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Benefits of Group Insurance for Employers

Companies offer various benefits to attract and retain employees. The typical offerings include health coverage, wellness programs, career development opportunities, bonuses, and workplace flexibility like remote working. However, one of the primary areas that employees, whether solo or with family, emphasize is health insurance. Most companies often utilize group health coverage. It refers to health coverage offered by a company, organization, or association to the employees or members. The group insurer then allocates several bands and limits, according to the employment level, and a list of hospitals for the employees and their immediate dependents. Group health plans offer benefits to both the employer and the employer.

For the employer, cost savings are the first advantage of group health coverage. As the government mandates that employers with full-time employees provide health coverage, most prefer to offer group insurance rather than funding individual policies. The insurer typically has different packages for employers, depending on the number of staff or company size. The total risk or frequency of attendance is spread across a large group of people, thus significantly lowering premiums. For the employer, the total cost is far lower than seeking individual policies for the staff.

The convenience also reduces the cost as minimal resources are spent seeking the right provider and processing each individual's information. Additionally, the employer avoids the prerequisites associated with individual medical applications like medical history, mandatory medical tests, and extensive documentation requirements. Employers typically partner with a health maintenance organization (HMO) to reduce costs. An HMO is an insurance provider that, at a monthly or annual fee, offers health coverage through a network of physicians and specialists. The employees access the health services without charge or a co-pay at these designated places.

Group plans promote employee attraction and retention. In a highly competitive business world, having the right talent provides a competitive advantage and drives productivity and revenue. Group insurance ensures all members access coverage, which instills a sense of value and appreciation in the employees.

Furthermore, comprehensive coverage by one insurer reduces employee turnover or absenteeism due to lower services or diverse quality of services from different individual policies. Healthy employees are also less likely to be injury-prone at the workplace. Mostly, employer-sponsored health benefits act as a deciding factor for employees deciding between job options or considering leaving the firm. The benefit acts as a form of goodwill similar to a bonus. It indicates an employer cares about the employees' state - which translates to loyalty. The goodwill is especially impactful and appreciated when the health plan extends to beneficiaries like the immediate family, who enjoy the same services at a negligible extra fee. Most comprehensive group life plans offer specialized services not available traditionally, such as mental health and wellness programs and reproductive health services by specialists.

Lastly, group health plans offer tax benefits for employers. The premiums paid by the employer are exempt from federal and payroll taxes and excluded from taxable income. The exemptions help in lowering deductions. However, the benefit depends on the size of the business. The smaller the company, the more benefits. According to the small business healthcare tax credit, businesses offering group health plans receive a tax credit under the Affordable Care Act. The primary criteria include 25 or fewer full-time employees, an average maximum annual wage of $53,000, and a 50 percent or more contribution towards premiums. If eligible, the employer receives up to 50 percent tax credit for the premium contribution.

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Ways Organizations Can Improve Workplace Culture

Workplace culture, the shared beliefs and norms governing operations, is pivotal to organizational success. A strong culture aligns employees with an organization's values, mission, and leadership approach, making them more confident, motivated, and ready to perform their best. Conversely, a weak or indifferent workplace culture results in talent loss and low morale. Organizations can improve workplace culture in many ways.

Good communication at all levels is paramount. Leadership should clearly articulate the organization's mission and values and the individual employee's role in achieving set goals. Prompt, constructive feedback clarifies expectations and makes employees more invested and ready to contribute. Moreover, good communication encourages idea sharing, letting employees know the organization values their input, even if they may not implement it.

Ensuring employees have a level of independence in the workplace can lead to increased satisfaction. Rather than micromanaging, leadership should develop a less restrictive culture rooted in trust, one that also empowers employees to take ownership of their work. Recognizing individual working styles and communication preferences through reasonable accommodations demonstrates that an organization respects and cares for employee well-being. A level of independence also fosters loyalty and willingness to go the extra mile and shows that organizations trust employees' ability to get work done.

Organizations should also embrace flexibility in the workplace, as it can positively impact culture. When leadership gives employees the freedom to choose their working arrangements, e.g., remotely, hybrid, or in offices, it acknowledges that they have different needs and circumstances outside of work. A flexible work culture also means organizations can reach a talent pool beyond geographical constraints.

Good workplace culture also means providing professional development opportunities for employees, be it through training, mentorship, or lateral and vertical career growth. Employees may feel unfulfilled when stuck in one role for a long time, while professional development opportunities allow organizations to retain top talent and grow skills in their workforce. In insurance, for instance, an organization can launch upskilling expert-led programs to cross-train experienced employees in new skills, such as data analytics or digital marketing. Doing so allows employees to offer solutions from a well-rounded perspective.

