Aflac Incorporated (pronounced /ˈæflæk/) is the largest provider of supplemental insurance in the United States,[1] founded in 1955 and based in Columbus, Georgia. In the United States, Aflac underwrites a wide range of insurance policies, but is perhaps more known for its payroll deduction insurance coverage, which pays cash benefits when a policyholder has a covered accident or illness. The company states it insures "one of four Japanese households" and is "the largest life insurer in Japan in terms of individual insurance policies in force".[2] Aflac is also well known for its supplemental medical policies.
Aflac currently is the number one Supplemental Health provider in the U.S., followed closely by Allstate Workplace Division.
Aflac has a field force of over 70,000 agents in the U.S.
In 2009, Aflac acquired Continental American Insurance Company to expand its coverage beyond voluntary benefits alone.
Aflac, a Fortune 500 company, has over 50 years of experience in providing supplemental employee benefits. Our alliance with Aflac enables Payce clients to have preferred access to this industry leader. Offering employees Aflac’s array of Supplemental Employee Benefit options will bolster benefits and can strengthen employee retention without additional expense to the company.
Rising costs have forced many companies to limit the benefits offered to employees. The Aflac benefit program allows companies to expand the benefits presently offered to meet employee needs without additional company contributions.
The Aflac Supplemental Employee Benefits offerings include Short Term Disability, Accident/Disability, Catastrophic Income Protection (Cancer/Heart Disease), Dental, Vision and Life Insurance for the employees and some can extend to offer coverage for the entire family. These benefits fill vital gaps and reduce financial burdens during times of medical stress.
Aflac can establish a Section 125 plan, at no charge. Section 125 of the IRS code allows an employee to pay for his/her group health premiums, other qualified insurance premiums -including Supplemental Employee Benefits, unreimbursed medical costs, child and dependent care costs and more…all with tax-free dollars.
Payce serves as your “total solution” for retirement services, delivering comprehensive payroll-integrated retirement plan options. Our team provides innovative products and services designed to help your business compete and succeed in today’s fluctuating economy. Payce will save your organization time and money while establishing an attractive employee benefit opportunity.
Payce’s fully-integrated solution offers a convenient, flexible and affordable 401(k) solution for businesses of any size. Employers and employees receive streamlined, full-service recordkeeping and administration services combined with a wide array of high quality investment options that make this the highest valued retirement program in the marketplace today.
Payce’s fully integrated payroll solution provides for the seamless integration of payroll data and 401(k) systems, eliminating frustrating data submissions and expediting plan contributions.
To keep employees loyal, try asking what they want
January 27, 2011 10:31 am
Aflac CEO Dan Amos' strategy for preventing costly turnover: He surveys his employees -- 70% of whom are women -- often. Then he acts on what they say.
By Anne Fisher, contributor
Dan Amos, chairman and chief executive of insurance giant Aflac (AFL - Best Companies rank: #57), spends a lot of time thinking about what women want.
"It's not lost on us that, with male-dominated industries like manufacturing and construction battered by the recession, families are depending more on the wife's income than ever before," Amos says. "The work-life benefits that are the most important to women are where we find the most gain in loyalty."
The L-word has got plenty of companies worried these days, for good reason. Even with unemployment persisting at around 10%, the Bureau of Labor Statistics reports that in eight of the past 10 months, more workers have voluntarily quit than have been laid off.
The trend is likely to accelerate as the recovery (slowly) picks up steam. Somewhere between 30% and 80% of all employees -- depending on which poll you believe -- are itching to work elsewhere, as soon as they get a better offer.
That's a big headache in the making, especially since most companies are now running so lean that losing key people does even more damage than it used to. According to a new study by Nashville-based executive coaching firm OI Partners, two-thirds of employers are scrambling to find ways to keep the workers they have from eyeing the exits
Company profile: Founded by brothers John, Paul and Bill Amos in 1955, Aflac has grown into a
Fortune 500 company. Based in Columbus, Georgia, Aflac offers a variety of insurance products
to more than 40 million people worldwide. The company had in excess of $59 billion in assets at
the end of 2004, with annual revenues of more than $13.3 billion. Of Aflac’s 4,000 employees,
about 70 percent are women, many of whom are working mothers and some of whom are single
mothers.
