Ruprecht has been an essential part of the Chicago
meatpacking industry since 1860. They provide food service businesses and
retail establishments with a stable supply of raw proteins with global sourcing
and exacting standards as a division of Kilcoy Global Foods, complete with five
premium beef brands. More recently, Ruprecht has become the industry’s leading
provider of sous vide cooked proteins that save chefs valuable time and
increase food safety.
In early 2019, Ruprecht prioritized modernizing their HR and
benefits in order to foster an overall more productive and engaged workforce.
The company’s leadership team had recently changed and new CFO Frank Patton and
the rest of the executive team wanted to focus on building a positive
“Ruprecht as a company has been around since 1860, so we’ve got longstanding history and longstanding employees in our organization. But it didn’t feel like we were really helping them with their high-touchpoint activities. The CEO and I had come on board at Ruprecht and were very focused on making the culture more employee-centric and started evaluating how we did core things within our organization.” said Frank Patton.
As Frank and the rest of the team looked at what they could
change about how Ruprecht operates to make it more employee-centric, they came
to realize that they needed to overhaul their benefits package and human
resources administration. But while they knew what they needed to change, they
did not know how best to go about optimizing their benefits package and HR
systems. They needed a more proactive HR partner who could guide them through
the process rather than just connecting them with vendors. As Frank elaborates,
“As you would expect, benefits and all things payroll-related are big touchpoints for our employees. And so it was really at the beginning of our time at Ruprecht that we started to evaluate areas of our business that needed some care and feeding. We started to evaluate our partners and realized we didn’t have the right partner for HR administration and benefits who could be a thought-leader for us to help us understand how we should look at big cultural elements such as benefits.”
The Ruprecht team discovered Launchways through a trusted
business referral and quickly realized that the Launchways approach aligned
well with their goals for how they wanted Ruprecht to operate. And, best of
all, Launchways promised to be the active, engaged partner that Frank and the
leadership team was looking for,
“We started having conversations with Launchways and realized that there was very good alignment between how Launchways was approaching business and the business model and what we were looking for. I would say this is a huge differentiation for Launchways. They very much want to embed themselves within their clients’ businesses. If you’re going to be a partner, you can’t be a drive-by partner. You have to be somebody who is actively involved in the discussion.”
Launchways worked with the new Director of Human Resources,
Ryan Klatt, to review and streamline existing HR processes and identify the
ideal HR technology solution to improve the experience for the HR team and the
entire Ruprecht team. Launchways was able to put together a comprehensive
technology suite that met Ruprecht’s needs and fell well within their budget.
Launchways also evaluated Ruprecht’s current benefits package and put together
a proposal for a new benefits package based on employee needs and financial considerations.
As Frank reports, Launchways’ transparency was refreshing and empowering,
especially from a finance perspective,
“Launchways gives you complete transparency. You get a view of here’s what that brokerage fee relationship was and here’s how we drive value. So from a financial person’s perspective, it was wonderful. I know what my spend was, I know what I’m going to spend in the new relationship, and I know the value that I’m going to get.”
This new approach to HR and benefits gave the Ruprecht team
valuable peace-of-mind and clarity regarding their benefits strategy. What used
to be a complex and frustrating expense with limited impact for employees and
unclear ROI became a positive force in building a more engaged workplace,
“For us, it’s transformed our view of how we should look and think about benefits. It’s open-book, completely transparent, and this is a great area to do that with because it’s so mysterious to begin with. It’s a black box. So now we don’t have as much mystery and we can sit down and talk openly and honestly about it.”
Another aspect that the new leadership had to tackle to
align Ruprecht’s workplace realities with the company’s values was workplace
safety. As in the case of benefits, Ruprecht knew they needed to overhaul their
safety processes but were at a loss as to what changes to make. Frank asked
Launchways if we could help evaluate resumes for a new safety officer, which
led to Ruprecht hiring Launchways to conduct a risk assessment and recommend
improvements to their safety systems.
“It was extremely helpful because it meant we could have someone come in, spend some days in our facility and evaluate not only the person we have in that role but also what that person is doing and our highest priority needs. And honestly, I think we will be using Launchways again on the safety front because it helped us come up to speed so quickly and the value that we got from that discussion, I don’t think you could get any other way.”