Organizations need to make diversity, equity, and inclusion (DEI) efforts an instrumental part of their goals and team objectives from the get-go, and not see them as just a public relations move. Continuous DEI training equips employees to manage their own biases that impact their working relationships, as well as their engagement with diverse customers. For example, insurance employees who recognize their own biases are more likely to recognize how they could affect their work in designing insurance policies, building trusting relationships with customers, or making hiring decisions.

Access to the latest technological tools also promotes a positive workplace culture, empowering employees to execute roles more efficiently. Modern technologies like AI-driven analytics platforms and advanced underwriting systems reduce administrative burdens by automating routine tasks. Employees can thus focus more on value-added tasks and customer interactions. Technology also attracts talented workers who want to work for organizations that use the latest technology. It also promotes collaboration and learning new skills, making work more meaningful.

Recognizing employees' efforts and contributions is vital for boosting their morale and engagement. Organizations develop a strong workplace culture if they regularly and sincerely appreciate employees - publicly or privately - through acknowledging a job well done or acts of excellence, celebrating notable milestones such as promotions or work anniversaries, and providing raises or bonuses.

In addition to recognition, organizations can provide opportunities for employees to give back to their communities and participate in corporate social responsibility efforts. Volunteering or donating to important causes, such as those targeting food security, allows workers to feel connected and have a greater purpose beyond their daily roles. Engaging in these activities as a team also builds strong cohesion.

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The Path to Becoming an Independent Insurance Agent

Insurance is a vast industry with various professionals helping individuals and businesses secure their assets against potential damage or loss. According to projections, the employment of insurance sales agents will increase by 8 percent compared to the average of 3 percent for all other occupations by 2023. Further, there'll be over 48,000 openings annually, making insurance agents one of the most employable positions. Among these professionals, independent insurance agents provide clients with a range of insurance options tailored to their specific needs.

Independent insurance agents or brokers operate differently from captive and direct sales agents. Captive agents exclusively sell insurance for one company, and direct sales agents represent their respective companies. In contrast, independent agents can sell policies from various insurance companies. The flexibility allows them to provide clients with diverse options, ensuring that they find the coverage that best suits their needs.

Captive agents working exclusively for one company may receive a salary or commission. As employees of an insurer, direct sales agents focus on selling products directly to customers. On the other hand, independent insurance agents earn commissions and may charge broker fees.

Embarking on a career as an independent insurance agent requires careful planning and dedication. The first step is obtaining a high school diploma or GED. Aspiring independent insurance agents can pursue a college education to gain valuable business skills, especially in marketing, finance, or business administration.

After their education, agents must obtain the necessary insurance licenses, which vary by state. Licenses include property and casualty (P&C) and life, health, and accident licenses. Therefore, the licenses agents need to offer their services depend on the insurance products they intend to sell. Consequently, independent insurance agents should determine whether to focus on personal or commercial insurance or offer a combination of both.

Afterward, independent insurance agents should secure agency appointments with insurance companies that offer the types of insurance products they aim to provide. Established carriers with multiple coverage lines can be a good starting point.

Since independent insurance agents function outside corporate frameworks, developing a comprehensive marketing plan to reach their target audience is crucial. They may utilize digital channels or traditional methods to promote their services effectively.

Another tactic is staying updated on industry developments through online courses, seminars, and events. Meeting continuing education requirements is essential for maintaining the insurance license.

It is vital to adhere to regulatory requirements set by state insurance departments and organizations like the Financial Industry Regulatory Authority (FINRA). Agents should also keep licenses and appointments up-to-date to avoid reinstatement fees.

Independent insurance agents can also develop strategies to find and maintain clients. They may leverage resources like personalized training and pre-qualified leads to generate new business.

While independent insurance agents enjoy the flexibility to set their schedules and potentially earn higher commissions than captive agents, they must also manage the responsibilities of running their businesses. Factors such as self-employment taxes, overhead costs, and ongoing education should be carefully considered. In conclusion, becoming an independent insurance agent offers a dynamic career path with the opportunity to assist clients in securing the right insurance coverage.

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An Introduction to Strong Workplace Culture

Workplace culture can be described as the system of beliefs, values, and behaviors individuals share within a workplace. Workplace culture can help inform decision-making processes by helping employees understand how they are expected to act in different scenarios. Overlooking the initial development and continuous evolution of a strong workplace culture can be extremely costly for business leaders. According to audit and tax services provider Deloitte, 94 percent of executive leaders believe in the importance of a distinct corporate culture, a belief shared by nearly nine out of 10 employees.

