Stop-Loss Insurance As A Risk Reduction Strategy

Stop-Loss Insurance As A Risk Reduction Strategy

In response to relentless benefit premium hikes, employers have increasingly been turning to self-funded health plans. According to the Kaiser Family Foundation, about 66% of all employers who provide employer-sponsored health insurance use a self-funded plan design.

A self-funded insurance plan is a way for employers to administer their employee health coverage themselves, instead of paying an insurance company to do so for them. Not only is it less expensive, but it also allows for greater plan customization, fewer regulations, and much greater access to health data compared to traditional fully-insured health insurance.

The Need for Stop-Loss Insurance

Despite its many rewards, employer self-funding brings on increased financial risk, since the company bears the full burden of supporting employee claims. This is an especially high hurdle for small companies that do not have the financial resources to support an unexpected catastrophic claim.

Stop-loss insurance coverage remedies this issue. Since one catastrophic claim has the potential to sink an entire company, stop-loss caps the maximum amount of liability an employer has in supporting employee claims. Acting as an additional layer of insurance, the stop-loss insurer reimburses the employer for claims that exceed the predetermined maximum amount.

Two Types of Stop-Loss Insurance Coverage

Stop loss is commonly offered in two forms: specific and aggregate.

  • Specific (or individual) stop-loss policies protect self-funded employers against large, catastrophic claims from a single individual. It kicks in when an individual’s claim exceeds an agreed-upon amount for the contract year.
  • Aggregate stop-loss protects against high overall claims, and kicks in when total claims for all employees exceeds an agreed-upon amount for the contract year.

Often, employers will purchase both types of stop-loss coverage together, as both are equally important in ensuring financial stability, and health claims can be highly unpredictable. Variations on the two plans, including policies that combine the two types of coverage in an innovative way (called “spaggregate” coverage) can be tailored to fit employers’ needs. If desired, it is also possible to purchase only one type of coverage. Kaiser Health’s 2017 Employer Health Benefits Survey finds that 66% of all self-funded firms purchase stop-loss insurance that includes some form of specific stop-loss policy. In contrast, 23% of firms have a “spaggregate” policy, restricting claims liability for both the individual employee and for overall aggregate employee claims.

How Does Specific Stop-Loss Insurance Work?

Specific stop-loss policies reimburse the employer when the claims of an individual employee exceed a deductible amount. This deductible usually falls between 3 and 6 percent of the expected annual claims amount per person, and can range from $10,000 to $1 million.

For example, let’s say a company elects to set a $110,000 deductible for their specific stop-loss policy. If a given employee’s claims total at $180,000, exceeding the deductible, the insurer will reimburse the company the excess claims amount of $70,000.

How Does Aggregate Stop-Loss Insurance Work?

For aggregate stop-loss policies, the employer and the insurer decide upon an aggregate attachment point, or the maximum dollar value the employer is responsible for covering in total claims in a given policy year. Once the attachment point is exceeded, the insurer will reimburse the outstanding dollar amount. The attachment point is calculated simply by multiplying the average expected monthly claims per employee per month by a percentage ranging from 110-150%.

For example, an employer may have an expected monthly claim of $370 per employee per month. The chosen percentage for coverage is 125%. Thus, the aggregate attachment factor is $370 x 1.25 =  $462.50. Next, we know the employer has 450 lives enrolled in their health plan the initial month, so $462.50 x 450 = $208,125 is the aggregate deductible for the month. Multiply this by 12 for the year, and we find the annual aggregate deductible to be $2,497,500. This value would be the maximum out-of-pocket claim for the employer if enrollment stays constant each month. Since monthly enrollment will fluctuate, the value may shift accordingly.

Aggregate policies sometimes limit coverage to a maximum of $1,000,000 or $2,000,000, and less commonly offer unlimited coverage. Given current costs of medical treatment, it can be important to find a policy that has an adequately high coverage limit.

When Does Stop-Loss Insurance Reimbursement Occur?

It’s important to note that stop-loss coverage comes in the form of reimbursement, so employers must make the initial payment for employee claims up front. For specific stop-loss policies, reimbursement may occur immediately once the deductible is reached. In contrast, aggregate claims are typically processed at the end of the policy year.

