Three Ways We Save You Money with Care Redirection

Three Ways We Save You Money with Care Redirection

The cost of healthcare is rising at an alarming rate. The latest data suggests the cost to employers will top $15,000 per employee in 2020. As more employees than ever enroll in high-deductible health plans (HDHP’s), a portion of the cost is passed to them, as well.

We’ll need to tackle the rising costs of healthcare together. Yet finding high-quality care at a fair price is tough. So at HealthJoy, one of our core service offerings is unlimited member access to healthcare concierge support. Our highly trained team works hard to redirect our members to lower-cost, high-quality care whenever possible.

What is Care Redirection?

One of the biggest issues driving the rising cost of healthcare is the lack of price transparency. Prices can vary wildly between one provider and the next, and it can be difficult to discern which option provides both lower costs and the quality of care employees need.

 

Make Healthcare Shoppable with Price Transparency

Employees need to understand how to find the best care at a fair price, because the potential costs of not doing so can be devastating…

Learn more »

 

Care redirection lowers costs for employees and employers by recommending providers that represent a balance of cost and quality. This might mean helping members choose between an ER and urgent care, a doctor’s appointment or a telemedicine visit, or even between a hospital MRI procedure and an independent facility.

Most importantly, HealthJoy’s concierge team provides care redirection at the times employees need it most. Instead of relying on employees to make decisions in the moment—when stress makes it tough to weigh our options—concierges offer guidance by phone or chat.

1. Driving to telemed

Telemedicine is a powerful cost-containment tool that often goes unused. In 2019, 72% of employees surveyed by SHRM offered a telemedicine benefit, yet utilization among employees is low. Our clients average around 22-24% utilization—nearly ten times the industry standard. Much of that is thanks to our concierge team’s redirection efforts.

Telemedicine is both more accessible and less expensive for employers. An unnecessary trip to the ER could cost the employee, and the employer, thousands of dollars. With a telemedicine benefit, the same employee could get 24/7 answers to their questions for no or minimal copay; HealthJoy members can often access telemedicine for no cost. For employers, the cost is lower relative not just to ER and urgent care, but to many primary care providers, too.

Explore our Telemedicine Benefits Guide to learn more about helping employees make the most of this benefit.

Employees are typically delighted by their telemedicine experiences, but they might not know this benefit exists. So our concierge team is trained to redirect customers to telemedicine whenever possible. For instance, a member might submit a provider request for treatment of a UTI. While performing the request, the concierge will remind them that, instead of scheduling an appointment miles away, they can access a free telemedicine consult in about 10 minutes from the comfort of their home.

Ultimately it’s up to the member to choose, but it’s our job to make sure they’re aware of this convenient option.

2. Urgent care over ER

When your employees are sick and scared, the emergency room sounds like the only option. During true medical emergencies, that’s undoubtedly the case.

Yet many people visit ER’s each year simply because they or their children are sick outside of normal business hours. They may not realize that an urgent care facility the same distance from their home has 24-hour care for minor emergencies with a much lower price tag.

It’s easy to confuse an ER with urgent care. Yet the price tag difference is astounding. Emergency rooms can charge hundreds to thousands of dollars in facility fees just for walking through their doors. That doesn’t take into account the cost of drugs administered there, access to out-of-network doctors, or charges for procedures. In contrast, an urgent care visit typically costs patients a couple hundred dollars.

With differences this shocking, you can see why our policy of redirecting to urgent care helps companies and their employees contain costs.

For minor yet alarming issues like a painful ear infection or the flu, urgent care can offer the same care at a much lower price. We know that our members are often scared when they reach out to clarify their coverage during a medical crisis. By redirecting to urgent care—and giving specific details on when and where to go—we can help employees navigate scary situations without adding the additional stress of an over-the-top bill.

3. Provider and facility recommendations

Finally, HealthJoy helps to make thoughtful provider recommendations that always take into account quality scores and pricing information. We’re constantly on the lookout for ways to help your employees lower their healthcare spend, and provider recommendations are one of the biggest areas where we provide savings through guidance.

