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Tier 1
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Annual Cost per Participant
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Education |
Website setup and maintenance and
full complement of articles, knowledge library, newsletters
and fraud alerts |
Legal |
Legal network to pay for all related
legal bills as needed through an extensive nationwide
network of attorneys |
Credit Reports |
Three in one merged credit report
from Equifax, Experian, and TransUnion |
Credit Monitoring |
Monitoring of credit information
from Equifax, Experian, and TransUnion |
Fraud Monitoring |
Monitoring of over 400 databases
with electronic notifications |
Reimbursement |
Protection for lost wages and certain
administrative expenses due to identity theft |
Resolution Assistance |
Complete crisis resolution with
dedicated counselor including all documentation, alerts
and notification to institutions and agencies |
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Tier 2
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Annual Cost per Participant
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Education |
Website setup and maintenance and
full complement of articles, knowledge library, newsletters
and fraud alerts |
Credit Reports |
Three in one merged credit report
from Equifax, Experian, and TransUnion |
Credit Monitoring |
Monitoring of credit information
from Equifax, Experian, and TransUnion |
Fraud Monitoring |
Monitoring of over 400 databases
with electronic notifications |
Reimbursement |
Protection for lost wages and certain
administrative expenses due to identity theft |
| Resolution Assistance |
Complete crisis resolution with
dedicated counselor including all documentation, alerts
and notification to institutions and agencies |
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Tier 3
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Annual Cost per Participant
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Education |
Website setup and maintenance and
full complement of articles, knowledge library, newsletters
and fraud alerts |
Credit Reports |
Single Bureau Credit Report |
Credit Monitoring |
Monitoring of credit information
from Equifax, Experian, and TransUnion |
Fraud Monitoring |
Monitoring of over 400 databases
with electronic notifications |
Resolution Assistance |
Complete crisis resolution with
dedicated counselor including all documentation, alerts
and notification to institutions and agencies |
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Tier 4
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Annual Cost per Participant
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Education |
Website setup and maintenance and
full complement of articles, knowledge library, newsletters
and fraud alerts |
Credit Reports |
Single Bureau Credit Report |
Credit Monitoring |
Monitoring of credit information
from Equifax, Experian, and TransUnion |
Reimbursement |
Protection for lost wages and certain
administrative expenses due to identity theft |
Resolution Assistance |
Complete crisis resolution with
dedicated counselor including all documentation, alerts
and notification to institutions and agencies |
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Tier 5
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Annual Cost per Participant
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Education |
Website setup and maintenance and
full complement of articles, knowledge library, newsletters
and fraud alerts |
Credit Reports |
Three in one merged credit report
from Equifax, Experian, and TransUnion |
Reimbursement |
Protection for lost wages and certain
administrative expenses due to identity theft |
Resolution Assistance |
Complete crisis resolution with
dedicated counselor including all documentation, alerts
and notification to institutions and agencies |
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Tier 6
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Annual Cost per Participant
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Education |
Website setup and maintenance and
full complement of articles, knowledge library, newsletters
and fraud alerts |
Reimbursement |
Protection for lost wages and certain
administrative expenses due to identity theft |
Resolution Assistance |
Complete crisis resolution with
dedicated counselor including all documentation, alerts
and notification to institutions and agencies |
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Tier
7
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If funding an identity
theft program for their employees does not fit a
particular organization, there are zero cost solutions
that will enable a program to be initiated so the
employees can receive some benefit. There are a
few caveats.
- The pricing of a voluntary program
will be higher than an employer funded plan
- Depending on the type of enrollment
strategy developed there may be more administrative
work in implementing that enrollment
- In most cases there will be a payroll
deduction function for the voluntary program
Voluntary Program with
OPT-OUT enrollment
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The advantage of
the opt-out enrollment strategy is that maximum
efficiency of the program can be delivered. This
program is not quite as cost effective as the fully
employer funded program.
Voluntary Program with
OPT-IN enrollment
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The Opt-in enrollment
strategy provides a solution for employers that
want a voluntary program but do not want the Opt-out
process.
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Redirected Compensation Programs
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Under this approach
we assist the employer in attempting to find funds
to be used to implement one of the six tiered programs
noted in other areas of this website. Based on the
amount of funds available, we will determine which
level of program can be adopted at zero cost to the
sponsoring employer.
There are four key steps which we assist
in under this approach:
- Review of the current specific benefit offerings
of the employer
- Discovery of benefit programs that have available
compensation from the vendor
- Determination that that compensation is undistributed
by the vendor or
- Determination that that compensation is being
distributed but the employer is receiving little
or no service from the recipient of those funds
Please note that this approach is as
likely to be successful as it is to be unsuccessful.
We have seen numerous instances of the ability to
find revenue in this manner, particularly when an
employer has a number of ancillary, non-core benefits
and/or that employer has been in a growth capacity
over time.
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