Important Stop-Loss Insurance Terms to Know

  • Disclosure. Stop-Loss carriers require disclosure of any known high-risk individuals, or high claimants, before the final quote is given.
  • Advance Funding. Usually, claims are funded by the employer, then submitted to the insurer for reimbursement after the fact. An advance funding policy requires the insurer to pay claims immediately when incurred, rather than reimbursing employers later on. This option can be chosen at the point of sale or at renewal, and improves cash flow for employers.
  • Run-In and Run-out: These are provisions for claims either incurred or paid for outside of the policy year. Run-in reimburses claims that were incurred before the policy year began and paid within the policy year. Run-out reimburses claims that were incurred within the policy year but paid after the policy year ended.
  • Lasering: Carriers often place a higher deductible on certain individuals, or exclude them from coverage altogether, a practice called lasering. Oftentimes, this carving-out of specific employees from coverage is done by the carrier at the renewal of the policy.
  • Terminal Liability: A stop-loss policy provision that lasts beyond the termination of an employer self-funded plan. Under terminal liability, employers have coverage for claims that are paid up to three months after the end of the policy.

A Stop-Loss Insurance Policy for Everyone

Stop-loss insurance isn’t health insurance — it’s financial reinsurance for health insurance outlays. This means stop-loss insurers are not accountable to mandates under ACA or state law. Thus, it is important to be aware of potentially expensive gaps in coverage instituted by a stop-loss insurer, and to negotiate accordingly.

“Lasering” is a prime example of a practice that is forbidden for health insurers, yet acceptable for stop-loss insurers. Stop-loss carriers can restrict coverage for specific high-risk employees or even specific health benefits that are considered essential.

Close examination of a proposed stop-loss policy is the best way to avoid these potentially costly gaps in coverage. It’s essential to know exactly who is covered by the plan, what kinds of procedures are included, and what types of changes to the agreed-upon contract, if any, are allowed mid-year.  

In addition, a stop-loss policy should fit the workplace it serves. Historical claims data, risk-tolerance, and employee demographic information should all be utilized to empower predictive analysis, leading to the best stop-loss protection based on data-driven workforce trends information. Knowledge on risk levels and risk tolerance can come together to help employers choose the appropriate level of stop-loss coverage. Health analytics tools, such as Springbuk, use data that is readily accessible to self-funded employers to provide these critical insights.

The Market for Stop-Loss Insurance

A Milliman white paper found that 83% of carriers considered stop-loss a focused area for growth in 2017. Increased market growth and competition is driving brokers and consulting firms to expect better performance from stop-loss carriers. Provisions that shift risk held by the employer back onto the carrier, such as no-new-laser contracts and advance funding, have become increasingly popular. Key distributors of stop-loss protection are learning to tailor to employers’ needs, making it a good a time as ever to jump on this valuable cost-saving tool.

The Rise of Stop-Loss and Self Insurance

For a long time, self-funded insurance was considered inaccessible to smaller employers. The Department of Health and Human Services reports that 80% of businesses with over 500 employees self-insure, as compared to fewer than 30% of businesses with 100-499 employees. Stop-loss insurance is the ultimate equalizer, providing the opportunity for businesses of any size to start taking control of their own health benefits design and thereby achieve happier employees who are satisfied with the coverage they receive.

With monthly premiums rising incessantly, claims amounts higher than ever before, and regulations under the ACA in flux, businesses are flocking towards self-funding and stop-loss insurance. Furthermore, with the rise of an increasingly consumer-driven, technologically converging health insurance playing field, self-funding allows businesses the freedom to integrate innovative technologies such as telemedicine and concierge services as powerful cost-savings tools. Taking first steps into the future of benefits coverage is only possible when you have the financial and administrative freedom to do so. More and more, it seems that the best way to ensure employee happiness with a health care plan is to design and implement it yourself.

Looking to improve your company employee benefits and contain your healthcare costs? Schedule a HealthJoy demo today.

