We provide a proven benefits strategic planning methodology organizations need to make decisions on allocating its resources to pursue defined objectives, including its capital and people. Those forward-leaning origination's that choose to employ our nationally-recognized methodology will realize a profitable and long-term, positive change in the planning and management of their employee benefits program.
Since 2005, Wealth Concepts A Division of The Circle of Wealth Company has taken an approach to wealth preservation that not only values our clients money, but the very people it will someday protect. We advise individuals, families and business executives with a suite of tactical wealth-advisory offerings; financial planning, asset protection, executive compensation, trust, and estate services-with cutting-edge "family impact" services that help families with governance, stewardship, family leadership, risk management and family communication.
When you build a successful enterprise, you want to assure that it will continue to serve your customers and you community for many years to come. Most business executives are so busy working in their business, that they forget the need to work on the business of planning ahead.
Our strategic planning covers the important issues of:
Disaster Looms For Small Businesses! Bank loans threaten the growth of a business and the family of the principals. However, the extent of this hazard is generally not recognized by the owners of a business. Nor is it recognized by the family members who are assuming that the successful business will continue to provide for their financial security, income and healthcare needs.
The status quo is rife with conflicts of interest stemming from undisclosed compensation arrangements. This prevents benefits purchasers from making the most informed and intelligent purchasing decisions. We’ve found that the first step towards high-performance benefits is disclosure of incentives to minimize conflicts, create transparency, and increase trust in our consultants and process. Brokers have become accustomed to receiving up to 5% of medical insurance premium as payment and as healthcare costs rise quicker than inflation, they get a pay raise. But market dynamics and congressional legislation continues to expose the many layers of obfuscation in the broker compensation model.
As "disruptors" of the status quo, we have joined a coalition of benefits innovators Health Rosetta Institute Accredited Advisers to simplify and illuminate the path to lower costs, better benefits and better outcomes.
We put our compensation on the line with a No Performance - No Compensation pledge to prove our value and aligned with our clients best interest so it's a true partnership. So it's time to move beyond faux transparency that doesn't clearly disclose the true nature of compensation, revenue, and business interests. The Benefits Adviser Compensation Disclosure Form is step 1 to understanding how and where we are paid which leads to a conversation about what our consultants are doing to earn a fair compensation.
Think of it this way... Would you rather pay 4 percent to an adviser who reduces total spending by 15 percent or 2 percent to one who “negotiates” a 15 percent increase down to a 7 percent increase? For every 100 employees on an average plan, you’d save $247,220 in year 1 and $1.2 million in 5 years (net of the higher compensation).
You can find more resources here The CEO's Guide To Restoring The American Dream How To Provide World Class Health Care to Your Employees at Half the Cost.
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