There are many vendors to chose from so the choice is up to you. There is no set in stone price as it will depend on group size and ages. More than happy to put a proposal together for you. Would you mind emailing me: rmount@langgroup.com ? Thanks!

During my career we have offered them.  I have done Aflac and Colonial insurances.  The biggest issue I have is how much the "representatives" want contact with my staff population.   I was very protective of my staff and only allowed contact about 2 times a year.  I did not want staff to be pressured to "buy".   I gave new hires information with all other benefits, if the staff member was interested I would contact the representative to personally meet with the interested staff member.   I would offer Voluntary brown bag lunch opportunity, unless the rep would provide lunch.  And at our annual open enrollment meetings, I would have a rep available.

Employees see it as a benefit! for those who chose the cover, it is a great way to boost the benefits package without adding to the bottom line.

If you go with Aflac, no they have NO database of who your representative is, so you can be called multiple times by different reps in your area.

We have added both with our AFLAC group.  The cost depends on who is being covered.  The options are Employee only, Employee + Spouse, Employee + Children or Family.  Our Critical Illness policy mandates that the employee be covered before adding spouse.  If there are child dependents, those are free if the employee and/or employee + spouse are enrolled.  

We offer voluntary ancillary policies through Aflac.  Our Aflac reps are phenomenal.  They are very respective of me, my staff and our employees.  We have annual open enrollments.  New hires get the information during orientation but Ramona and Brian Ingram don't reach out unless contacted by the employees.  Every once in a while I might get a call from another Aflac rep but that is so rare.  And as soon as I tell them who I work with for these policies, they politely apologize and say we have the best.  Our employees like them too because they are so helpful in explaining how the plans integrate with their company provided programs and they'll meet with them any time.  We want our employees to have that personal contact - the policies are theirs, not the company's.  All we are doing is introducing them to the product and the broker and allowing premiums to be paid via payroll deduction. 

The suggestion would be to identify the strategy, before offering the benefit. 

For example, where I have seen these benefits make the most impact, is when a client has a reason for offering the benefit.  For example, if the client is trying to promote more HSA participation, they might offer an accident benefit or hospital indemnity benefit, and pay all or a portion of the employee only cost (the cost is much lower than the health premium savings many times). 

Offering these benefits with a purpose, helps alleviate employee concern of pay for the full HSA deductible out of their own pocket (in the case of an accident or hospitalization.)

The strategy will probably help determine the right cost share for your organization.

Happy to help with other ideas, to help you get where you want to go. I can be reached at michael.engelhardt@aleragroup.com , or you can connect with me on Twitter (@benefits_cfo orLinkedIn, and send me a message there (if better for you).

Mike.