InfinityHR is grateful for all of the men and women in uniform who help to make our country safe and free.
As a tribute, InfinityHR is sharing this rendetion of the national anthem. This was performed by a combined choir of all branches of the military. It was played prior to the Super Bowl several years ago and includes a spectacular flyby.
Keep your business running smoothly without having to deal with the burden of employee, payroll administration and human resources (HR) tasks which necessitates greater time and resources away from your core business.
InfinityHR is offering powerful HR software for all your HR management needs. We are providing a full suite of HR and employee service solutions, from hiring employees, enrolling employees in benefits, and managing other important HR processes.
Our integrated approach to HR outsourcing services makes us one of the few organizations of today offering end to end services across the length and breadth of the HR spectrum. Our efficient approach allows you to outsource your entire HR function, major components like payroll and employee benefits administration.
At InfinityHR, our software allows HR professionals to efficiently and effectively manage key HR tasks. Key InfinityHR features include:
- Managing & controlling costs,
- Enhancing the delivery of HR services
- Eliminating or reducing the compliance risk
- Increase the bandwidth of the HR resources to focus on core business
- Enhance the ROI of your HR investments
InfinityHR has a rich, proven delivery model. To learn more about InfinityHR management solutions and how your company can benefit, please contact us at Sales@infinity-ss.com.
ADP Employease is a human resource management system (HRMS).
HRMS is no longer just for the largest companies-- ADP Employease and its more flexible competitor, InfinityHR, is designed to meet the needs of small and medium-sized clients as well.
Whether it is ADP Employease or InfinityHR, HRMS includes the following functionality:
* Employee Self Service,
* Online benefit enrollment,
* Time tracking,
* Applicant tracking,
* Performance management, and
Compare Infinity HR and ADP Employease today.
BeneTrac users are busy these days.
They have to manually approve every single employees' elections-- no matter that it is open enrollment, a new hire event, or a qualified life event.
We can't be sure, but we suspect that BeneTrac users know exactly how Lucy felt in her famous chocolate factory episode...
The good news for BeneTrac clients is that there is a better solution available for benefit enrollment software. Unlike BeneTrac, Infinity HR allows administrators to set some events to "auto-approve" (e.g., open enrollment elections) while other events require administrative approval. In BeneTrac, administrators don't have that choice. So, a benefit administrator will have to manually confirm elections for all of their employees.
BeneTrac clients likely don't have time to watch our "I Love Lucy" video given this extra work during the busy season. But we know that BeneTrac users can relate.
For a full comparison of BeneTrac and Infinity HR, click on the comparison icon below.
The Open Enrollment season is upon us.
Whether your HRMS of choice is UltiPro or Infinity HR, there is important information to be communicated and employees have big decisions to make. Both Infinity HR and UltiPro offer employee self service to make this information more accessible.
Accordingto the Department of Labor, 153 million Americans receive health insurance coverage through their employers (potentially delivered through Infinity HR or UltiPro), 9 million are self employed, and 14 million are unemployed.
Whatever the situation, the plans can be comploicated and require the consumer to do their homework to make the right decisions. Too often, consumers under-utilize tax-advantaged plans like HSAs and FSAs.
A side by side comparison of plans can be helpful in this regard. Infinity HR offers this type of decision tool (UltiPro offers this in a more limited way). Further, employee benefit education videos can supplement the education process-- these are available with Infinity HR but are not part of the UltiPro package.
* Be sure that your physician is in the network that you select
* Be aware of pre-existing condition exclusions and other rules associated with your plan (Infinity HR, UltiPro and other HRMS systems provide the ability to post plan documents on an employee portal).
* Review your presecriptions. Check with your doctor to make sure that these are optimized. And, see what the co-pay and other costs may be.
* See if your employer offers a wellness program. Infinity HR (and possibly UltiPro) offer Wellness Tracking.
For self-employed individuals, they may be able to beadded to a spouse or domestic partner's plan. Again, an HRMS (Infinity HR or UltiPro) will likely p
First, investigate the cost of being added to your spouse's or domestic partner's employer plan.
If that is not an option, consider shopping for private insurance that will allow you to customize care to your lifestyle, health and budget. You may be charged more based on your age, gender or health, and some pre-existing conditions may not be covered. Note that recent tax law changes make it possible to deduct the cost of premiums from your taxable income. The NAIC offers tips to help you better understand and apply for individual coverage.
High deductible plans may be righ for you if you are in good health and can afford a minimum of $1,200 in out-of-pocket expenses ($2,400 for your family). In a high deductible plan, you will pay for basic doctor's visits and prescriptions out of pocket, but have coverage if needed for major medical care such as surgery or disease treatment. The right HRMS (Infinity HR or UltiPro) can help make these decisions more clear.