That might mean completing a provider search that results in a less-expensive consultation with a specialist, or leading them to an inexpensive facility for their knee replacement. Our concierge team typically completes these requests within 24 hours, and the results can save thousands for you and your employees. We’ve seen prices for specific procedures vary by as much as 10 times in many markets.

As part of this ongoing effort, we also use JOY campaign journeys to promote our provider recommendation service (see What Are HealthJoy’s JOY Campaign Journeys?). These messages go straight to their phones and can serve as a reminder of our services.

Care redirection helps tackle rising costs

Care redirection should be an essential part of every company’s ongoing fight against the rising cost of healthcare. To combat the lack of employee awareness, your team will need to devote time to education. You’ll also need a partner that meets employees in the times they’re most likely to make costly decisions. With HealthJoy’s concierge team by their side, it’s easier for employees to choose the best care at the right price.

Schedule a demo today to see how HealthJoy’s care redirection can minimize spend for your company and your employees.

Schedule a demo today to see how HealthJoy’s care redirection can minimize spend for your company and your employees.

Dealing With Death in the Workplace

Dealing With Death in the Workplace

I was in the office when I found out my dad unexpectedly died of a heart attack. I took the call from a hallway outside the newsroom where I worked while my coworkers and bosses watched with concern.

We don’t like to think about this reality: we spend most of our lives at work, and life happens while we’re there. The support of my coworkers is one of the things I remember most from that time. Yet, despite this outpouring, it took me years to find the resources I needed to move past grief on my own. A few words of support are always worth the effort, but I learned during this time that compassion alone doesn’t offer employees enough support.

Most of us will experience a loss at some point in our working lives. By providing thoughtful support to employees, you’ll make things easier during a difficult time.

Offer support

Express your support for grieving employees from the outset. Acknowledging something as painful as death might be uncomfortable, but remaining silent leaves your employees feeling alienated and alone.

As soon as it’s appropriate, ask your grieving employee if they’d like news of their loss to be shared with coworkers. When I lost my dad, our managing editor sent an intranet message to my coworkers while I was making funeral arrangements. I wasn’t sure how to spread the news myself, but I was grateful for the words that followed.

Your employees might feel differently, so be sure not to share without their approval. Sending flowers, a card, or an appropriate show of sympathy to your employee or their family is an essential first step. Just remember that flowers alone won’t cut it—your employee will need continued support to process grief while on the job.

Give employees time to grieve

Bereavement leave policies can be helpful, especially when employees need to plan funeral arrangements, deal with estate issues, or complete other tasks on behalf of their loved ones.

Where I think these policies fall short is in the way they seem to put a time limit on grief. For one thing, your employees might not know how much time they need away from work to process. Technically, bereavement includes mourning and grief—the period of time someone is sad after losing a loved one. It’s unlikely that the typical 3-5 day bereavement leave policy covers that completely.

According to the American Cancer Society, no period of grieving looks the same. They put it this way: “…grieving includes the entire emotional process of coping with a loss, and it can last a long time. The process involves many different emotions, actions, and expressions, all of which help a person come to terms with the loss of a loved one.”

Trouble concentrating at work is one of the most recognized symptoms of grief. A few others include mood swings, social withdrawal, difficulty sleeping—all things that will affect the way they work. For one thing, employees struggling with mental and emotional stress, like grief, are more likely to miss work and be less productive. Even one struggling employee can negatively impact company dynamics.

So while bereavement leave may offer a guideline, it might not be enough. Don’t expect employees to return from a period of bereavement leave and be back to their old selves. Having said that, it’s not necessary to treat employees with kid gloves when they come back from a period of leave after a loss. For me, the structure of work was a welcome relief.

For all these reasons, a policy of flexibility, in addition to a set bereavement leave period, might be more beneficial during this time. Work with employees, so they feel comfortable asking for the time they need to deal with their affairs and focus on their work.

Open communication

Death makes us uncomfortable, so we avoid bringing it up. We tell ourselves we don’t want to remind coworkers about a recent loss, when in reality, we don’t like sharing the associated pain.

When your employees experience a loss, you can help just by asking them how they’re coping. Encourage their supervisor to regularly check-in, as well. They may not want to talk, but the invitation might also give them space to reflect and process while rejoining the workplace. At the very least, it shows that your workplace culture values honesty and work-life balance.