Program profile: As part of its flexibility offerings to employees, Aflac includes several
opportunities to work various full-time shifts. While the variety of shifts is designed to meet the
family needs of its workers, it must also serve the company’s business needs. In addition to
offering its workers an opportunity for different start times, Aflac has a 4-by-10 work week and a
3-by-12 work week. In the 4-by-10 work week, employees put in four 10-hour days, with three
days off per week. Employees who choose a 3-by-12 work week work three 12-hour days and
have four days off per week. These compressed schedule options have been used at Aflac for
about six or seven years. Alternate schedules have been in place for about two years. Requests
for an alternate schedule or a change in schedule must go through a supervisor. It is an
employee-driven system in which the company attempts to put the worker more in control of
choosing their own schedule. Much of this is done through the use of employee focus groups and
other forms of feedback. Aflac believes that if it takes care of its workers, those workers will take
care of the business.
The Challenge: After operating with a standard 8 am to 5 pm shift for its workers for many years,
Aflac saw a business need and a worker need to go beyond the one-shift-fits-all work schedule.
In an effort to experiment and expand, it started offering these alternative schedules, first trying a
compressed schedule and later adding an early morning shift (which runs from 6:30 am to 2:30
pm) and an evening shift (which runs from 3 pm to 11 pm).
Benefits to employees: Employees are given many opportunities to express their feelings about
work-related issues through various kinds of feedback, including focus group sessions. This
process allows them to be more involved in decisions about their work life and to work out any
problems. The result, according to Aflac officials, is happier and more effective employees who
report feelings of pride and value about their jobs.
Benefits to employer: Aflac says that with happier, more effective employees they get more
productive workers and that helps the company’s bottom line. One benefit is less employee
turnover, which can be a costly process. Within Aflac’s call center operations, employee retention
has gone from 87 percent to 94 percent.
Lessons Learned: Aflac management believes that when employees are given the opportunity
to better manage their lives at work, they will become better workers and put more pride and
effort into their work. The result is not only positive for the worker, but for the company as well in
that it gets the most out of its employees.
Personal profile: Tamesia Paschal is an accounting specialist who services payroll accounts for
the company. She has worked at Aflac for six years, having advanced from a customer service
position after three years. Tamesia currently works a 6 am to 2:30 pm shift, a schedule she
started about two years ago after the company approached her with the change. She says she
took the opportunity because she feels she is a more productive worker in the morning hours,
which helps the business as well. Essentially, Tamesia says, it’s a win-win situation, “You’re
meeting the company needs because you have the option to work the shift you want. I’m more
productive in the early morning, and getting off at 2:30 in the afternoon, I have the option of going
to meetings or appointments after work.” She adds, “I love it, it works for me. I think it’s a good
thing.”
Aflac currently is the number one Supplemental Health provider in the U.S., followed closely by Allstate Workplace Division.
Aflac has a field force of over 70,000 agents in the U.S.
In 2009, Aflac acquired Continental American Insurance Company to expand its coverage beyond voluntary benefits alone.
Aflac, a Fortune 500 company, has over 50 years of experience in providing supplemental employee benefits. Our alliance with Aflac enables Payce clients to have preferred access to this industry leader. Offering employees Aflac’s array of Supplemental Employee Benefit options will bolster benefits and can strengthen employee retention without additional expense to the company.
Rising costs have forced many companies to limit the benefits offered to employees. The Aflac benefit program allows companies to expand the benefits presently offered to meet employee needs without additional company contributions.
The Aflac Supplemental Employee Benefits offerings include Short Term Disability, Accident/Disability, Catastrophic Income Protection (Cancer/Heart Disease), Dental, Vision and Life Insurance for the employees and some can extend to offer coverage for the entire family. These benefits fill vital gaps and reduce financial burdens during times of medical stress.
Aflac can establish a Section 125 plan, at no charge. Section 125 of the IRS code allows an employee to pay for his/her group health premiums, other qualified insurance premiums -including Supplemental Employee Benefits, unreimbursed medical costs, child and dependent care costs and more…all with tax-free dollars.
Payce serves as your “total solution” for retirement services, delivering comprehensive payroll-integrated retirement plan options. Our team provides innovative products and services designed to help your business compete and succeed in today’s fluctuating economy. Payce will save your organization time and money while establishing an attractive employee benefit opportunity.
Payce’s fully-integrated solution offers a convenient, flexible and affordable 401(k) solution for businesses of any size. Employers and employees receive streamlined, full-service recordkeeping and administration services combined with a wide array of high quality investment options that make this the highest valued retirement program in the marketplace today.
Payce’s fully integrated payroll solution provides for the seamless integration of payroll data and 401(k) systems, eliminating frustrating data submissions and expediting plan contributions.
