Broadcaster: One Tool for Efficient Benefits Communication

Broadcaster: One Tool for Efficient Benefits Communication

Communication is difficult. Communicating about company benefits can get even more complicated. With HealthJoy’s latest tool, Broadcaster, engaging employees and getting the most out of your benefits investment just got a whole lot easier.

Available through the dashboard, Broadcaster makes custom in-app health and benefits communication a reality. It enables you to reach out to eligible employees efficiently and with ease via their mobile devices, where they can view your messages through the HealthJoy app.

Use it for custom announcements about open enrollment, off-cycle benefit additions, wellness initiatives, and more.

What is a Broadcast?

Broadcaster is a simple and intuitive way to deliver benefits communication quickly. It allows you to send templated in-app messages to eligible employees on their most frequently used platform — their mobile device.

A broadcast consists of a push notification and up to five corresponding messages you can send out to your employees. You have the option to direct them to select wallet cards, a web link, or to upload a file to display. Additionally, you can choose whether to create your own Broadcast or select from the provided templates.

When can I use a broadcast?

Use Broadcaster whenever you want employees to better understand and utilize their benefits. Launching a new benefit or service? Kicking off a new wellness initiative? Want to remind people about OE or to take advantage of mental health offerings? Broadcaster is the tool for the job.

Craft your custom message, then schedule delivery based on the date and time that works best for you. Please note that the broadcast will send in CT time. 

Why should I try Broadcaster?

The tool is here to help you:

  • Reach employees on their mobile devices
  • Gain access to self-service benefits communication – with Broadcaster, it’s quick and easy to send custom announcements without any HealthJoy involvement
  • Opt for speed using our pre-written messages or choose customization by creating your own

Check out this video to learn more about how it works, or open the dashboard to start taking advantage of this tool today.

Improving Employee Communications: Winter 2021 Product Updates

Improving Employee Communications: Winter 2021 Product Updates

This quarter’s product enhancements were rooted in our commitment to improving employee benefits communication. From the way members navigate our inbox to your ability to reach them with custom push notifications, we’ve rolled out tools that help you improve benefits understanding and awareness.

Why? We know that effective communication is crucial to ensure that your employees get the most out of your benefits investment. Our biggest Q2 launch, a public beta of our brand-new Broadcaster tool, is live today! Broadcaster makes custom in-app communications a reality for every HealthJoy customer. That means you can send messages to your employees about open enrollment, new benefits, wellness initiatives, and so much more.

Stay tuned for an in-depth look at Broadcaster launching on our blog very soon, and read on to learn more about what our product team was up to over the last quarter.

Q1 2021 illustration new inbox
Making Benefits Communication Easier with Broadcaster
Already a HealthJoy client? Join our April 8th at 1 pm CT to go over best practices for using Broadcaster.
Learn more »

A better-organized inbox

The HealthJoy inbox is our members’ go-to location for communication from their healthcare concierge. If employees request a provider, procedure, or facility search, their details are delivered as “cards” in their inbox.

With the launch of Broadcaster, the inbox will also be home to the notifications you push to them through the app. To improve this experience and reduce confusion, we split the inbox into two sections: Requests and Notifications. Now it’s easier for your employees to keep track of all their important messages.

Choose your own financial notification adventure

On the topic of financial transparency, we’ve added notification capabilities for withdrawals and deposits to financial accounts linked in the app. Employees can choose to enable alerts linked to their financial accounts.

The feature allows members to toggle on withdrawal notifications, deposit notifications, or both. These changes can be made through the settings section in a member’s profile.

Straight to the source for COVID-19 info

As the COVID-19 pandemic wears on, recommendations are constantly changing. To provide the most updated vaccine resources to our members, we’re going straight to a trusted source. We’ve updated the COVID-19 wallet card with links to the CDC’s latest vaccine information.

Your employees can use these links to find updated vaccine details for their area. As always, the COVID-19 wallet card is accessed right through the HealthJoy app.

More mental health support for members in need

It’s been a challenging year for so many of us, and therapists and mental health professionals are in high demand. The same is true for HealthJoy Behavioral Health therapists.

We wanted to make it easier for our members to get the help they needed, so we’ve worked with our partners to substantially increase the capacity and availability of therapists and mental health providers accessible through our app. We’ve also added a phone number that members can call if they experience difficulty finding a behavioral health teletherapy provider with availability.

Making marketing and education easier in the dashboard

We know that communicating about a new benefit is a vital—and often complicated—step in the process of making it work for employees. Your HealthJoy dashboard is already a central location for everything you need to gauge plan success.