References
https://www.kff.org/report-section/ehbs-2017-section-10-plan-funding/
http://www.spencerjamesgroup.com/what-is-stop-loss-insurance/
https://www.springbuk.com/our-insights/self-funding-stop-loss-coverage-using-data-to-improve-roi-cash-flow
https://www.springbuk.com/how-to-ensure-your-stop-loss-policy-adequately-covers-your-population
http://us.milliman.com/uploadedFiles/insight/2017/Employer-Stop-Loss-Survey.pdf

Why HealthJoy Partnered with Springbuk

Why HealthJoy Partnered with Springbuk

At HealthJoy, we’ve spent a long time developing one of the most advanced employee healthcare guidance platforms available. We help employees save hours every year navigating the healthcare system and avoid pitfalls in healthcare spending. Our app offers a wide variety of services, including online doctor consultations, healthcare concierge, digital benefits wallet and an artificial intelligence-powered virtual assistant. This healthcare virtual assistant is at the center of our communication strategy, and results in a 25X greater engagement of our app when compared to other healthcare offerings.

As we sat down and considered what would make a revolutionary leap for our clients and healthcare in general, we looked at how artificial intelligence was being used most seamlessly in other industries. Take Netflix: based on the shows and movies you’ve already watched, they provide recommendations for future consumption. When you really think about that, it’s mind-blowing that we rely on algorithms to tell us which show to watch but don’t have that similar guidance for the black box of how to be healthy. People need personalized guidance to navigate healthcare at an affordable cost. So in looking at what we were missing to achieve that revolution – actionable, historical claims data with member-level analytics – it became immediately clear that Springbuk was the ideal partner.

With Springbuk we have access to a huge amount of actionable data to feed into our AI-powered platform. Our Concierge team is now able to perform outbound campaigns earlier in the care journey and help at-risk members lower costs while elevating health. For example, if someone receives a bone marrow biopsy, a Concierge member can reach out to the individual to offer assistance. These early markers allow our Concierge to conduct an outreach campaign and make sure all scheduled care is in-network, high quality, and lower cost. Springbuk allows us to invest for the greatest impact.

In looking at what would constitute the next healthcare revolution, we kept in mind our goal for each client of achieving positive ROI in the first month. From Day 1 with a client, the Springbuk data allows our virtual assistant to provide personalized guidance to each member. Throughout the year our virtual assistant can conduct large-scale outreach across an entire employer population based on claims data. We’re in the process of creating hundreds of health journeys targeting a wide variety of cases. These journeys use an employee’s plan design, network, formulary and more to deliver results. We expect that this data will have an exponential effect on the ROI of our product and supercharge results.

For Springbuk customers, integration of their data into HealthJoy happens instantaneously. Employees will automatically begin receiving more personalized messages based on their claims data. It also allows our Concierge to perform deeper outreach for at-risk customers and connect members with disease and case managers to resolve gaps in care. Companies can begin offering HealthJoy anytime, either during open enrollment or off-cycle, to improve the health of their employees and company.

To learn more about how these two powerful platforms are even better when leveraged together, request a demo of HealthJoy and mention that you’re interested in Springbuk as well.

Tips for Diversity in the Workplace from Leading Experts

Tips for Diversity in the Workplace from Leading Experts

A business’s attention to cultivating a diverse group of employees is strongly linked to its level of innovation. Multiple and varied voices with a wide range of experiences can help companies come up with new ideas, products, and services. Forbes surveyed companies with revenues from at least $500 million to more than $20 billion, and they overwhelmingly agreed on the value of diversity. This is particularly true for the largest companies with over $10 billion in revenue. Fifty-six percent of surveyed companies strongly agreed that diversity gave their companies an edge. “Because of our diverse workforce, we’ve experienced a boost in productivity. When you can move people to contribute to their fullest, it has a tremendous impact,” said Rosalind Hudnell, Director of Global Diversity and Inclusion at Intel. If companies as big and successful as Intel believe in diversity, you better believe that your company needs to review its diversity policies.

We decided to speak with six companies and find out how they approach diversity. Here’s what we found:

Jessica Choi
Assistant Vice President of Talent Acquisition and Diversity
Penn Mutual Life Insurance Company – 1,000 employees

According to industry data from LIMRA, the average financial adviser is a 58-year-old man. The Bureau of Labor Statistics suggests that upwards of 300,000 of these financial advisers will be retiring over the next ten years. As a company, Penn Mutual recognizes that we have a tremendous opportunity to reshape our field force, to make it more diverse and more reflective of the communities we serve.

