Strategy	Pro	Con
Fund a higher cost program	Maximum worksite advantages Establish organization as an industry leader Extensive public relations with employee Best to minimize workplace involvement Greatest public relations with the community Maximum involvement in the identity theft solution for the employee Very low administrative work	Cost
Fund a lower cost program	Some involvement in the identity theft solution Creates at least a partial solution to the identity theft problem Very low administrative work	Slight Cost
Fund a lower cost program/employees buy-up	Some involvement in the identity theft solution Creates at least a partial solution to the identity theft problem Very low administrative work Gives employees access to the more extensive program at potentially reduced costs	Group savings to employee disappears for the higher priced proactive program Employees less likely to enroll without significant enrollment effort and attendant administrative cost Some administrative work
Voluntary with opt-in enrollment	No direct cost	Coordination of enrollment efforts is highest Payroll deduction effort is highest Group savings is lower
Voluntary with opt-out enrollment	Retains most of the large group discount No employer cost	Results commensurate with employee attitudes and communication plan Payroll deduction required
Redirected Compensation	No or low cost Some involvement in the identity theft solution	None if applicable to the organization

*Many firms use opt-out enrollment for benefits such as 401k plans. Using this concept the employee is automatically enrolled in the program unless they request to be out of the program. The concept of opt-out enrollment in the Group Identity Theft environment is that the premiums, even for a higher tiered program, are relatively small on a monthly basis.