If you have a pre-existing condition and have been uninsured for at least the last six months, you may qualify for the new Pre-existing Condition Insurance Plans (PCIP). These plans offer a range of benefits, including primary and specialty care, hospital care and prescription drugs. They do not charge a higher premium because of a medical condition and do not base eligibility on income.
Many professional or philanthropic associations offer state regulated health plans. For a fee, you can join these organizations and have the ability to participate in the plan.
Health Insurance When Unemployed
If you lost your job last year, you were likely forced to determine how, or if, to continue your health insurance. Now is a good time to review your decision and determine if your choice is still appropriate. In addition to the options above, the Consolidated Omnibus Budget Reconciliation Act (COBRA) gives unemployed workers the right to temporarily purchase health insurance through a former employer. Although this option requires you to pay the entire premium yourself, it can provide more comprehensive coverage than a more restrictive or costly individual plan.
COBRA coverage is typically available for up to 18 months after losing a job, but in some circumstances benefits can be extended for up to 36 months.
If you were previously employed by a smaller company, check to see if your state has a "mini-COBRA" law that extends coverage to employees of companies with fewer than 20 workers.
If you have been unemployed awhile and your family income has taken a significant hit, you and/or your children might be eligible for Medicaid or the Children's Health Insurance Program (CHIP).
Medicaid is available to low-income children, parents with dependent children, the permanently disabled, and individuals over the age of 65. Eligibility varies from state to state.
CHIP provides low-cost health insurance coverage for children in families who earn too much income to qualify for Medicaid but can't afford to purchase private health insurance. The eligibility rules and benefits are different in each state.
If you are a veteran, see if you qualify for free or reduced price treatment at a Veterans Affairs (VA) hospital or clinic near you.
ADP HRB provides online benefit enrollment. But, ADP HRB does not offer a full menu of benefit eductation videos as a part of its solution. InfinityHR does.
Benefit education videos are key to educating employees on the benefits that are available to them. ADP HRB doesn't have these videos as a part of their online enrollment solution; InfinityHR does.
The videos include:
* Enrollment introduction
* PPO Overview
* HSA Overview
* HRA description
* FSA details
* Dental plan overview
* Prescription drug plan descrption
* Life, disability and AD&D plan description
InfinityHR believes that educating employees is a key component to being a robust online enrollment solution. ADP HRB has yet to provide this as a part of their online enrollment solution.
If you want to compare ADP HRB with InfinityHR, please contact us today.
Aflac recently released a study that shows 76 percent of employees make some type of mistake on their benefit elections with 42 percent of workers having wasted money as a result of these elections.
An HRIS system, including BeneTrac and InfinityHR, can help to more effectively communicate enrollment options.
“Far too many American workers are making avoidable mistakes in benefits coverage decisions—from not meeting deductible amounts to contributing too little to flexible spending accounts—and, as a result of their lack of understanding or confusion, they often pay a price in multiple ways,” says Audrey Tillman, executive vice president of corporate services at Aflac.
The most common mistakes include not electing available coverage, choosing the wrong level of coverage, and not utilizing Flexible Spending Accounts (FSAs) fully.
While all Human Resource Information Systems (HRIS) attempt to communicate benefit program options, InfinityHR does this more effectively than BeneTrac. The reasons for this include:
* InfinityHR's employee portal is more flexible than BeneTrac,
* online videos are available on InfinityHR, but not on BeneTrac,
* InfinityHR offers a benefit comparison tool that is more robust than BeneTrac, and
* InfinityHR can handle complex benefit structures more elegantly than BeneTrac.
ADP Employease promises robust HRMS.
The ADP Employease platform includes:
* Benefit Management
* Time Off Tracking
* Time & Attendance
* Core HR functionality
While ADP Employease can help HR professionals updgrade over a paper-based process, many ADP Employease clients ask themselves: Is there a better way?
Yes, ADP Employease can "check the box" on a range of HR functionality. But, is ADP Employease really the best option for your company? Will ADP Employease deliver the right functionality? Does ADP Employease truly deliver quality customer service.
ADP Employease clients tell us that IninityHR is a better option. InfinityHR outperforms ADP Employease in terms of the breadth and flexibility of the HRMS. Moreover, InfinityHR's dedicated account manager structure consistently outperforms the call center environment that is common for ADP Employease.
If you are an ADP Employease client or if you are considering ADP Employease, keep in mind that InfinityHR may be a better option. Contact InfinityHR for an online demo to see how our HRMS outperforms ADP Employease.