Our recruitment strategy encompasses three forms—we strive to educate, elevate and engage:

Educate – Many people don’t understand the possibilities of working in the industry. From a communications and branding perspective, we must share our stories and voices to those who may not know us. Sponsorship of the Penn Mutual Collegiate Rugby Championship, for example, has been instrumental in allowing us to reach stakeholders and communities that we haven’t previously tapped into.

Elevate – As Penn Mutual evolves talent overall, we cannot rely solely on sharing our story. We must also elevate the company by challenging our own thinking on how we do things when it comes to our recruiting networks, training programs, etc. We’re in a relationship business, so we tend to go to people we know, and we hire people through those connections, who then go on to develop clients among their connections. We can’t keep fishing in the same pond and expect to catch different fish. As we educate our audience, we also recognize that we ourselves need to continuously learn and elevate ourselves.

Engage – Tapping into communities that we haven’t previously been exposed to is also an important key to our recruitment strategy. We are engaged with organizations such as the Chinese American Insurance Association, Hispanic Chambers of Commerce, the Urban League and U.S. Pan-Asian American Chamber of Commerce, though my experience shows that it is best to work at both the national and the local level if you really want to engage with a community. Diversity is more than just ethnicity, as well. Industry data shows that only 25 percent of advisers are female. Women are a huge market that our industry can tap into, in addition to other communities that haven’t received much exposure – multicultural/ethnic populations, veterans, LGBT and millennials. A diversified workforce is better able to respond to and understand the needs of the client.

Christine Chung
Senior Talent Manager
Fueled – 100 employees

It’s crucial to take note that there are no such thing as diverse candidates, however, an organization can create diversity amongst the type of people they welcome to their team. The market is leading us to see that D&I efforts can be encouraged through empathy, data, and strong partnerships with internal talent/recruiting teams to use the organization’s hiring data.

Once the hiring data tells its story, fixing this problem isn’t a matter of telling the hiring team that they were doing something wrong. It means looping them into the conversation and helping the team understand why there is a need for us to strive to build a better, more empowering and safe work environment. Create a culture of openness. Every organization can start by building out a D&I team.

Felicite Moorman
CEO
STRATIS IoT & BuLogics – 100 employees

  1. Have a Diverse Lead
    If you don’t have a person of color or a female leading in your organization, whatever you are putting out will fall flat. Two out of three of my VPs are women, and together my team speaks 23 languages. In a company of under 50 people, that doesn’t happen without some significant effort.

    Diversity in the workplace includes more than just people of color and women. Bringing in an immigrant who looks like other people creates diversity in your workspace because their experience in life is different. One can’t assume that diversity equates to an image. It really has to be a life experience you are looking for that goes beyond what is topical and obvious.

    2. Pay for Diversity – Equal or Better
    You have to watch your salaries across your company and ensure that you are paying your diverse talent the equivalent or better than your non-diverse talent. If you don’t have diversity in your workplace, you have to actively work for it. Don’t ever pay them less than their non-diverse counterparts. You pay them more because they are in demand, not just because they are diverse but because they fought a battle to be where they are that is beyond what other people had to fight for. They know their value. This will mean different things for different companies, but it is intrinsically important to create equity in salaries not just for women but across your company. It has to be consciously considered and addressed.

    3. Prioritize Families
    You have to be family friendly. If you want a diverse workspace, you have to have flexible work capabilities. Work has to be reinvented if we really want diverse perspective and diverse experience—and we do want these things because when we have them we literally create better products because we have a friction that doesn’t exist if eight bros go in a room and make something. If you have eight people with vastly different experiences creating anything, that thing they agreed to create together will be infinitely more valuable to the world than what eight bros can make.  

    As a family-friendly organization, you have to allow for people to expand who they are into their workspace, and you have to get creative to make it happen. If you can have a daycare in your workspace, by all means, do it. If you are a Fortune 500 company and you do not have daycare, you are foolish at best. And you will likely be left behind.

    4. Prioritize (Oftentimes Teach) Communication
    You need to teach people to communicate well. You wouldn’t think that your job as an employer is to teach people to communicate, but people need to know how to say, “I’m sorry, I said the wrong thing in that moment, and I see that I did.”