With that in mind, we’ve made it simpler to access activation and engagement materials in the dashboard, as well. The new Marketing and Education section helps you engage employees year-round. Whether you’re launching HealthJoy, explaining it to new employees, or providing a mid-plan-year refresher, the materials in this section can help.

We hope this quarter’s product updates inspire your own employee communications and simplify the process of helping them navigate their benefits. Stay tuned for more on Broadcaster and insight into our future product updates. 

How Financial Counseling Improves Employee Wellbeing

How Financial Counseling Improves Employee Wellbeing

As we sail past the one-year milestone of the pandemic shutdown, it’s easy to see why employees remain stressed. While a vaccine rollout and national reopening plans compete with an uncertain future and a sputtering economy, employees can rely on one source of hope: they don’t have to face the crisis alone.

We’ve written extensively about 2020’s impact on employee mental health. Even though the situation looked dire back in July, new data from a 2020 Financial Stress Survey suggests the number of employees reporting high levels of financial stress has doubled. The good news? People are resilient. Employees are more receptive to getting the financial assistance they need, and employers are well-positioned to help.

Through a powerful tool like an Employee Assistance Program (EAP), you can help employees grasp the complete range of support you provide, including financial relief. 

Let’s dive into why financial counseling initiatives matter and how they improve employee financial wellness. 

What exactly is financial counseling?

Financial counseling can bolster an employee’s financial wellbeing through a combination of education, one-on-one coaching with a financial counselor, money management tools, and ongoing support for all financial topics in every stage of life. Other components also include: 

  • Debt management services – help employees manage repayment of various lines of credit or loans. This service explicitly targets debt types like student loans, mortgages, and credit card debt, among others. The most common service is debt counseling.
  • Savings programs – intended to help employees meet short- or long-term financial goals through savings or investment accounts. According to Mission: Money, the workplace is the ideal setting for an employee to save because it’s where income generates and where existing mechanisms (think direct deposit) enable individuals to save and invest in a straightforward and automated way.
  • Student loan counseling – experts help borrowers determine the best path for repayment based on their unique financial situation.
  • Short-term loans or accrued wage advances – make cash or credit available through the workplace. These tools provide employees with temporary relief and allow for a lower monthly payment over an extended period.

However, we know that EAP utilization is low, and employee perception doesn’t always match reality. Employees may not be aware that an overlooked EAP service like financial counseling is available through their benefits.

Helping a workforce in crisis

According to a PwC survey, full-time employees are unprepared for an extended economic recession or short-term cash needs. The study found 38% of all full-time employed Millennials, Gen Xers, and Baby Boomers have less than $1,000 saved to deal with unexpected expenses. The pandemic created a slew of new financial hardships, but it also heightened existing ones.

Financial stress can negatively impact employee productivity and mental health. And with work-life and homelife blurring together, employees’ needs and wants have evolved.

It’s important to note that although employers are not the cause of the financial stress, they are in a prime position to help. Offering a holistic financial wellness program can:

  • Bolster employee engagement and retention – a happy employee is a productive and motivated employee. By providing services that empower people to reach their financial goals and achieve stability, employers will find it easier to create and maintain a balanced and positive work culture.
  • Boost financial literacy – to be fiscally healthy, establishing a solid foundation of financial basics is one place to start. Resources such as financial counseling can educate employees about the value of budgets, responsible debt, etc. Information is power. By becoming financially literate, they become better equipped to address money management issues and alleviate their anxiety.
  • Empower employees to develop better savings habits –  when asked to choose which benefit accounts an employer could contribute to, respondents said an emergency/rainy day fund would have the greatest impact versus a 401(k) plan or unlimited PTO, according to a SoFi at Work survey. Offering such a benefit could help employees develop better habits and feel more prepared to navigate future financial hardships.

Setting up for success

COVID-19 amplified the need for financial wellness benefits. People want help but only seek guidance at key decision points or when they’re already in crisis. By providing the financial planning tools and counseling they need, you can ensure employees will feel valued, which will result in higher productivity and further stability for your business.

One Year Remote: How We Remained a Top Workplace

One Year Remote: How We Remained a Top Workplace

Can you believe it’s already been one year since much of the world moved to remote work? I vividly remember sitting in a conference room with the executive team this time last year trying to figure out the best way to keep our teams safe and healthy. Ultimately we, like so many of you, sent our people home. We’ve been there ever since—and I know that for many of them, the prospect of working from home back then might have represented a mix of feelings. Many of us were relieved to be with our families and scared about the state of the world. Candidly, I was also unsure how we would continue to replicate our incredible in-office culture in a completely virtual environment. But if there’s one word I can use to describe the way our team has adapted over the last year, it’s resilience. I know that in the long term, we’ll be a stronger organization because of it.

