Metropolitan Life Dental Insurance Providers – Every employee works not only to pay the bills, but also to achieve their dreams, from buying a house to paying for schooling to retiring on time. Investing in such goals helps employees stay engaged, focused and loyal to their employer.
But unexpected medical expenses can derail big plans because employer-provided health insurance doesn’t cover everything. Although people are traditionally advised to “save more”, most cannot save enough money to pay for even minor emergencies. Consider these facts:
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Extreme financial, physical, and emotional distress can lead to disengagement, ongoing health problems, and sometimes life disruptions that directly affect productivity and employee retention. If they don’t take steps to protect themselves, employees are putting themselves, their families, and their dreams at risk.
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Voluntary benefits can provide essential financial support when it is most needed. With a high likelihood of use, they can serve as guardrails that keep employees on track.
Today, high employment rates, the war for talent, changing demographics and the growing need for financial stability are changing employee expectations and job satisfaction. This is a growing challenge for many employers; in fact, 42% say employee engagement is an active issue.
One area that traditionally helps attract, retain and attract talent is benefits. In fact, happiness with benefits is often strongly correlated with happiness at work; more than 80% of employees who said they were satisfied with their benefits also said they were satisfied with their jobs.
But today, many employers don’t fully realize the value and impact of their benefits packages because employees don’t fully understand the products available to them and how they can work together to meet their needs. This is particularly true of voluntary benefits that include supplementary health care (accident insurance, hospital insurance, critical illness insurance and cancer insurance) and income protection (disability insurance, legal plans and life insurance), as employees do not always recognize this role . these benefits help ensure financial well-being.
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Many workers believe that health insurance covers them for all health situations, but they don’t think about how co-payments and deductibles can affect their finances when they apply for benefits. They also don’t know how unexpected expenses incurred during an illness or accident can affect living expenses and daily life.
The percentage of Americans under 65 who had trouble paying their health bills in the past year even though they had health insurance.
Of those, 63 percent used all or most of their savings to pay medical bills. 5 And while the financial stakes are high, medical accidents are unfortunately common – cancer affects 1 in 3 people, and last year there were 30 million emergency room visits due to accidents. The financial, physical, and emotional stress these difficulties create can lead to layoffs, permanent health problems, or life disruptions—which can cause stress and make employees less productive at work. If they don’t take steps to protect themselves, employees can put themselves, their families, and their dreams at risk.
And while employees lack opportunities to protect their financial well-being, employers lack opportunities to raise awareness of the value of benefits and improve employee satisfaction. To prevent this, employers must change the way they design and communicate benefits packages to show how benefits offerings fit into the context of employees’ lives.
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This forces employers to look at benefits from the employee’s perspective – how will the benefits best meet their needs? What will help them avoid the financial stress of costs not covered by basic health care plans? By taking a step back to see how voluntary giving can positively impact employees at different stages of their lives, employers can create greater clarity, understanding and ultimately engagement.
In this guide, we’ve used insights from our ongoing research with employers and employees to identify effective ways to design and deliver voluntary benefits.
Today, it is accepted that employers benefit most when employees are satisfied and engaged. To better understand why this is so and what it means for employers, we spoke to economist and researcher Andrew Oswald.
Less than a generation ago, the belief that workers’ well-being had a direct impact on their value as a company asset was an opinion (if it was considered at all). In most cases, it was important to get people to show up and put in a full day’s effort.
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However, in the early 1990s, dr. Oswald, now a professor of economics at the University of Warwick in England, began studying the economic and social roots of happiness and mental health. It was an unusual line of research at the time, but the discovery that subjective personal questions were meaningfully correlated with more objective measures created an entirely new category of social science research.
“What could be more important than happiness?” Oswald asks. In randomized studies, happier people are about 12 percent more productive. “It’s like happiness creates its own extra energy.”
Oswald notes that work is becoming less about synchronizing the head and hands to perform repetitive manual tasks. The main priorities are social and intellectual skills that correspond to the head and the heart – intelligent communication and effective cooperation.
The “happiness economy,” as it is sometimes called, has changed the conversation about the employer-employee relationship. According to one reliable estimate, dissatisfied, disengaged, disengaged employees cost American companies up to $550 billion annually in lost productivity and turnover.
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Employers today must pay more attention to the emotional and financial well-being of their employees than ever before. The world is increasingly connected with services and mutual interactions.
Oswald emphasized that there is good evidence linking employee benefits and engagement, particularly to the extent that “having a better safety net to deal with unexpected life events can improve one’s emotional and mental preparedness.”
Finances are a particularly common source of discomfort and distraction, with 66 percent of employers agreeing that employees are less productive when worrying about personal money issues. With nearly half of employees saying they are anxious, worried, or concerned about their financial situation, employers looking to optimize workplace performance face significant challenges.
One solution is to offer a better and expanded range of benefits – 84 percent of workers express a strong interest in receiving financial assistance from their employers, and 64 percent of those who have such support say they feel financially eligible. However, only 18 percent of employers currently offer such programs as a benefit to their employees.
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Employers see a positive return on investment when they take steps to help employees take care of themselves and weather accidents or illnesses, debt, or retirement planning. Making sure they’re fully informed and have access to voluntary benefits that meet their needs can be the difference between an agile, engaged workforce and one that’s just treading water. MetLife is an insurance company that offers life, health (especially accident and disability), dental, vision and pet insurance.
When looking for dental insurance, you want to get the best value you can with most procedures covered. High coverage, high annual maximums and low annual deductibles are essential, as is coverage for major procedures and orthodontic care.
MetLife Dental Insurance has several plans for individuals, including HMO plans. This means you can take your insurance policy with you if you change jobs, retire or become self-employed. Most of the options are PPO insurance plans, and some have features not found in other companies’ insurance policies.
If you’re not impressed with HMO or PPO plans and want to learn more about a traditional type of dental insurance plan, read this article on dental liability insurance.
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MetLife Dental offers an HMO plan for people living in California, Florida, New York, New Jersey and Texas. Like other HMO dental insurance plans, you choose a primary dentist when you sign up. There are no deductibles to meet, no annual maximums and no claims, making this a convenient insurance plan.
Each state that offers this HMO plan has its own emergency policy. However, you’ll get some coverage even if you need a dentist more than 50 miles from your primary care provider, and often if it’s out of network.
For prevention, the Oral Fitness Library is also available to MetLife Managed Care Plan members. Provides dental health education by answering questions you may not have had time to ask your dentist.
To learn more about HMO plans, one of the main types of dental insurance, read more here.
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MetLife Dental also offers PPO plans that give you more freedom by providing coverage for out-of-network dentists as well. However, you still save more money by staying in-network like other dental PPO insurance plans. There is no paperwork on your end as your dentists are responsible for submitting your claims.
In addition, preventive care is covered 100% when choosing a dentist in the network. This last point is important to many clients because one of the most common reasons people leave dental care too late (when serious treatment is needed, not prevention) is the cost of accessing care without
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