In June 2019, Illinois became the 11th state in
the country to legalize the use of recreational marijuana. This January, that
law went into effect and was met enthusiastically by Illinoisans: newly legal
dispensaries did $10 million in business in the first week alone.
Although it is often viewed as a legal matter affecting
individual citizens, legalization introduces numerous complications and
concerns for employers. While employers can still regulate the use of marijuana
in the workplace, legalization has made enforcing those policies much more
difficult and employers risk compliance violations if they overstep their
Whether you are a business owner or HR professional, you are probably already grappling with the effects of Illinois marijuana legalization. At Launchways, we know that our clients certainly have. So, we decided to bring in a legal expert and our in-house HR expert for a free webinar on navigating legalization in Illinois. We hosted the webinar on February 19th but you can still stream it on-demand anytime.
We want everyone to benefit from
the advice that our experts gave during the webinar, so let’s take a look at
the key points covered during the lively session.
and Key Distinctions
What can employers legally
do from a compliance standpoint?
On February 19th, HR
leaders from across Illinois tuned in for a presentation by two industry
experts.Our first panelist was Heather Bailey. Heather is a partner in
SmithAmundsen’s Labor & Enforcement Practice Group and has practiced in
employment and labor counseling and litigation for 18 years. She
counsels on day-to-day operations, human resources, and management decisions
regarding employees, practices, and policies. In short, she is an expert in
navigating employers through compliance issues and helping them create
effective and compliant employee policies.
The second panelist was Launchways’ HR Client Manager,
Karina Castaneda. Karina is a seasoned HR professional with over 15 years of
experience working in employee benefits, performance, and staffing. She helps
Launchways clients with all of their compliance questions and concerns and
provides them with strategic advice regarding talent management.
Needless to say, both panelists know the ins-and-outs of
compliance and effective employee management. And they proved full of valuable
insights into effectively responding to marijuana legalization in Illinois.
Legalization Details and Key Distinctions
To start the webinar, our panelists went over the specifics
of what the Illinois legalization law, officially known as the Illinois
Cannabis Regulation and Tax Act, does and does not do.
The Act made recreational consumption of marijuana legal
throughout Illinois and enshrined marijuana as a legal substance that employers
can not regulate outside of the workplace as part of the Illinois Right to
Privacy in the Workplace Act. The fundamental consequence of legalization and
the modification of the Right to Privacy Act is that employers’ enforcement
strategy needs to change from regulating use or consumption to regulating
intoxication. Luckily, our panelists provided clear guidelines for how to
effectively make the shift.
What can employers legally do from a compliance standpoint?
Employers can still take action against employees for being
intoxicated in the workplace from marijuana just as they can for alcohol
intoxication at work. Where things get tricky is that there is no such thing as
a “breathalyzer” for marijuana. Your current drug testing policies will likely
catch general drug use, but cannot pinpoint real-time intoxication,
making them an ineffective enforcement tool that will expose you to compliance
and lawsuit liabilities if you try to use them as the sole basis to prove intoxication
As Karina outlined during the presentation, the law does not
prohibit employers from regulating the possession, use, or distribution of
marijuana in the workplace. So, employers can treat marijuana much as they
already treat alcohol in the workplace, just with a slightly different
enforcement strategy. Specifically, they should establish clear intoxication
standards based on a combination of drug testing and document reasonable
suspicion signs. And, says Karina, employers should update their policies to
clarify the company’s stance on marijuana and the consequences of using the
substance at work.
Heather delved deeper into effective and compliant
enforcement of a zero tolerance workplace drug policy. Specifically, she
emphasized the importance of establishing a good faith belief in intoxication
as the grounds for any disciplinary action. She advised employers to provide
concrete reasonable suspicion checklists and train managers on how to identify
symptoms and record them using the checklists. Importantly, drug testing should
be used to support these checklists but not used as an enforcement tool on
Compliance Concerns from Legalization
Our panelists explained that employers need to tread
carefully when pursuing disciplinary action against impaired employees in light
of legalization. In addition to relying on a good-faith belief in intoxication
and reasonable suspicion checklists, Heather emphasized that employers must
allow employees the opportunity to contest the allegations to avoid compliance
issues or potential grounds for lawsuits. However, the burden lies on employees
to prove that they were not impaired so long as the employer has provided
reasonable grounds for disciplinary action.