While we have had our fair share of challenges adapting to our new lives, I’m impressed every single day at how our team has come together to lift each other up and Deliver Joy to our clients, members, and colleagues. Humbly, this hasn’t gone unrecognized — this week we were named one of America’s Best Startup Employers by Forbes. Based on a methodology evaluating employee satisfaction, company reputation, and company growth, this award is a testament to our team’s commitment to making HealthJoy a great place to work no matter where we’re located. In fact, it’s actually our second award recognizing this workplace in 2021. In January, we were also awarded three “Best Place to Work” Awards from Built In Chicago.

I asked our People Operations team to share a little about what they’ve learned and how they’ve helped our team excel from home over the last year.

Adjusting our onboarding process

Remote onboarding has always been a part of the new hire process at HealthJoy. But previously, most of our remote employees could benefit from coming into the office for a few days early in their employment. We removed that component over the last year while ramping up our recruiting efforts and expanding our US team by 72 people. We found strengthening our onboarding process is one of the biggest ways we can ensure we’re a top place to work in the years to come.

“We want to continue our focus on providing an exceptional candidate experience and thought about how we could bring the “in-person interview” experience to Zoom,” Technical Talent Acquisition Specialist Amanda Ernst said. “Our recruiters have created virtual tours to share before an individual has their final interview. We log into an interview early to check for technical glitches, answer last-minute questions, and make an effort to connect with candidates even more frequently during their interview process. As we onboard new employees, we provide our managers with a virtual onboarding training guide along with other resources so their new employee feels a part of the team from day one.”

We also prioritized hiring a new talent acquisition coordinator role to help smooth out this process for employees. Like many of our new employees, her onboarding took place remotely, and we think her experience speaks volumes about how well we’ve adapted to this new world of work.

“I was lucky enough to get to find out for myself just how excellent remote work can be at HealthJoy. My entire interview process was incredibly smooth and the onboarding process was nothing short of remarkable,” Talent Acquisition Coordinator Loren Chastain said. “I have felt fully supported the whole time and although I wish I could meet and collaborate with my fellow coworkers in an office, I am very thankful that we have the means to stay safe at home and still be able to do our best work.”

Putting the employee experience first

Helping employees is at the heart of what we think about every day, but at the start of our remote work period, it certainly required some adjustment from our team.

“We’ve had to become really intentional in helping employees set boundaries and find creative ways to recharge. Pre-pandemic, vacations and days away from the office were the main ways employees recharged, and that can’t happen now. Over time, we learned and evolved the balance that keeps us connected as a team while giving everyone the freedom to not work,” our Senior Talent Acquisition Specialist Courtney Wilson said.

Like everyone, our team experienced the fluctuations in safety and circumstances that make maintaining a consistent employee experience so challenging while we’re remote.

“As the year progressed, we encountered new layers of complexity — communication best practices, building camaraderie, and, most importantly, ensuring employees were unplugging at the end of the day. Despite all of the challenges 2020 and 2021 continue to bring, our People Operations team has done a tremendous job at supporting and maintaining a culture of empathy, flexibility, and balance,” Director of Talent Acquisition Megan Deporter said.

Creating a strong remote work culture

Like many in the tech space, the last year has forced us to reevaluate our conventions around office work, remote policies, and ultimately, how we view our company culture.

“Prior to remote life, my priorities when looking for a new job were office culture and perks – and I truly loved seeing my coworkers every day. Obviously – the world had to make a pivot and I really had to learn how to still feel company culture over a computer screen,” Talent Acquisition Specialist Chelsey Powell said.

Rather than something we build around happy hours or catered lunches, our culture is built around our people. We’ve uncovered ways to keep them at the forefront no matter where we are.

“Our team has learned how to have coffee chats and check-in conversations, not only about work – but how we are actually doing. I will set up a 20-minute meeting with a certain colleague to discuss a new crime show or book I have read, or to learn about their weekend. It’s a nice way to really stay connected. While I haven’t met my coworkers in person – I truly do feel like I know them so well by having these conversations,” Chelsey said.

As we look ahead, we’re no longer concerned about the state of our work in the future. Over the last year, we’ve learned that the same things remain fundamentally important no matter where we work. Nothing will ever be as important as a strong company culture that provides clarity around our mission, vision, values, and objectives. We’ll stay focused on building that clarity, and we’ll be ready to handle any changes that come in the future while building the best experience possible for our employees.

Where to Start Looking for Prescription Savings

Where to Start Looking for Prescription Savings

Prescription medications are expensive, and Americans take a lot of them—in fact, nearly half of U.S. adults take one prescription drug, according to the Centers for Disease Control and Prevention (CDC). The cost of that medication makes up about 11.6% of annual healthcare spending in the U.S.