Open enrollment can be a stressful time for HR professionals.
That's why more companies are turning to online enrolment solutions such as ADP Employease and InfinityHR (a more robust solution than ADP Employease).
It can be frustrating for benefit managers when employees breeze through an open enrollment without carefully considering their options. An online enrollment solution (whether ADP Employease or InfinityHR) can help. ADP Employease and InfinityHR provide employee self service as a cornerstone of their online enrollment solution.
Employee self service can educate employees on the pros and cons of various benefit options. For example, most employees don't understand the key differences between a PPO and an HMO. And, they tend to underutilize tax-advantaged programs such as Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs). Both InfinityHR and ADP Employease can help improve education and lead to better decisions.
So, what are the key differences between InfinityHR and ADP Employease?
* InfinityHR can handle complex benefit structures in a way that ADP Employease cannot.
* InfinityHR is more flexible than ADP Employease.
* InfinityHR outperforms ADP Employease due to InfinityHR's dedicated account manager structure.
Today's HR department needs an online enrollment solution. When choosing between ADP Employease and InfinityHR, be sure to go through detailed demonstrations.
Benefits professionals annually shake their heads in frustration as they spend countless hours preparing open enrollment materials and conducting benefits meetings, only to see employees spend just minutes considering and making their benefits choices. As this year’s enrollment season approaches, new survey results from Aflac give pros hard proof to show employees that not selecting carefully carries meaningful financial consequences.
According to Aflac’s Workforces Report, three-quarters of workers who make benefits coverage decisions during open enrollment later regret their decision. In addition, 42% of workers say they have wasted money each year because of mistakes they made with their insurance benefits and more than four-in-five of them say they are at least somewhat concerned about the possibility of an unexpected medical expense, considering their current financial situation.
Conducted last month, the survey of 980 (out of 2,200 people, some unemployed) employees responsible for insurance decisions uncovers the primary ways Americans make costly mistakes in benefits decisions and reveals the impact Americans' concerns about unanticipated out-of-pocket expenses are having on their lifestyles.
"Far too many American workers are making avoidable mistakes in benefits coverage decisions — from not meeting deductible amounts to contributing too little to flexible spending accounts — and, as a result of their lack of understanding or confusion, they often pay a price in multiple ways," says Audrey Tillman, executive vice president of corporate services at Aflac.
For example, in terms of cost-bearing mistakes and their consequences, the most common include not electing available benefit coverage such as vision, dental or voluntary, choosing the wrong level of coverage and putting too little in a FSA. As a result of paying unexpected out-of-pocket medical costs, 65% of workers have had to make sacrifices, including cutting back on social activities (40%), luxury items (34%), purchasing gifts (29%) and taking a vacation (28%). Twenty-one percent of workers admitted to working more hours, creating a strict household budget (21%) and increasing use of credit cards or line of credit (19%).
Seventy-four percent of workers say that when thinking about their choices for major medical insurance coverage, they only sometimes or rarely or never understand everything that is covered by their policy — while slightly more than half (59%) of workers who choose the same benefits year after year say they only sometimes or rarely or never have a full understanding of the changes in the policies each year. Although most do not fully understand their health care insurance policies, workers are worried about unexpected medical expenses. In fact, 83% of workers say they are at least somewhat concerned about the possibility of an unexpected medical expense, considering their current financial situation.
"While workers certainly need to invest more time in making better educated decisions, employers can help by understanding workers' most common mistakes, explaining their impact, and offering best-practice solutions," says Tillman.
BeneTrac has provided online benefit enrollment for many years.
As part of the Paychex offering, BeneTrac is itilized for new hires, open enrollment, and qualified life events.
But even though BeneTrac has provided online enrollment for many years, it may be time consider better options. To begin, it's important to understand that the core BeneTrac offering is online enrollment and benefit management. BeneTrac is undoubtedly an improvement over a paper-based process.
But, is BeneTrac a full HRIS? Certainly, BeneTrac is not. BeneTrac is a far more narrow solution-- it lacks key HR functionality including applicant tracking, performance management, and workflows. While BeneTrac can help with open enrollment, it lacks the functionality that high performing HR professionals demand.
Further, BeneTrac is a rigid technology. For example, certain complex benefit structures require manual intervention in BeneTrac. This is not the case with BeneTrac's more flexible competitors, including Infinity Software's InfinityHR.
So, are there alternatives to BeneTrac? There certainly are...
InfinityHR outperforms BeneTrac in terms of the breadth and depth of an HRMS product. InfinityHR affords flexibility in benefits management that is not currently available in BeneTrac.