Heather also explained that because the Act protects
marijuana use outside of work hours and while not on call, employers have to
tread carefully so that they do not give even the appearance of discriminating
against employees for using marijuana in their free time. That means that you
cannot refuse to hire, terminate, or otherwise treat employees differently
because of their perceived marijuana use so long as they are not using it at
work. Similarly, you may face lawsuits if you take disciplinary action that is
not based on a good-faith belief in actual impairment.
Both panelists cautioned employers against the inconsistent
or uneven application of drug testing policies given the additional
discrimination risks introduced by legalization. If drug testing seems targeted
and is not based on recorded reasonable suspicion, you may face discrimination
lawsuits. And across the board, clarity is your friend: make your drug policy
and enforcement language as clear and explicit as possible and communicate
changes to managers and employees.
Heather finished her presentation with a list of
best-practices that employers should follow, including:
Have a Zero Tolerance drug policy
Educate employees on your company’s stance on
Have an ADA process for medical marijuana users
Update job descriptions for safety-sensitive
Train, train, train management
Do not rely on drug testing alone to prove
Karina outlined how these changes affect your human
resources policies, advising employers and HR professionals that they should:
Evaluate current drug testing policies,
including pre-employment testing, general testing, and post-accident testing
Update employee handbook with a clear policy
that states the company’s stance on cannabis use
Notify and train managers on policy updates in
light of legalization
Enlist outside help for areas of confusion or
when additional assistance is needed to update policies or train employees
Stream the Webinar for More Valuable Insights
In this article, we covered the general overview of the panel’s advice to employers and HR professionals. But addressing the effects of cannabis legalization in the workplace is such a complex and important topic that it is best to hear from the experts themselves. Stream the complete webinar on-demand anytime here.
“Discrimination” is a word that no human resources
professional ever wants to hear. Unfortunately, many HR leaders are unaware
that discrimination can easily be lurking where we expect it least: in our
employee benefits programs.
Moving forward, we’ll explore:
The difference between unfairness and discrimination
How employee benefits can unknowingly be
What HR needs to do identify and eliminate
discriminatory benefits practices
Discrimination vs. Unfairness
Discrimination is the unjust or prejudicial treatment of
different categories of people, particularly on grounds of race, age, or
Unfairness is a lack of equity; that is to say, a situation
in which not everybody is treated the same way.
Those concepts are closely tied – and they can certainly
occur at the same time – but they’re not exactly synonyms.
Fairness is an ideal, a target we should be able to hit the
vast majority of the time. As an HR department, nobody is ever going to
love every policy or initiative, but if your policies and the way you treat
people feels consistent, you’ll be fine. When fairness issues become systemic
and begin to affect work or culture, then you have a problem.
On the other hand, it’s never okay to be
discriminatory from a moral or legal/compliance standpoint.
How does this apply to employee benefits?
By nature, insurance isn’t always “fair.” For example, if a
30-year-old employee and a 68-year-old employee are on the same health plan,
making the same employee contribution, the 68-year-old will see much more value
due to their increased likelihood of medical need.
If you’re the 30-year-old in that scenario, that doesn’t
feel very fair, but it’s not discriminatory. That’s because, if that
30-year-old had the same medical needs as the 68-year-old, the plan would be
just as valuable to them. There’s no unfair barrier in place blocking access
due to age.
The EEOC dictates that programs are not discriminatory in
that exact scenario as long as they provide either equal
cost or equal benefit.
HR directors and benefits managers hear a lot from employees
about why their benefits offerings are imperfect, but it’s crucial to sort out
a fairness issue from actual discrimination.
How can employee benefits be discriminatory?
As their name implies, employee benefits are valuable perks
that positively impact people’s lives. When you start offering different
employees different levels of benefits, you encounter a real fairness issue,
but depending on the way you’re classifying employees when you make those
offers, you might be discriminating and not even knowing it.
The law states that in order to offer two employees
different benefits packages, you need to demonstrate those two individuals are
on different levels in terms of “bona fide employment-based classifications.”
Those bona fide classifications include:
Full Time vs. Part Time status
It’s okay to offer full-time employees benefits
that part-timers don’t receive
It’s okay (even necessary) to offer eligible
employees different benefits packages based on where they live
This generally applies to businesses that
operate across multiple states
Different dates of hire and lengths of service
It’s okay if senior employees have been
“grandfathered in” with an old plan
So, the bottom line is, if you have two full-time employees
working in the same office who got hired on the same day, they should have
equitable access to the same employee benefits programs.