Several elements can contribute to a strong workplace culture, including a consistent stream of meaningful work. Studies have shown that employees are more productive when they are performing work that they believe in and feel is important to the organization as a whole. This advantage is compounded, as passionate employees are more likely to motivate and spread their enthusiasm to coworkers.

Open communication is a hallmark of a effective workplace culture. Effective lines of communication are a vital component of any successful business. Leadership must clearly convey their vision to workers, and establish channels to receive feedback from lower-level personnel. Beyond basic functionality, effective channels for communication keep employees motivated and engaged. Communication is also an effective tool for accountability. If leadership fails to communicate to employees expectations regarding their roles, operational issues can build up and severely impact productivity.

Finally, executive leaders cannot establish workplace culture without first identifying a few foundational organizational values. Most companies are established with a mission statement, which may or may not include a core set of values. That said, business leaders must actually take the steps necessary to ensure that these values inform corporate decision-making and employee behavior.

Additional tips for improved workplace culture include following relevant industry trends, accepting and responding to mistakes, and only embracing aspects of workplace culture the company believes in and intends to act on. There are many benefits to establishing and maintaining a strong workplace culture, such as attracting and retaining quality employees. A Workhuman iQ study found that the lower a company rates in workplace culture categories, the more likely it is that employees will seek work elsewhere.

As mentioned, workplace culture contributes to increased employee engagement. Virtually every tactic for improved employee engagement involves workplace culture: frequently demonstrating the commitment of leadership, building trust in the executive team, and making sure employees having a clear understanding of their role in the company and that they feel valued by their employer. Employers can further drive engagement and enrich workplace culture by investing in employee success, such as offering education or job training opportunities.

Business leaders need to understand that two strong healthy workplaces may look quite different from one another. The Quantum series of Great Place to Work Surveys often queries respondents on the topic of workplace culture. A few of the keywords used to describe a positive workplace culture include “friendly,” “caring,” “family,” and “positive.” However, other words included “challenging,” “fast-paced,” and “exciting.” Employers and employees must share the same vision for a functional, collaborative culture. In addition, common areas of focus should include emotional fitness, psychological safety, and generally treating employees as humans as opposed to commodities.

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Types of Marketing Organizations and Offices for Insurance Agents

The United States supports a massive insurance industry with an estimated value of $1.4 trillion, with life and annuity insurers accounting for about 52 percent of the market. Property and casualty insurance make up the bulk of the remaining 48 percent. Individuals interested in a career as an insurance sales professional can work at a wide range of organizations. However, newcomers to the industry may find themselves overwhelmed by the options, particularly due to the many acronyms used to describe different types of insurance operations.

Many acronyms end with “MO,” which stands for “marketing organization.” These organizations provide agents with a variety of services and resources. They partner with independent insurance agents, resulting in a mutually beneficial relationship. That said, there are no clear standards or definitions that set one marketing organization apart from another, so it is important for agents to learn the various MOs.

A field marketing organization (FMO), for example, is a large MO that generally maintains licenses to sell health insurance products throughout the United States. These companies have established extensive carrier networks with both major and minor companies and often collaborate with hundreds of thousands of agents. Because FMOs typically maintain direct contracts with carriers, they are able to provide agents with above-average commissions. Major FMOs often support agents with additional benefits and support, including training and insurance tools.

Independent marketing organizations (IMO) are similar to FMOs. The main difference is that, while FMOs emphasize health insurance product sales, IMOs tend to focus on life insurance products (although this is a generalization more than an industry standard). It is not uncommon for the average IMO to run a smaller operation than an FMO, which may result in lower commissions for agents. That said, many IMOs have licenses to operate in multiple states and, like FMOs, can provide training and support to hundreds of thousands of agents.

Finally, FMOs and IMOs may or may not qualify as national marketing offices (NMO), and certain marketing organizations may use the terms interchangeably. The only notable difference between NMOs, FMOs, and IMOs is that NMOs almost always have a national reach. NMO is a more neutral term that indicates a national presence and an organization capable of managing both health and life insurance product lines.

Marketing organizations and offices oversee contracts with various types of agents, including managing general agents (MGA). An MGA often oversees multiple downline agents, while functioning as a downline agent of a more prominent MO. An MGA earns higher-than-average commission rates, but does not operate on the scale of a national insurance office. An MGA may lose their status if they fail to reach certain sales quotas, though individual MOs maintain their own standards. MGAs typically deal with life insurance agencies, especially if they also function as brokerage general agencies (BGA).

