Businesses & Benefits Come in All Shapes & Sizes. MBA Can Help.

Client Profile

Location: Pennsylvania and surrounding states
Employees: 47

Issue: Outdated HR Practices
Result: $20,000 Net Savings

Issue

Our client wanted to improve efficiency and streamline operations to stay competitive with larger rivals. MBA was engaged to show how modifications to the company’s benefits program could help the client achieve their objective despite challenges:

1. Manual processes had human resources tied-up in paper documents, emails, and forms
2. Multiple offices made communication and coordination difficult
3. Data security was complicated by the company’s rapid growth

Solution

After studying the situation, MBA recommended the acquisition of comprehensive HR technology. This integrated tech included modules for recruitment, onboarding, performance management, employee self-service, and analytics -- all customized to the client.

• Working with the technology vendor, MBA conducted comprehensive training for HR and employees.
• Multiple management strategies were employed to ensure integration of the new platform with the clients existing IT infrastructure, including email, payroll and related systems.

Financial Impact

By automating processes, improving communication, and leveraging data driven insights, the company overcame its HR challenges. Increased efficiencies were estimated to save $20,000 after the cost of the new technology.

Client Profile

Location: Wilmington, DE
Employees: 85
Coverage: New Prospect

Issue: Misclassified Documents
Result: $75,000+ in Potential Fines Avoided

Issue

The owner of this business met with MBA to determine how his growing business could know with confidence that they were in compliance with all appropriate regulatory requirements around benefits and human resource processes.

Solution

Our team suggested an audit of general business, human resources, and benefits practices and procedures, as well as the company’s employee handbook, employee personnel files, the compensation system, performance evaluation procedures, employee and management training programs, specifically assessing compliance with:

• Health Insurance Portability and Accountability Act (HIPAA)
• Occupational Safety and Health Act (OSHA)
• Age Discrimination in Employment Act (ADEA)
• Affordable Care Act (ACA)
• Fair Labor Standards Act (FLSA)
• Uniform Guidelines for Employment Selection Procedures
• Consolidated Omnibus Budget Reconciliation Act (COBRA)
• Family and Medical Leave Act (FMLA)

Financial Impact

The audit showed that there were significant issues to be addressed, including misclassification of some 1099 and W-2 status employees, missing I-9 forms, and uncertainties surrounding their new screening process that could be perceived as discriminatory. Had the issues not been identified, the company could be exposed to fines in excess of $75,000.

Client Profile

Location: Conshohocken, PA
Employees: 100
Coverage: Medical

Issue: Unsatisfactory TPA and Inadequate Technology
Result: $65,000 First Year Savings

Issue

When first approached, this prospect was experiencing an array of challenges related to the poor performance of their employee benefits consultant, including:

• Substantial increases in the cost of their healthcare
• Issues managing eligibility of their dependent population
• Accuracy concerns linked to their third-party administrator (TPA)

Solution

MBA reviewed the company’s claim utilization data and employee demographics, then conducted an analysis of their HR and benefit administration technology, and enrollment process. We recommended a 3-part strategy:

1. A market analysis to identify a suitable TPA replacement
2. Implementation of a new benefit administration system
3. A comprehensive eligibility audit and retooled enrollment process emphasizing accuracy and compliance

Financial Impact

The installation of a new TPA lowered the administrative fee structure, while the new benefit administration system reduced costly enrollment mistakes. Overall first years savings were $65,000.

Client Profile

Location: New York, NY
Employees: 48
Coverage: Medical

Issue: Overwhelmed Human Resources
Savings: $80,000

Issue

This mid-sized client had quickly doubled their employee population after acquiring other companies. The business owner worried that a lack of HR expertise could impact their ability to remain fiscally and structurally sound.

Solution

MBA recommended a Professional Employer Organization. A PEO is designed to assist a business in managing key HR and administrative duties without acquiring costly staff:

1. Compliance
2. Risk and safety
3. Payroll processing
4. Taxes
5. Hiring and recruitment
6. COBRA administration

Financial Impact

The switch to the PEO relieved the firm of multiple administrative hassles, freed up management resources for growth, and saved the client an additional 15% in benefit costs for a net savings of $80,000.