What about managers and executives?
The most common way businesses inadvertently commit benefit
discrimination is by the way they structure benefit offerings to so-called
Highly Compensated Employees (HCEs). An HCE is someone who:
Makes more than $130,000 or
Owns more than 5% of the business
If your business is self-insured, the ACA prevents
you from offering preferential benefits packages to HCEs. If your business is fully
insured, you can offer a higher tier of benefits (or lower premium costs)
to HCEs if your business does not offer a cafeteria plan. In the event you are
insured and have a cafeteria program in place, it’s unlikely you will be
able to offer different plans to your executives, but always double check with
Regulations concerning benefits discrimination
If you would like to explore the compliance frameworks to
fully grapple with the problem, here are some places you can find
discrimination regulations specifically tied to employee benefits policies.
There are three compelling core reasons to review your
employee benefits programs through the lens of checking for discrimination:
Reducing discrimination is simple the right
thing to do
An employee dispute over a discriminatory
program could become a long legal battle
If regulators discover or catch wind of
discriminatory practices, your business will be fined
As an HR leader, you need to be proactive and be sure you:
Lead an internal audit of your employee benefits
offerings to ensure packages are offered in a way that is nondiscriminatory
Contact your benefits broker to ensure they are
aware of all relevant regulations and can describe to you how and why your
program is compliant
Inform your legal and compliance teams as
quickly as possible if you detect any issues, shortcomings, or possible areas
Take ownership over correcting all issues as
quickly as possible
When you work to eradicate hidden discrimination from your
policies and offerings, you’re strengthening your organization for the
long-term and doing your part to create a better work experience for all
Employee benefits discrimination unfortunately occurs often
because the situations in which businesses can or can’t offer different
packages can confusing at times.
Insurance isn’t necessarily “fair” (because
there’s no guarantee people will get the same value out of it), but it should
never be discriminatory
All differences in benefits offerings should be
based on bona fide employment-based classifications, like part time vs. full
time, location, or date of hire
If you are self-insured or have a cafeteria
plan, you cannot offer preferential benefit packages to highly compensated
All HR departments should lead an audit of their
offerings in collaboration with your benefits broker and legal team
The flow of talent into and out of your organization has a direct impact on your ability to do great business and thrive. That means every organization should have a clear vision and thoughtful approach to new employee onboarding.
Unfortunately, for many businesses, onboarding has evolved into a major pinch point. It’s become increasingly complicated, and it’s rarely satisfying for either the new employee or the organization who’s betting on their productivity.
Moving forward, we’ll explore:
What new employees actually need to get started
Why the challenge of new employee onboarding/enablement has grown
How innovative employee management platforms address those challenges in effective and productivity-boosting ways
Breaking Down New Employee Support Needs
Let’s start by considering your brand-new employee. It’s their first day. They’ve got the talent and ability to be a difference-maker for you, and their enthusiasm will never be higher.
So, what do they need from you right away to feel authentically plugged in and ready to hit the ground running?
Let’s take a minute to break it down, piece by piece:
Payroll enrollment is one of the most basic and important aspects of employee onboarding. You need your new employees to see a clear, legitimate path to payment from day one.
When you get payroll enrollment right, it creates a highly satisfying experience that motivates your new hires to dig in, roll up their sleeves, and immerse themselves in the work.
If your new employee’s first check isn’t prepared on time or if the information on it is wrong, that creates a negative early impression for your talent, and correcting the issue will only cost them more time and effort.
Signing Up for Benefits
As with payroll, smooth employee-benefits enrollment is crucial to getting your new talent bought in and ready to do great work.
Benefits election actually contains several specific but unique challenges:
Providing a platform and experience that makes signing up for benefits clear and easy
Offering educational resources that help new talent make the best, most cost-effective choices
Getting that documentation from your employee to your insurance providers
There is an incredibly wide spectrum of knowledge and comfort levels with health insurance across the workforce, and even for great talent, making benefit elections can be intimidating. When you’re able to make the process feel straightforward and empowering, it goes a long way in building buy-in and setting new hires up for success.
Once your employees are enrolled in payroll and signed up for benefits, they’re probably feeling pretty legitimate and excited about the journey they’re starting. Capitalizing on that moment of enthusiasm is crucial, but it’s not possible unless you have a strong hold on the actual work enablement piece.