So what if employees are not coping well?

In this case, pointing employees to counseling can be incredibly helpful. Your Employee Assistance Program (EAP) is a short-term counseling benefit designed to help employees cope with a variety of life stressors impacting work performance, including grief (see Does Short-Term Counseling Really Work?).

The problem is that though most companies offer this benefit, their employees may not know that it exists. Lack of awareness keeps employees from getting the help they need. Without that help, overcoming grief and dealing with death in the workplace is a long and lonely process.

The prevalence of death in the workplace is one reason a year-round benefits communication plan is so important. Instead of singling out employees when they are grieving, consider highlighting your EAP’s grief counseling benefit as part of your regular plan. That way, when they need help, they’ll know about this resource (see Why Employees Don’t Use Your EAP Program). Though you may not be able to measure the effectiveness of your EAP, it could make an incredible difference in the lives of grieving employees.

Helping employees deal with death in the workplace

Death is a part of life, and that means it will touch our working lives, too. Though it can be difficult, workplace support is invaluable to your employees experiencing the death of a loved one. To help employees process grief on the job, you need to ensure they have the time, resources, and most importantly, the open line of communication they need to transition back after a loss.

 

Employee Assistance Program Guide

EAP’s are often buried in a benefits booklet and ignored. Here, we’ll share our best tips for helping employees navigate life with the help of your EAP.

How Our Benefits Wallet Engages Employees

How Our Benefits Wallet Engages Employees

Building a genuinely satisfying benefits package is at the top of every HR leader’s mind, but getting there is harder than ever before. Healthcare costs are rising, employees in a competitive labor market are expecting more employer-sponsored benefits than ever, and we’re not innovating fast enough to drive satisfaction.

Lack of employee engagement will doom your best cost-containment efforts. Employees don’t use their benefits, leaving them unsatisfied and resentful about rising costs. 30% of all employees claim they have not received any advice or education about using their benefits. On their own, point solutions aren’t solving anything, especially if your employee doesn’t know about them.

Engagement is the key to benefits success, and engagement is, first and foremost, about awareness. We created HealthJoy’s digital benefits wallet to solve your engagement problems. 

How our benefits wallet works

Since we introduced our digital benefits wallet in 2018, it’s become one of our most powerful features. Along with JOY, our AI-powered virtual assistant, the benefits wallet pulls employees into the app and drives them to interact with all their benefits.

The benefits wallet is a digital representation of an employees’ plan details, laid out like a wallet. We designed it to operate much like Apple’s popular wallet feature, so it’s familiar to smartphone users right away. Instead of seeing credit card details and airline tickets, your employees will see a card for every benefit on your plan.

Our team will create a unique card for each of your employee benefits. You’ll see cards for your EAP, telemedicine benefit, medical insurance, and dental plan. Each card will include whatever plan details you elect to display, but typically shows a short description of the benefit, contact numbers, deductible or copay amounts, and a button to tap through for quick access.

 

The benefits wallet integrates financial account information, as well. Employees can connect to their 401k, HSA, FSA, HRA, and more. With near-real-time updates, they can quickly see where they stand with just a few taps.

The unique layout of our benefits wallet not only increases employee engagement, but reduces the questions your HR department usually fields about plan details. That can translate to hours saved each week.

Engaging employees with our benefits wallet

Our benefits wallet builds awareness through accessibility. Once employees go through open enrollment, they lack support to use their benefits. It can be difficult or even impossible for them to rifle through the maze of phone numbers, contact points, and plan details they need to access them. These are usually offered in printed benefits booklets, PDFs, static websites, or Ben Admin portals that do nothing to support the user. By centralizing all your employee benefits in a single app, we’ve eliminated this frustrating process.

We see several significant benefits with this approach:

  • We meet employees where they already spend time. Nearly all Americans have a smartphone, and we spend an average of 3 hours and 43 minutes on those phones every day.
  • We can quickly update benefits off-cycle. A change in your benefit plan design creates confusion and questions for HR. We eliminate this problem by keeping plan details updated in the benefits wallet, even when they change mid-year.
  • We track wallet views as an early indicator of utilization and engagement. Among the many metrics tracked within our Client Dashboard is wallet views. See precisely how often employees use this feature. We think you’ll be impressed!
  • Year after year, employees enjoy the same experience regardless of their plan benefits.