General agents (GA) can also receive contracts from FMOs, IMOs, NMOs, or directly from an MGA. That said, GAs do not represent “base level” agents and may have contracted sub-agents of their own. A talented, accomplished GA will likely provide their agents with quality training and professional support, while at the same time managing production requirements with their MGA or MO.

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An Overview of Key Insurance Markets in America

The American insurance industry plays a significant role in the national economy, accounting for $1.4 trillion per year, or more than 3 percent of the country’s gross domestic product. The industry has a healthy future, with an estimated compound annual growth rate of 8.5 percent through 2028. Individuals who decide to pursue a career as an insurance agent can sell multiple types of insurance or focus on a specific product such as health, life, group, or annuities, as well as a specific segment, like the senior market.

Health insurance requires an insurer to pay a portion or totality of a person’s healthcare expenses, depending on the terms of the agreement and the type of care rendered. Health insurance has been mandatory for Americans at the federal level in the past, and in many states, it remains a requirement; otherwise, individuals may incur a tax penalty. An estimated 224 million Americans, or more than 68 percent of the population, have health insurance. The popularity and continued growth of health insurance make it an attractive market for insurance agents, but agents must also contend with a number of uncertainties, ranging from rising costs to changing consumer needs, which include an emphasis on personalized health care.

Life insurance is paid out to a policy owner's family upon the policy owner's passing or after a set period, per the policy agreement. A policy owner can name one or multiple beneficiaries. Approximately 52 percent of the national population has a life insurance policy as of 2023. Agents considering a career in life insurance sales should know it is a highly competitive market that can be demanding of an agent’s time.

Not all Americans receive individual insurance benefits. Some sign up for group insurance as part of an employee benefits package. A Kaiser Family Foundation study found that roughly 50 percent of Americans are protected by an employer-provided group insurance policy. While each employee’s policy is technically an individual policy, the insurer is covering every individual associated with a specific organization, which can result in lower premiums.

Agents selling large group policies benefit from the fact that many corporations with 50 or more full-time employees must offer coverage, resulting in a large national market. However, the majority of businesses in America have fewer than 50 employees, resulting in a highly competitive market populated by hardworking brokers.

Annuities provide individuals with a guaranteed stream of income, which is particularly attractive to retirees. In 2020, more than 1 out of 3 American households invested in annuities, according to the Insurance Information Institute. Annuity sales approached $311 billion in 2022. Annuity agents often promote the potential for higher returns and tax-deferred growth. However, annuity sales can be difficult due to the high fees and limited options for liquidity.

The senior market is crucial for insurance agents in the US, given the expected growth of the over-65 population. In 2020, this group made up 16.8 percent of the total population, around 55.8 million people. By 2050, it's predicted to almost double to about 90 million. The rapid growth of America’s senior population will have a marked impact on many industries, including the senior insurance markets.

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Importance of Insurance to the Modern Economy

Insuring risks In a modern economy is a complex endeavor. Insurance is a multi-dimensional business that interacts with various aspects of human existence. The relevance of the insurance industry can only be quantified by the size of its business, the number of employable persons in the country, assets under management, and its contribution to the nation's GDP.

One of the traditional definitions of insurance is that it is a public device that compensates for calamities and payments being pooled from the accumulated resources of all parties involved in the contract. A premium is a fund contributed by all insured persons. In return, all insured persons who contribute this premium have the right to request appropriate payment should an insured event occur. Insurance is one of the oldest endeavors in the modern economy. Throughout history, the primary objective of insurance has consistently revolved around safeguarding the well-being and possessions of individuals.

Insurance plays a pivotal role in driving the operation of advanced national economies across the globe. It serves as a catalyst, fostering efficient business practices by effectively mitigating risks that would otherwise burden businesses. Through the transfer of these risks to external entities, insurance enables businesses to focus on their core activities and operate in a manner that optimizes costs. It is well known that risks and accidents are imminent in life. These risks have a negative effect on people most of the time, but insurance protects people from them. It is safe to say people pay for insurance to curb the risks of daily living.

Another importance of the insurance industry in the modern economy is that it is a large employer of labor in developed and developing markets. According to the European Insurer's Trade Association, millions of individuals are directly employed by five thousand insurance companies affiliated with it in different countries. Apart from the dedicated workforce within these companies, the insurance sector also generates employment opportunities for professionals such as brokers, agents, financial intermediaries, and various service providers.