We pay more for our prescriptions than many other countries, too. According to one study, prescription costs in the US average 2.56% higher than 32 other evaluated nations.

Whether you’re providing resources to your employees or looking on your own behalf, prescription costs can represent an enormous financial burden. As more Americans share the cost of healthcare through high-deductible health plans (HDHPs), it’s important that we understand what our medications are costing us—and how to ensure you and your people are getting the best price.

How prescription coverage works

So you visit the doctor, get some bloodwork, and are prescribed a new medication. The doctor automatically sends the prescription to your preferred pharmacy—they have it on file— and within an hour, the pharmacist calls to inform you that your new medication is ready to be picked up.

This process probably sounds routine, but it doesn’t necessarily ensure you’re getting the best available price. In fact, the copay might not even be clear until you arrive to pick up the medication.

Before we dig into savings strategies, it’s important to understand how medications are covered and paid for under most health insurance plans. Most employer-sponsored health insurance plans use a list called a formulary to determine what medications they will cover and how much of the cost they will pass along to you. A formulary is split into tiers, with the lowest tiers including the most inexpensive generic drugs. The highest tiers include the most expensive, and often rare, drugs. Not all health insurance tiers are the same, they vary by insurer and by the specific plan, and they can change from year to year.

If your plan includes a deductible, you might have to pay the full cost of the prescription until your deductible is met. If your plan includes a prescription copay, it might cost a lower amount that’s based on the medication’s tier. Copay amounts can vary depending on the tier in which a medication sits.

Most of us go straight from the doctor to our favorite pharmacy. But healthcare providers don’t necessarily have insight into a plan’s formulary, meaning they may prescribe a brand-name medication that’s more expensive than a generic alternative. The system is confusing, and finding medication savings can require research, coordinating with a pharmacist and healthcare provider, or even using a third-party tool. In other words, finding savings takes work.

Here are the strategies our healthcare concierge team uses to perform an Rx Savings Review for our members. Any one of them makes a great place to start looking for savings.

Our prescription savings strategies

Therapeutic alternatives – These are medications that rely on different chemical compounds to treat conditions and yield the same therapeutic effect. If a particular prescription drug therapy is expensive, a therapeutic alternative may exist at a lower price point. A prescribing doctor or your pharmacist can help with questions about therapeutic alternatives.

Generic alternatives – Generic drug substitutions use a different formulation of the same drug that was originally prescribed. Unlike therapeutic alternatives, generic medications are considered the same as the original prescription medication, and can often be filled by a pharmacist at a lower price. The RAND Corporation study found that for brand-name drugs, Americans pay 3.44% more than other developed nations. For generic drugs, though, we pay only 84% of what other nations do.

Manufacturer coupons – Many drugmakers offer coupons (often called a discount card or copay card) to reduce the out-of-pocket costs of their products. Drug companies typically offer rescription discount coupons for expensive, brand-name medications, such as insulin and immunosuppressant drugs. Offering coupons incentivizes patients to take these medications over generics. Because of that, many state and federal regulations govern copay cards and how they work with your insurance.

Prescription assistance – Like coupons, prescription assistance programs are run by drug manufacturers to offer free medication to people who can’t afford it. These are typically for those without health insurance, but those with insurance may qualify for certain programs if they are experiencing financial hardship or can prove their medication isn’t covered by their insurance.

Third-party savings programs – Enrolling in one of these programs can help find prescription savings for medications not covered by insurance. It’s also helpful for those enrolled in Medicare who may be ineligible for other programs, like manufacturer coupons.

Mail-order options – A health plan may offer mail-order pharmacy options that are managed through a Pharmacy Benefit Manager (PBM). Using a mail-order pharmacy through a health plan can help identify drugs with much lower copays. Prescriptions from a mail-order pharmacy are usually offered in 90-day supplies.

Pharmacy comparison – The pharmacy down the street may not offer the best price on prescription medications. With a little flexibility, it’s easy to uncover whether a Walgreens offers a better price than CVS, or that the opposite is true.

Dose optimizationDose optimization typically involves working with a prescribing physician to condense several daily doses of a certain medication into an equivalent, once-daily dosage. It saves the most money when the cost of different doses is similar. Dose optimization requires working with a prescribing doctor.

An easier way to uncover savings

If prescription prices are a financial burden, prescription savings strategies can offer some relief. Between a medical provider, pharmacist, insurance provider, and any work done by a third-party service, the savings available can add up. HealthJoy members get free access to Rx Savings Review services, and the help of a healthcare concierge who can help them find pharmacy options, through the HealthJoy app. They can also access Medical Bill Review services and get help with prior authorizations, simplifying the process from start to finish.

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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/2021/03/' > <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/2021/03/' > <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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