If we are creating a diverse workspace, we have to prepare for missteps—that is part of addressing the patriarchal culture we want to change. You have to enable people to apologize, and your leadership has to be able to say, “I’m sorry.” It seems like such a small thing, but so few people are capable of saying, “I was wrong, and I am sorry.” You also have to teach people to communicate when they are hurt and damaged by someone else’s false notion of their diverse experience. You need to teach people to communicate the damage caused by microaggressions. And that is hard work. That is a job within itself.

When you are dealing with a diverse workspace, you will also have non-diverse members of that workspace who will not understand what is happening in the world. They won’t understand #metoo, and they won’t understand #blacklivesmatter because they don’t share those experiences. They may be really great at their jobs—you may still pull people in who don’t have that diverse experience—but hopefully, you make better people all around because of the friction that diversity and non-diversity create.

If you can’t get past number one and hire diverse leadership, you don’t get to play in the diverse space ever. Nothing else matters. Ask yourself if you are creating better products because of your diversity, and the answer will be yes.

Michael Maulick
President & CEO
SunLink Corporation – 100 employees

Diversity in the workplace must become part of a company’s core DNA. It takes a commitment from the top to create a culture that understands and communicates internally the business benefits of having a diverse company that reflects our customer base. Benefits include more creative problem-solving, increased product innovation, improved internal communications and, of course, enhanced recruitment. At SunLink, we make a conscious effort to mention our commitment to diversity in our job postings, where we see diversity a growing requirement for top candidates. We actively promote from within and support mentoring to ensure career success. We also embrace a gender-balanced approach to filling our speaking engagements to ensure we are elevating diverse voices in the industry.

Monica C. Smith
CEO
Marketsmith – 80 employees

Just Say No to QuotasEngagement is the Key to Diversity

My goal in life is to make a difference in this world. Marketsmith’s company motto is: “We do great work so we can do good things.” Being “inclusive” or “diverse” fits our definition of “doing good,” and goes beyond my business philosophy into the foundation of my family. My wife and I have a wonderful patchwork of gender, race and delivery mechanism with six childrenfive black and one white. None of it by design, but rather from an openness to receive. Recently, I had a conversation with our daughter after she attended a teen panel for biracial families with gay parents.

Thinking she might have questions, I asked, “What did you think of the panel?”

She answered, “It was good; they talked about things no one ever talks about.”

Having a perfect opening, I said, “I’m sure it’s hard for you that Mom and I are gay.”

She quickly replied, “Mom, I don’t care that you’re gay.” Then, just a heartbeat later, she said, “I just really care that you’re white.”

The conversation made me realize that how we navigate inclusion to ensure diversity is very personal and very sensitive. Even the best of intentions, like mine with my child, can be off. Where in my mind the challenge was having two moms, the issue in her mind was color. This kind of disconnect is hard to overcome.

So, what do we do in life and business when dealing with differences as we work toward inclusion? Like my family, my hiring for diversity was never planned. We hired smart, unusual people who wanted to make a difference in the world. Then, someone asked for our census. Never having done one before, we were amazed at our own diversity! We are made up of 54% women, 34% millennials, and 25% minorities.

Why? Because we were open to people whose only real commonality was their values, not their ages, race or backgrounds. For example, I was looking for someone with experience in financial technology and met Anil. I thought he was overqualified and a typical millennial, and he had zero experience for the role. He came from a big-six accounting firm, went back to college, and then became an administration counselor. To an HR person, all are major red flags. Yet, I saw someone who wanted to embrace people, loved the concept of technology, and volunteered to build homes for people in Nepal. I related to him on an intuitive level and gave him a shot. It went against logic, but he’s one of our strongest hires!

Hiring people like Anil who don’t “fit” is one of the most powerful tools my organization has.  It’s given us the ability to harness and innovate using diversity of thought. As a result, we are stronger, more competitive and able to meet new challenges with a variety of approaches.

Arvind Raichur
CEO & Co-Founder
MrOwl – 25 employees

Don’t look for people like you. You can’t artificially create a diverse culture. You’ll get the right talent by welcoming a wide pool of applicants and embracing the idea that the right talent comes from all backgrounds. Maybe the most obvious way to bring diversity into your workplace is to make a point to hire people that are different from yourself. This doesn’t mean that if your specialty is in finance that you only hire content writers. But if your “knee-jerk” impulse when hiring is to think, “I need a version of myself,” then stop and re-examine because you are doing a disservice to your team and most importantly to your company.