Further, a major role of insurance in the modern economy is that it encourages savings among people. For example, life insurance serves as a catalyst for improving people's savings through the payments of premiums regularly and offers an investment framework. Life insurance cultivates a sense of financial discipline by instilling a habit of saving money through premium payments. The insured then receives a substantial lump sum upon completing a contract, known as maturity. This mechanism of life insurance thereby acts as a force that encourages savings among individuals.

Insurance also helps to provide more working capital in the modern-day economy by relieving individuals from safeguarding themselves from the burden of unforeseen circumstances. For instance, an individual would rather not worry about his house getting destroyed by fire. Instead, they would obtain comprehensive coverage through a fire insurance policy, allowing them to spread the cost over an extended period. This reduces financial burden and contributes to a more robust working capital.

Finally, in addition to covering risks, insurance companies are also responsible for funding public projects that ensure economic development. For instance, an insurance company could fund the construction of roads, bridges, or low-cost housing estates. They do this by using unpaid premiums to acquire both corporate and government bonds, among other types of securities.

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Benefits of Quote and Enrolment Tools for Independent Insurance Agents

Independent insurance agents depend on, among other things, quote and enrollment processes to efficiently provide coverage to customers. Quote tools provide a comprehensive cost assessment of coverage based on age, health status, and other factors. Meanwhile, enrollment facilitates access to coverage and medical care, which is critical in preventing financial hardships associated with medical expenses. Quote and enrollment tools are useful for independent insurance agents in many ways.

Quote and enrollment software, for instance, are invaluable assets for agents who seek greater efficiency. With the tools, independent insurance agents can provide clients with prompt and precise cost estimates and insurance plan options from several carriers, freeing up considerable time for other revenue-generating activities. Field marketing organizations (FMOs), which sell products to insurance agents and support them in various ways, can provide independent agents with access to advanced quote and enrollment software, allowing them to improve their competitive edge in the marketplace.

Moreover, insurance agents can streamline workflow using quote and enrollment software to digitize documentation. This technology lets clients conveniently access their applications, proposals, and other important paperwork online. By automating this process, agents can easily monitor the number of client enrollments completed and provide comprehensive benefit summaries (i.e., overviews of the coverage and benefits an insurance plan offers). Additionally, digital documentation can reduce errors and risks commonly associated with handling large amounts of paperwork in the insurance industry.

Quote and enrollment software, especially those that FMOs provide, can also help independent health insurance agents enhance customer service by providing access to quotes quickly and efficiently. With the ability to view real-time price comparisons across various carriers, agents can assure their clients of the best coverage and pricing options. Moreover, these agents can leverage this technology to empower clients to make better-informed decisions and promote trust and satisfaction in the long run.

Another benefit of quote and enrolment software is that it helps independent insurance agents keep up-to-date with industry trends and product information. For instance, agents can use the software to notice trends toward higher demand for certain types of coverage or identify competitors offering lower prices for specific plans. Then, they can adjust their offerings and pricing accordingly, ensuring that their clients receive the best coverage options and pricing while staying ahead of the competition.

Compliance is a major hurdle for independent insurance agents when offering insurance plans to their clients. However, utilizing quote and enrollment software is a simple solution to ensure that insurance plans adhere to the regulations outlined by the Affordable Care Act (ACA). Often, this software is equipped to automatically provide recommendations to clients based on their browsing behavior on the agent's website, thus streamlining the cross-selling process while remaining compliant. Additionally, agents can rely on the software to ensure that the offered insurance plans line up with ACA's open enrollment periods (OEP) and special enrollment periods (SEP), greatly reducing legal risks.

Lastly, when it comes to integration, quote and enrollment software can seamlessly integrate with other software, such as client engagement and tracking software, to offer a user-friendly experience. It also allows integrated enrollment forms that agents can customize and deliver to leads, improving customer satisfaction and productivity. This capability can result in increased sales and revenue.

When selecting health insurance quote and enrollment software, agents should consider various factors, including compatibility with existing systems, customizability, data accuracy, and flexibility. Security, compliance, customer support, and training are also crucial factors. Moreover, agents should assess the software's cost, pricing structure, and long-term maintenance or upgrade expenses.

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Publications of the Vietnam Veterans of America

An insurance firm in Matthews, North Carolina, Messer Financial Group has over 20 years of experience creating software and continuing education materials to make independent insurance agents’ businesses run more efficiently. Involved in its local community, employees at Messer Financial Group contribute to nonprofits like the local branches of the Vietnam Veterans of America (VVA).