To keep employees loyal, try asking what they want
January 27, 2011 10:31 am
Aflac CEO Dan Amos' strategy for preventing costly turnover: He surveys his employees -- 70% of whom are women -- often. Then he acts on what they say.
By Anne Fisher, contributor
Dan Amos, chairman and chief executive of insurance giant Aflac (AFL - Best Companies rank: #57), spends a lot of time thinking about what women want.
"It's not lost on us that, with male-dominated industries like manufacturing and construction battered by the recession, families are depending more on the wife's income than ever before," Amos says. "The work-life benefits that are the most important to women are where we find the most gain in loyalty."
The L-word has got plenty of companies worried these days, for good reason. Even with unemployment persisting at around 10%, the Bureau of Labor Statistics reports that in eight of the past 10 months, more workers have voluntarily quit than have been laid off.
The trend is likely to accelerate as the recovery (slowly) picks up steam. Somewhere between 30% and 80% of all employees -- depending on which poll you believe -- are itching to work elsewhere, as soon as they get a better offer.
That's a big headache in the making, especially since most companies are now running so lean that losing key people does even more damage than it used to. According to a new study by Nashville-based executive coaching firm OI Partners, two-thirds of employers are scrambling to find ways to keep the workers they have from eyeing the exits
Company profile: Founded by brothers John, Paul and Bill Amos in 1955, Aflac has grown into a
Fortune 500 company. Based in Columbus, Georgia, Aflac offers a variety of insurance products
to more than 40 million people worldwide. The company had in excess of $59 billion in assets at
the end of 2004, with annual revenues of more than $13.3 billion. Of Aflac’s 4,000 employees,
about 70 percent are women, many of whom are working mothers and some of whom are single
mothers.
Program profile: As part of its flexibility offerings to employees, Aflac includes several
opportunities to work various full-time shifts. While the variety of shifts is designed to meet the
family needs of its workers, it must also serve the company’s business needs. In addition to
offering its workers an opportunity for different start times, Aflac has a 4-by-10 work week and a
3-by-12 work week. In the 4-by-10 work week, employees put in four 10-hour days, with three
days off per week. Employees who choose a 3-by-12 work week work three 12-hour days and
have four days off per week. These compressed schedule options have been used at Aflac for
about six or seven years. Alternate schedules have been in place for about two years. Requests
for an alternate schedule or a change in schedule must go through a supervisor. It is an
employee-driven system in which the company attempts to put the worker more in control of
choosing their own schedule. Much of this is done through the use of employee focus groups and
other forms of feedback. Aflac believes that if it takes care of its workers, those workers will take
care of the business.
The Challenge: After operating with a standard 8 am to 5 pm shift for its workers for many years,
Aflac saw a business need and a worker need to go beyond the one-shift-fits-all work schedule.
In an effort to experiment and expand, it started offering these alternative schedules, first trying a
compressed schedule and later adding an early morning shift (which runs from 6:30 am to 2:30
pm) and an evening shift (which runs from 3 pm to 11 pm).
Benefits to employees: Employees are given many opportunities to express their feelings about
work-related issues through various kinds of feedback, including focus group sessions. This
process allows them to be more involved in decisions about their work life and to work out any
problems. The result, according to Aflac officials, is happier and more effective employees who
report feelings of pride and value about their jobs.
Benefits to employer: Aflac says that with happier, more effective employees they get more
productive workers and that helps the company’s bottom line. One benefit is less employee
turnover, which can be a costly process. Within Aflac’s call center operations, employee retention
has gone from 87 percent to 94 percent.
Lessons Learned: Aflac management believes that when employees are given the opportunity
to better manage their lives at work, they will become better workers and put more pride and
effort into their work. The result is not only positive for the worker, but for the company as well in
that it gets the most out of its employees.
Personal profile: Tamesia Paschal is an accounting specialist who services payroll accounts for
the company. She has worked at Aflac for six years, having advanced from a customer service
position after three years. Tamesia currently works a 6 am to 2:30 pm shift, a schedule she
started about two years ago after the company approached her with the change. She says she
took the opportunity because she feels she is a more productive worker in the morning hours,
which helps the business as well. Essentially, Tamesia says, it’s a win-win situation, “You’re
meeting the company needs because you have the option to work the shift you want. I’m more
productive in the early morning, and getting off at 2:30 in the afternoon, I have the option of going
to meetings or appointments after work.” She adds, “I love it, it works for me. I think it’s a good
thing.”