Pizza Today - January 2022 - 35

" You might be able to match on
salary, but the large employer is offering
benefits, too, " Wolf says, noting
that management-level employees, in
particular, frequently list competitive
salary and benefits atop their priority
list when job hunting.
Increasingly, though, part-timers are
also seeking benefits, keenly aware of
the leverage they wield in the current
labor market. Pask reports an uptick in
part-timers seeking health coverage as
well as vision, dental and even supplemental
life products.
" Offering a comprehensive package
to every employee is taking on a
lot more precedence these days, " Pask
says. " The focus is no longer on the
manager level and above. "
That reality leaves smaller employers
in a notable quandary: risk losing
out on talent to larger employers or
investing in a health coverage program
that boosts one's profile amongst job
candidates.
Understanding options
According to Wolf, many smaller
restaurant operators misunderstand
what's involved in setting up a health
insurance program. A good number,
for example, assume they must pay 100
percent of every employee's insurance
when, in fact, the minimum is generally
50 percent per employee. Yet more,
not every employee needs to enroll.
" I talk to operators all the time who
say, 'I've got 20 employees and can't
afford to give them all healthcare,' "
Wolf says. " Once they learn that only
seven of their employees would even
want to enroll and that they share
the costs, though, they realize health
insurance is more affordable than they
thought. "
Pask suggests operators survey their
staff and discover how many people
would be interested in enrolling in a
health plan. If only a handful express
interest, it's unlikely the restaurant
would meet participant requirements
for a group plan.
" If you have a lot of 18 and 19-yearolds
in your restaurant and a small
management team, then health insurance
might not be in high demand, "
Pask says. " Those individuals might be
looking for alternative perks or benefits
beyond healthcare and competitive
compensation. "
If, however, there's greater appetite
among staff members for health
coverage, then investigating a group
plan makes sense. Restaurants might
investigate programs offered by a local
chamber of commerce or professional
association, such as the Restaurant &
Hospitality Association (RHA) Benefit
Trust managed by UnitedHealthcare.
The RHA program is available to
NRA member businesses with 2-99
employees in most, but not all, states.
" These programs allow employers
to band together and look like a much
large employer to get better rates and
plan options, " Pask says.
The RHA Benefit Trust, for
example, offers more than 40 different
health plan designs. Pask calls such
variety important given the different
healthcare coverage needs and priorities
employees will inevitably have.
" Much like ordering a pizza, some
want anchovies and others want pepperoni, "
he says. " You don't want to
offer just one plan because there's no
universal solution for everyone. Offer
multiple plans and give employees
a defined contribution alongside a
digital platform that makes it easy for
them to shop. "
Getting started
Wolf suggests operators find a
broker who works with restaurants.
Get a quote, he says, and make sure
the required employer contribution is
feasible before revealing potential
options to staff.
" Find out what it's really going to
cost you and make sure that's doable, "
Wolf says, adding that purchasing
employer health insurance is a business
expense that will reduce one's taxable
income.
If deemed unaffordable, other
potential options do exist. The NRA's
HealthiestYou virtual care program,
for instance, can be purchased for $9
per month per employee. The telemedicine
program enables employees
to connect via phone or video with
board-certified doctors to discuss
symptoms, diagnoses and treatment
plans with a $0 copay. The program
also provides access to licensed mental
health professionals and dermatologists
as well as back care programs.
As a final note, Wolf reminds operators
they can set up a health coverage
program at any time.
" You don't need to wait for the start
of the year, " he says. " In fact, you'll
probably get more attention creating
your program later in the year when
fewer people are looking to get programs
going. " n
DANIEL P. SMITH Chicago-based
writer has covered business issues and
best practices for a variety of trade
publications, newspapers, and magazines.
THE PERKS BEYOND
HEALTH BENEFITS
As important as health insurance
remains, other benefits can help
restaurant owners attract and retain
team members.
Employers can add dental and
vision as well as a basic life insurance
package to healthcare programs
starting at about $30 a month, while
some restaurants promote 401k
retirement savings plans, retention
bonuses and parental leave to woo
talent.
Of late, financial wellness programs
have become particularly en
vogue, as employers provide access
to financial coaching, student loan
assistance, education reimbursement
or emergency savings help to drive
employee health, engagement and
loyalty.
" People always like getting
something extra, " says John Pask of
GoBenefits.
JANUARY 2022 / PIZZATODAY.COM / 35
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