Instead of relying on the location of our benefits wallet to pull in users, we combine it with AI technology to drive up utilization. Our AI-powered virtual assistant, JOY, runs regular engagement campaigns designed to pull employees back into our app (see What are HealthJoy’s JOY Campaign Journeys? for more).

Employee Assistance Program Guide

EAP’s are often buried in a benefits booklet and ignored. Here, we’ll share our best tips for helping employees navigate life with the help of your EAP.

 

These JOY campaign journeys might guide members through linking their bank account or prompt them to start a provider search. Once they’re in the app, they’re just a few taps from our benefits wallet and all the resources at their thumb tips. JOY will even encourage them to check their wallet and offer a shortcut to view specific benefit cards.

The power of a benefits experience platform

The benefits wallet is one of the best representations of the unique benefits of HealthJoy’s approach: not just an app, but a benefits experience platform. Representing benefits as a wallet isn’t groundbreaking, but it does help us achieve industry-leading utilization for often-forgotten benefits like telemedicine and EAP.

Schedule a demo today to see how HealthJoy is building a better employee benefits experience.

HealthJoy Receives “Chicago’s Best Places to Work” Award

HealthJoy Receives “Chicago’s Best Places to Work” Award

I’m excited and honored to announce on behalf of everyone at HealthJoy that Built In selected us as one of Chicago’s best places to work in 2020 in two categories: Best Places to Work and Best Midsize Companies to Work For.

Maria Christopoulos Katris, CEO and Co-Founder of Built In, explained the honor this way: “Built In aims to change lives by connecting talented tech professionals with jobs they were born to do. These companies have become part of that mission because they stand for more than just the work they’re doing. They stand for their people and purpose.”

Built In’s Best Places to Work list rates companies algorithmically based on compensation data and employer benefits. Rank is determined by combining a company’s score in each of these categories.

This is an honor, but most of all, it’s a recognition of the hard work our teammates at HealthJoy put into creating a product, and a culture, worthy of recognition. As a mission-driven company, we step into the office every day with the knowledge that we’re truly changing the healthcare and benefits experience.

As we look forward to hiring even more incredible talent in 2020, it’s exciting for me to look back at where we’ve been.

We started HealthJoy in 2014 with a mission to improve the healthcare experience. I needed an MRI and wanted to find an affordable service that worked with the high-deductible insurance plan I bought on the Affordable Care Act Healthcare Marketplace. I was stunned by how difficult that was.

The earliest iterations of HealthJoy were designed to guide individuals through selecting, using, and making the most of ACA insurance plans. We served 60,000 members with hundreds of different individual ACA insurance plans in all 50 states. In 2016, after garnering incredible interest from the corporate sector, we pivoted to the employer benefits space and haven’t looked back.

Our growth since then has been astronomical. We’ve received $23M in funding and served over 200K members at companies of all sizes, from SMB to Fortune 500.

Our mission expanded right along with our company. We’re now focused on improving the entire employee benefits and healthcare experience for every member. That’s an ambitious goal, but it’s what fuels our team, from developers and marketers to customer success and member services, every single day.

Like many of the tech companies honored by Built In this year, HealthJoy is built around an app. But we’re so much more. Since our earliest iterations, we’ve combined live support, AI tech, and a delightful consumer experience to make a complicated industry accessible for employees. As you can imagine, it takes a talented, nimble, and open-minded team to consistently deliver JOY to our members at companies of every size.

I’m looking forward to adding more inspiring talent to our team in 2020. We’re hiring across several departments in Chicago. If you’re interested in changing the future of healthcare, review our list of open positions and reach out.

Over the last year, we’ve been honored as Chicago’s Best Tech Startup, and now can officially call ourselves one of the city’s best places to work. As a co-founder, I’m incredibly grateful for the recognition the HealthJoy team has received over the last year. In the end, though, it’s just a public reflection of what I already know: We work with Chicago’s best, and we’re building something incredible together.

