Below in an excerpt from the article A "Good" Strategy for Long-Term-Care Benefits outlining some additional enrollment suggestions:
Once the company has a LTC benefit in place, the next step to tackle, Slome says, is the way you communicate the advantages of such insurance -- which often is associated with scare-tactic marketing, beginning with the enormous costs of nursing home care.
"Long-term care does not equal nursing-home coverage," Slome says. "Long-term-care insurance is nursing-home-avoidance insurance. It allows you to stay at home when you need assistance."
Sypniewski says HR executives should start the LTC enrollment process by offering caregiver workshops first. He also recommends that sometimes employers will need to subdivide employee meetings based upon income levels.
Companies can provide the same information packets to all employees, but tailor group meetings toward what is most reasonable for specific worker demographics... "There is nothing worse than having an employee get excited about a benefit and then presenting a program he can't afford," he says.
His final piece of advice for employers is to provide some level of base benefit.
"An employer contribution of $5 to $10 per employee each month can bring enrollment rates of 25 percent to 60 percent," Sypniewski says, compared to an industry rate -- without employer contributions -- of 5 percent to 7 percent.
To read the entire article follow this link: http://www.hreonline.com/HRE/story.jsp?storyId=533347417