What do employees need in order to do great work? For some, that depends specifically on their role within your organization, but there are a few general areas that you need to address for every new hire.
Every single employee within your organization needs technological hardware in order to do their job well, whether it’s patrol trackers and communication devices for security guards, tablets for field service workers, company phones for sales professionals, or just the standard desktop and laptop computers many people need to get work done.
Of course, you can’t just pass out expensive tech tools without a tracking and accountability system in place to ensure your hardware is kept in good condition and you know where all your devices are located. That means you’ve got the double-tough responsibility of getting your new hire everything they need as quickly as possible while also needing to focus on documentation.
Passing out hardware is just the beginning of meeting your new employees’ technological and work enablement needs. In order to be a fully functional member of the team, they need all kinds of accounts created.
Depending on the situation, that might require purchasing software licenses, creating new login credentials, and so on, but to give you a sense of how much really goes into technical work enablement now, each employee likely needs:
An email account
A login for company ERP/productivity platform
Standard office software licenses (word processing, spreadsheet creation, etc.)
Document sharing/collaboration portal credentials
Access to any relevant SaaS or cloud-based apps
Alright, so your new employee is fully enrolled in payroll and benefits, they have been issued their company hardware, and they have all the accounts and credentials they need to get started. What’s left? All the little stuff, of course!
No matter how smart or experienced your new hire, there are a variety of questions that are going to pop up in any new job scenario. The faster and more directly and effectively you can answer those questions, the faster your new hire will stop feeling like the new hire and start feeling like a fully-integrated team member.
That means you need some kind of reference resource built into your onboarding system that incoming talent can use as a floatation device during times of confusion or panic in their opening weeks.
With that piece in place, you’ve officially onboarded a new hire in a way that supports great work and great organizational buy-in.
Why Is It So Hard to Get Employee Onboarding Right?
When you dissect it like we have, new employee onboarding is a massive responsibility, and the expanded use of technology hardware and software over the last 25 years has only made it more complicated.
Thanks to all those tech support needs, onboarding has grown into a shared responsibility of HR & IT. Unfortunately, though, the interdepartmental back-and-forth often leads to communication breakdowns, duplication of effort, and poor data hygiene.
Finally, a better way is emerging.
How Employee Management Platforms Address These Challenges
Employee management platforms are software solutions that integrate as many of the tasks related to employee onboarding and long-term employee management as possible into a single system.
Employee management platforms eliminate repetitive tasks, significantly streamlining the paperwork and communication associated with onboarding tasks and allowing for full new employee enablement in a single day.
Using an employee management platform, you can leverage a single system your employees can use to:
Enroll in payroll and benefits
Access, download, or log into the apps and software they need
Connect and communicate with their colleagues
Get answers to basic questions about employee protocol and support resources
At the same time, your managers, HR, IT, and payroll professionals can use the system to:
Assign and track hardware
Monitor employee time usage
Create (or disallow) credentials, accounts, and permissions as needed
Build and automate custom workflows between tools
Make updates to the system using a single source of truth
How Employee Management Platforms are Providing New Gains
By bringing all that management, administration, and work enablement functionality together in one place, employee management platforms create incredible time savings. That means more time for productivity!
When there’s no repeat data entry and everything can be handled through a single platform, your HR professionals will have more time to provide a holistic, employee-centered onboarding experience that sets new hires up for success and leaves them feeling ready to take on the world for your company.
When you provide a platform that simplifies hardware assignment, it frees your IT team from the mindless tasks of device management and creates new opportunities for them to pursue long-term quality-of-life initiatives for your employees.
And, of course, when you provide a new employee onboarding experience that feels cutting edge, easy-breezy, and empowering, your incoming talent will have a greater sense of security, a greater sense of motivation, and a greater sense of purpose.
Employee onboarding procedures can feel like an endless list of equally crucial tasks. Employee management platforms are creating new opportunities to untie that knot and rethink onboarding.
New employees need to feel legitimate and see a clear path to compensation from day one
New employees need their work tools as fast as possible to accelerate their integration into work and company culture
Onboarding can feel over-complicated because the responsibilities are spread out across several different departments
By all integrating the processes and tasks into a single system, businesses can maximize new employee onboarding and get the most out of their talent from day one
How to Learn More
Rippling is revolutionizing the onboarding process by helping HR professionals support their new hires better than ever.
