An upscale family dining restaurant’s small benefits staff struggled to communicate benefits to employees throughout their 120 locations. By initiating an on-line enrollment process Lockton eliminated the need for paper and assisted managers in consistently communicating benefits to employees. The Lockton team provided customized benefit guides, established electronic feeds to insurance carriers and reduced printing costs The chain also spends about 10% less overall time working on enrollment and eligibility related issues. Lockton’s benefits team cut the open enrollment process by half and saved about 200 man hours on the project compared to the prior year.

When a healthcare system faced significant healthcare cost increases, Lockton recommended a dependent eligibility audit as one strategy to solve the problem. The client agreed to conduct a comprehensive review of all spouses and children covered under its benefit programs. The client wanted to reduce future health plan costs as well as manage its fiduciary exposure and liability under the ERISA Exclusive Benefit Rule and limit Section 125 exposure. The 30-plus hospitals participating nationwide found that, on average, 12 percent of enrolled dependents were ineligible for healthcare benefits under the hospital’s guidelines. The client estimates first-year savings of $20 million while the ROI for this dependent eligibility audit is estimated between 500 percent and 1500 percent per hospital.

A graphic design firm faced several issues with its benefits program and sought Lockton’s service to address the problems. Lockton and the company compiled a list of open items, which Lockton tackled. Lockton’s communication consultants developed an open-enrollment platform to help employees choose the best benefits package for their needs. The benefits team also reviewed and corrected past benefits-related financial reports and implemented a wellness program to encourage employees to live healthier. Aiding in the company’s international expansion, Lockton provided international support through offices in Canada and Mexico City. The company has expressed its appreciation for Lockton’s relationship-based support and partnership. The company values Lockton’s efforts to reduce its medical and dental claim funding by $20,000 per month, supply 30 percent of its employees with more suitable benefits, and generate 64 percent participation in the first year of a Health Risk Assessment program.

An international freight forwarding company employed a significant number of hourly-paid workers compared to salaried ones, but only offered a uniform benefits package that was more attractive to the salaried employees. After a program review, Lockton developed a more appropriate plan for the hourly workers by negotiating with the company’s insurer and reallocating a small government fringe rate to company-paid benefits, that they had previously received as part of their paycheck. Lockton’s work helped provide hundreds of employees with medical benefits, disability and life insurance and a pension program at a much more affordable rate, while saving the company $2.7 million in payroll taxes.

A supermarket chain faced a series of benefits issues, largely based on its partnership with a commission-based insurer. Employees would purchase voluntary benefits that they didn’t need. Their disability coverage would pay them more when they went on disability leave, creating return-to-work issues. Lockton intervened by aggressively marketing the company’s coverage and hiring Benefit Communication Specialists to work on-site at the company’s headquarters. These actions resulted in a 35 percent premium decrease and much more streamlined communication between the company and its employees regarding the purchase of appropriate benefits.

Lockton’s 15-plus year relationship with this public education client is characterized by program revisions and adaptability to students’ ever-changing needs. Approximately 7,500 students use the coverage program.  In recent years, Lockton has revised coverage to reach students studying abroad. Lockton’s Benefits team implemented a search for vendors to assess and manage risk for students participating in study abroad programs. From there, the team created a product that could handle political or pandemic evacuations. Lockton’s ability to implement such programs is a product of their involvement on the various campuses and continued innovation for this longtime client.

The economy was punishing one of Lockton’s prospective clients, a big ticket consumer products delivery company. The costs of the firm’s benefits plan became an increasing concern for its leadership and its private equity owners. So the distributor needed an innovative solution.

Lockton conducted a review of the benefits program and the company’s business model. Lockton recommended a two-tiered benefit strategy, offering the company’s lower-earning employees a limited medical plan.

Lockton created a separate benefits classification for lower-earning employees, so they had basic coverage for day-to-day medical expenses, such as wellness visits. This allowed the client to move from a non-existent employee benefits program to half of the workforce with a limited medical plan.

Lockton’s plan reduced the premium increase from initial indications of a 12% increase to a 3% increase. This lower cost option also increased employee participation by 30%. These results and service exceeded client expectations.

A Lockton healthcare client was using an inadequate system they installed with their previous broker for employee benefits information.  The company needed a more intuitive and flexible online option for their employees.  Lockton Benefit Group reviewed options and the client selected an alternative, making it easier for the client to administer benefits while giving the employees a better experience with easy to find information.The client also saved $30,000 by replacing their overpriced portal, giving them a better product at a lower price.