The benefit of hiring people with different backgrounds and experiences from yourself, or even from a younger version of yourself, is you’ll be bringing diverse ways of thinking about your company. Having a table full of people who each approach solving problems differently means your problems have a higher chance of getting solved because you are less likely to approach them from the same angle every time. This is important when it comes to setting your team up for success. Additionally, diverse backgrounds and thought patterns will translate to the product you create, making it more well-rounded for the consumer and giving you a wider audience to engage.

As you’re considering how to hire people that are different from yourself or even your current team members, don’t fall into the trap of hiring in order to fill certain “diversity requirements.” If you’ve built an open and inviting company culture and checked your impulse to hire copies of yourself, then your chances of pulling from a diverse pool of applicants will increase of its own accord.

[gravityforms id=12]
<script type="text/javascript">if(!gform){document.addEventListener("gform_main_scripts_loaded",function(){gform.scriptsLoaded=!0}),window.addEventListener("DOMContentLoaded",function(){gform.domLoaded=!0});var gform={domLoaded:!1,scriptsLoaded:!1,initializeOnLoaded:function(o){gform.domLoaded&&gform.scriptsLoaded?o():!gform.domLoaded&&gform.scriptsLoaded?window.addEventListener("DOMContentLoaded",o):document.addEventListener("gform_main_scripts_loaded",o)},hooks:{action:{},filter:{}},addAction:function(o,n,r,t){gform.addHook("action",o,n,r,t)},addFilter:function(o,n,r,t){gform.addHook("filter",o,n,r,t)},doAction:function(o){gform.doHook("action",o,arguments)},applyFilters:function(o){return gform.doHook("filter",o,arguments)},removeAction:function(o,n){gform.removeHook("action",o,n)},removeFilter:function(o,n,r){gform.removeHook("filter",o,n,r)},addHook:function(o,n,r,t,i){null==gform.hooks[o][n]&&(gform.hooks[o][n]=[]);var e=gform.hooks[o][n];null==i&&(i=n+"_"+e.length),null==t&&(t=10),gform.hooks[o][n].push({tag:i,callable:r,priority:t})},doHook:function(o,n,r){if(r=Array.prototype.slice.call(r,1),null!=gform.hooks[o][n]){var t,i=gform.hooks[o][n];i.sort(function(o,n){return o.priority-n.priority});for(var e=0;e<i.length;e++)"function"!=typeof(t=i[e].callable)&&(t=window[t]),"action"==o?t.apply(null,r):r[0]=t.apply(null,r)}if("filter"==o)return r[0]},removeHook:function(o,n,r,t){if(null!=gform.hooks[o][n])for(var i=gform.hooks[o][n],e=i.length-1;0<=e;e--)null!=t&&t!=i[e].tag||null!=r&&r!=i[e].priority||i.splice(e,1)}}}</script> <div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_12' > <div class='gform_heading'> <h3 class="gform_title">2021 HealthJoy Employee Benefits Insights eBook</h3> <span class='gform_description'>Testing form</span> </div><form method='post' enctype='multipart/form-data' id='gform_12' action='/blog/2018/01/' > <div class='gform_body gform-body'><ul id='gform_fields_12' class='gform_fields top_label form_sublabel_below description_below'><li id="field_12_8" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_12_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_9" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_12_9' type='text' value='' class='large' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_4" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_12_4' type='text' value='' class='large' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_5" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_5' >company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_12_5' type='text' value='' class='large' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_6" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_6' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_6' id='input_12_6' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_12_7" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_7' >Which Best Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_12_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Which Best Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_12' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_12"]){return false;} window["gf_submitting_12"]=true; ' onkeypress='if( event.keyCode == 13 ){ if(window["gf_submitting_12"]){return false;} window["gf_submitting_12"]=true; jQuery("#gform_12").trigger("submit",[true]); }' /> <input type='hidden' class='gform_hidden' name='is_submit_12' value='1' /> <input type='hidden' class='gform_hidden' name='gform_submit' value='12' /> <input type='hidden' class='gform_hidden' name='gform_unique_id' value='' /> <input type='hidden' class='gform_hidden' name='state_12' value='WyJbXSIsImFkODg5MTk3ZmY1MDIyZGVjZjEyNWI2ODk1Y2YyMGZiIl0=' /> <input type='hidden' class='gform_hidden' name='gform_target_page_number_12' id='gform_target_page_number_12' value='0' /> <input type='hidden' class='gform_hidden' name='gform_source_page_number_12' id='gform_source_page_number_12' value='1' /> <input type='hidden' name='gform_field_values' value='' /> </div> </form> </div>