By integrating all aspects of the onboarding process into a single digital platform, Rippling accelerates the new employee orientation experience, connecting hires with the tools, coverage, and credentials they need with a minimal number of clicks.
To learn more about how Rippling can smooth the employee onboarding process at your business and create a new way of managing HR and IT responsibilities, contact them today.
At Launchways, we’re constantly looking for new innovative,
effective ways to help businesses meet their HR, employee benefits, and
business insurance needs. This month, we’re proud to announce we are adding Group
Insurance Captive solutions to our ever-expanding portfolio of solutions for
In this post we’ll:
Define Group Insurance Captives in a
straightforward and useful way
Explain the value proposition of our group
Describe why we’re so excited to be offering
this new program
Provide next steps for businesses hoping to
learn more about our group insurance captive
What is a Group Insurance Captive?
A “captive” insurance company is an organization founded
with the sole purpose of providing business insurance to its owner(s).
Essentially, a captive is the purest form of self-insurance.
A business or group of businesses forms a captive in order to meet their
insurance needs without being beholden to the packages, limitations, and pricey
markups of the traditional marketplace.
A group insurance captive specifically involves a group or
“pool” of businesses with similar scales or goals coming together to create and
share a captive insurance company. That new company, managed by a designated
third party, obtains insurance for each owner/member organization, processes
their claims, and maintains the overall health of the pool.
How Do Businesses Benefit from Joining Our Group Insurance Captive?
So, now that you know what a group insurance captive is, the
natural question is: Why would you want to be part of one?
Organizations that form or participate in a group captive
have greater independence, greater power for self-determination, and greater
potential for profit. Let’s take a look at some of the specific ways those
gains play out:
In the traditional marketplace, you rent
your insurance. With a captive you own it.
Total continuity of services as desired
No stress over price-gouging at policy renewal
In the traditional marketplace, business
insurance is an expense; in a captive, it’s an opportunity
Get up to 60% average return on premium
Use safety initiatives/risk management skills to
maximize your payout
With your own insurance company, you can get exactly
the coverage you need and eliminate overspend.
No more bundled services you don’t want or need
Turn self-knowledge into efficiency-of-scale
Owning your insurance company means you
call the shots!
Work with your pool partners to set the tone for
No more getting sold out or let down by the
With a captive, you have greater access to
insurance data than ever before.
Understand your needs, claims, and expenses
better than ever
Gain insights to help streamline coverage/claims
processing in the future
How to Know if You’re a Good Fit for Our Group Insurance Captive:
Once you hear about the potential benefits of group
insurance captives, it’s natural to wonder if your organization is a fit to
If your business can answer “YES!” to each of the following
questions, then you’re a great candidate for our new group insurance captive
Do you pay $150,000 or more in insurance premiums each year?
Does your company have an entrepreneurial spirit?
Does your company desire greater control and stability?
Does your company understand the concept of “risk for reward?”
Is your company committed to safety?
Why Join a Launchways Group Insurance Captive in 2020?
Now that you’ve got a general understanding of what group
insurance captives are and what kind of value they offer businesses, it’s time
for us to answer another important question: Why us?
Since our inception, Launchways has focused on providing
support and solutions that help growing businesses thrive in the immediate
future while also planning for long-term success.
We’re entering the world of Group Insurance Captives because
we understand that business insurance needs are increasingly diverse, and more
and more organizations are feeling frustrated by the limitations of the
traditional marketplace. We want to help our clients bet on themselves, forge
powerful partnerships with likeminded businesses, and get the exact coverage
they need to thrive.
We believe in the power of growing organizations to improve
the business space and lead the next wave of American innovation. That’s why
we’re helping businesses find potential pool partners, organizing our group
insurance captive, and connecting organizations with the management and
expertise they require to ensure their captive experience is successful.
Here at Launchways, we’re excited to be helping our clients
gain the power and freedom group insurance captive membership can bring. We’re
looking forward to applying our innovative approach and emphasis on specific
customer goals to help businesses gain the power, efficiency, and profit
potential our group captive offers.
Group insurance captives offer businesses true
ownership over their insurance, enabling:
New profits from return on premiums
Increased control over claims management
Innovative partnerships with pool peers
To be a strong group captive candidate, a
business should pay at least $150,000 in annual insurance premiums and be a
stable but innovative organization