Want to join us in our mission? Visit: https://healthjoy.com/careers/

Driving Family Benefits Engagement Beyond OE

Driving Family Benefits Engagement Beyond OE

With open enrollment winding down and new benefits rolling out to employees, your HR department is far from taking its foot off the gas. In fact, it’s likely you’ve just shifted your energy to making sure employees actually use all those great benefits, and you have good reason.

Engagement drives up benefits satisfaction and keeps your employees happy. That means utilization rates touch everything from your recruiting and retention efforts to total healthcare costs for your employer. In other words, these efforts are well worth your time and energy.

In this post, we’ll address one of our best strategies for increasing utilization: driving family benefits engagement with a complete benefits package.

Why it’s important to get family on board

Over the last few months, you nailed your employee benefits presentation, ditched your benefits booklet, and worked hard to establish trust in your newest benefits.

But no matter how robust your employee benefits communication strategy was during open enrollment, you may struggle with engagement after launch. That’s because communication during open enrollment alone isn’t enough for employees (see our Employee Benefits Communication Content Guide for more ideas).

The same is true of communications with family members on your company’s benefits. To achieve the engagement and utilization you need for real employee satisfaction, you’ll need to reach them, too.

According to the U.S. Department of Labor, women make 80 percent of health care decisions in the United States. That’s helpful when women are also the primary insured employee. But when they aren’t, it means that much of the information you’re passing to employees during open enrollment passes through a filter before going to the decision-maker.

Let’s say one parent is traveling and another is home with a sick child. The traveling parent may be the employee. If they’re the only one who attended a lunch and learn about telemedicine, their partner may not know that it’s an option. They may stick with an expensive ER visit instead.

A more commonplace example: one partner usually takes care of medical bills. They aren’t your employee, so they missed your employee communications about your bill review benefit. Instead, they elect to just pay an expensive bill as part of their monthly workflow. A bill review may have saved them hundreds (or even thousands) of dollars. Since both partners weren’t aware of the service, you’ll never know.

Finally, let’s say an adult child lives out-of-state and makes healthcare decisions on their own, with little to no guidance as to what is included in a health insurance plan. Their bills are passed to their parents and your employer. With no education, they keep choosing the most convenient—and most expensive—care providers.

None of these scenarios require a stretch of the imagination. They might even be the status quo. And they demonstrate why there’s value in making spouse and dependent education a part of your year-round benefits communication strategy.

Strategies for reaching family members

Gather contact information during enrollment.

Do all you can to collect contact information for eligible spouses and dependents during enrollment. At HealthJoy, we strive to collect contact information including phone numbers and email addresses for every adult in the family during our setup process (HealthJoy is free for family members.)

Collecting this information is a key first step because it allows you to loop the whole family into your year-round email campaigns. If you’re able to collect mobile contact info, you can even use an SMS campaign to prompt them to take part in different benefit programs(see The Best Benefits Engagement Tool You Haven’t Used for more).

In other words, collecting contact information is the easiest way to ensure your family-wide education efforts succeed.

Send information home

Though we talk a lot about the importance of using all the tech at our fingertips, from Slack reminders to AI, there are times when you simply can’t beat an old-fashioned mailer. Since some contact info is sure to slip through the cracks, mailers can be a good way to contact those difficult-to-find decision-makers.

I’ll give you an example: last month, I told my husband that he’ll have a new pre-tax transit benefit available through his employer in 2020. He had no idea. Work’s been hectic, and he missed the office communication. I’d read through the mailer sent to our house, and I was happy to fill him in 🙂

Centralize your benefits experience

When benefits are centralized in a website or, even better, in an app, it’s easier for employees and their families to directly access all their benefits. Websites are easily created, but they tend to have lower engagement. Apps, with their ability to deliver two-way communication, are a superior solution. Giving your employees and their families a single place to go for all their benefits is a great way to get them to engage with an entire benefits package.

Drive family benefits engagement year-round

Engaging family members is key to helping employees make the most of their benefits beyond open enrollment. When you include the whole family in your communication efforts, you’ll ensure every family member has the tools they need to make smarter healthcare decisions. The result—not just higher employee satisfaction but healthier, happier families—is well worth the extra effort beyond OE.

 

 

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<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/2020/01/' > <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; 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[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/2020/01/' > <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; 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