[gravityforms id=1]
<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_1' > <div class='gform_heading'> <h3 class="gform_title">State of the Benefits Survey eBook - 1-Col</h3> <span class='gform_description'>Testing form</span> </div><form method='post' enctype='multipart/form-data' id='gform_1' action='/blog/2018/01/' > <div class='gform_body gform-body'><ul id='gform_fields_1' class='gform_fields top_label form_sublabel_below description_below'><li id="field_1_8" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_1_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_9" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_1_9' type='text' value='' class='large' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_4" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_1_4' type='text' value='' class='large' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_5" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_5' >company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_1_5' type='text' value='' class='large' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_6" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_6' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_6' id='input_1_6' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_1_7" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_7' >Which Best Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_1_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Which Best Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_1' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_1"]){return false;} window["gf_submitting_1"]=true; ' onkeypress='if( event.keyCode == 13 ){ if(window["gf_submitting_1"]){return false;} window["gf_submitting_1"]=true; jQuery("#gform_1").trigger("submit",[true]); }' /> <input type='hidden' class='gform_hidden' name='is_submit_1' value='1' /> <input type='hidden' class='gform_hidden' name='gform_submit' value='1' /> <input type='hidden' class='gform_hidden' name='gform_unique_id' value='' /> <input type='hidden' class='gform_hidden' name='state_1' value='WyJbXSIsImFkODg5MTk3ZmY1MDIyZGVjZjEyNWI2ODk1Y2YyMGZiIl0=' /> <input type='hidden' class='gform_hidden' name='gform_target_page_number_1' id='gform_target_page_number_1' value='0' /> <input type='hidden' class='gform_hidden' name='gform_source_page_number_1' id='gform_source_page_number_1' value='1' /> <input type='hidden' name='gform_field_values' value='' /> </div> </form> </div>
[gravityforms id=9]
<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_9' > <div class='gform_heading'> <h3 class="gform_title">10 Benefits Presentation Tips from TED Talks eBook - 2-Col (Pop-up)</h3> <span class='gform_description'></span> </div><form method='post' enctype='multipart/form-data' id='gform_9' action='/blog/2018/01/' > <div class='gform_body gform-body'><ul id='gform_fields_9' class='gform_fields top_label form_sublabel_below description_below'><li id="field_9_8" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_9_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_9" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_9_9' type='text' value='' class='medium' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_4" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_9_4' type='text' value='' class='medium' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_5" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_5' >Company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_9_5' type='text' value='' class='medium' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_10" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_10' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_10' id='input_9_10' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_9_7" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_7' >What Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_9_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>What Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_9' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_9"]){return false;} window["gf_submitting_9"]=true; ' onkeypress='if( event.keyCode == 13 ){ if(window["gf_submitting_9"]){return false;} window["gf_submitting_9"]=true; jQuery("#gform_9").trigger("submit",[true]); }' /> <input type='hidden' class='gform_hidden' name='is_submit_9' value='1' /> <input type='hidden' class='gform_hidden' name='gform_submit' value='9' /> <input type='hidden' class='gform_hidden' name='gform_unique_id' value='' /> <input type='hidden' class='gform_hidden' name='state_9' value='WyJbXSIsImFkODg5MTk3ZmY1MDIyZGVjZjEyNWI2ODk1Y2YyMGZiIl0=' /> <input type='hidden' class='gform_hidden' name='gform_target_page_number_9' id='gform_target_page_number_9' value='0' /> <input type='hidden' class='gform_hidden' name='gform_source_page_number_9' id='gform_source_page_number_9' value='1' /> <input type='hidden' name='gform_field_values' value='' /> </div> </form> </div>