employees often without incurring higher benefits costs. Many of these options provide a benefit to employees to help pay for expenses that may not be covered by other insurance.
We’ve partnered with the top carriers in the industry to provide you with the most efficient , cost effective solution available for your staff. We will completely take the hassle off your plate, handling everything from research, education, enrollment and servicing to ensure your employees have access to the best benefits experience possible.
Voluntary benefits can be offered a number of ways:
-
Traditional voluntary plans – 100% employee-paid. Employees select benefits that best meet their needs and budget.
-
Voluntary buy-up plans – The employer pays for basic coverage, and the employee is given the option to buy up or purchase richer benefits.
-
Employer sponsored benefits – 100% employer paid. This option would allow the employer to select the benefits that best suit the needs of the organization with the cost being covered by the company.
Benefits + Employee
Engagement, Retention,
and Recruitment Stats
-
12% of businesses are happy with current levels of employee engagement (CBI)
-
Retention (72%) and recruiting (58%) were the top reasons for increasing benefits (SHRM)
-
80% of workers would keep a job with benefits rather than take one that offered more pay and no benefits (American Institute of CPA)
-
55% of employees would be somewhat likely to accept a job with lower compensation but a more robust benefits package (HR Daily Advisor)
-
79% of employees cited a competitive benefits plan as an influencer, and 77% cited cost (Wellable)
-
72% of workers are satisfied, but 60% are still looking around for a new job with higher wages (Addison Group)
-
68% of employees did not choose salary as the most important factor to inform their decisions to take or reject job opportunities (Lexington Law)
-
Almost 40% of employees chose interests and passion as the most important factor that informs their decisions to take or reject job opportunities (Lexington Law)
-
10% of employees said benefits are the most important factor that informs their decisions to take or reject job opportunities (Lexington Law)
-
45% of employees said they consider a prospective company’s work-life balance a crucial factor when researching a job (Lexington Law)
-
64% of millennials say benefits are extremely or very important to employer loyalty (Qualtrics)
-
52% of employees who aren’t satisfied with their benefits want more of a benefit they already have (Clutch)