The VVA performs many functions. It advocates for Vietnam veterans and their families so they receive physical, emotional, and financial assistance. The organization educates member veterans, prospective members, and the public on its work and the experiences of veterans. In addition, it publishes publications, such as the VVA Veteran. The print and digital magazines contain articles explaining VVA activities, obituaries of deceased members, and analyses of the war’s events from veterans’ points of view. It releases six times annually, starting in February, via a subscription for the print version and free of charge for the digital one.

The VVA’s other publications focus on narrower issues. Its complementary series, Books in Review and the Arts of War, reviews media, fiction, nonfiction, and poetry created by and about veterans. It also profiles veterans. The VVA website’s VVA Brochures web page lists brochures informing veterans, their families, and the public on common problems faced by veterans and how to combat them. Examples include diseases like diabetes, indicators of mental health conditions like PTSD, and potential forms of compensation, like financial compensation for injuries or deaths caused by exposure to Agent Orange.

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Getting Started with Messer Financial Group

Messer Financial Group was founded in 2002 by Bill Rice and Roy Messer. They are an independent insurance agency specializing in business-to-business operations and have been named the largest independent insurance agency in Charlotte for eight years in a row. Messer Financial Group offers several products and resources to agents looking to get started with their organization.

Becoming a Messer Financial Group agent has its perks, as they offer an array of assistive resources and tools. The organization prides itself in delivering a quality assistance to marketing and sales agents regardless of their sector or field. Messer agents can benefit from carrier contracts, discounted certifications, and enrollment software. The organization grants its agents access to lead generation programs that help agents meet new clients and close more sales. An example of such is its STAR program, which offers free leads and support to medicare agents.

Furthermore, Messer offers learning and support programs through their staff, who are predominantly licensed agents. They provide the training, tools, administration, support, and service in line with their mission of serving their agents' needs. They also offer online contracting resources and flexible schedules.

Independent agents looking to join the Messer Financial Group can do so by using their website or online resource and contacting them using their telephone number or visiting their headquarters in Charlotte, North Carolina.

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Independent Insurance Agents' Objectives

A Matthews, North Carolina-based company, Messer Financial Group is a field market organization that provides valuable training and education in the insurance industry through programs such as Medicare Star. Messer Financial Group is a business-to-business organization and collaborates with renowned independent insurance agents as it has been named the largest independent insurance agency in Charlotte for eight years in a row.

Finding a capable and proper independent insurance agent is highly important in an individual’s life as they can help them in the pursuit of good insurance coverage. Independent insurance agents work with multiple insurance carriers instead of a company alone and help clients pick the best plan for them so that they can spend as little as possible and enjoy as many benefits as possible. Independent insurance agents earn money through commissions, as when they sell a policy from one of the carriers, they receive a portion of that transaction.

They cannot be considered an employee of any insurance company, which means that their main interest is to help clients pick a good insurance plan rather than a plan from a specific company. Independent agents are qualified to sell a wide range of insurance policies, including auto, home, and health.

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Why Going Pet-Friendly May Benefit Your Business

From its headquarters in Matthews, North Carolina, Messer Financial Group provides over 18,000 independent insurance agents access to top contracts. As a field marketing group, the organization provides continuing education, support, and training resources. Messer Financial Group is also a pet-friendly company. In 2021, a report published in the open-access journal Animals examined several case studies on allowing dogs in the workplace. The report concluded that most of its participants favored pet-friendly workplaces for several reasons. It cited improved social cohesion, increased information exchange, and a feeling of community as key benefits. Allowing pets to come into the workplace also helps with hiring and retention. According to a 2021 survey by dog advocation organization BARK, 28 percent of people feel their lives would be more convenient if they could bring their pets to work. In addition to cutting down on the stress of leaving an animal at home, the option also helps workers avoid paying fees for animal care. The presence of animals may also reduce stress in the workplace, with 32 percent of people in the same survey stating they would feel happier at work with their pets around.

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Messer Financial Group’s Become a Medicare Star

Messer Financial Group is a field marketing organization that partners with more than 18,000 insurance agents in 40 American states. The company offers continuing education, support, and training programs for these agents. Messer Financial Group, the largest independent insurance agency in Charlotte, North Carolina, between 2013 and 2021, also operates the Become a Medicare Star program for its agent. If an independent agent contracts exclusively with the firm, Messer’s program allows them to earn industry-leading commission rates with no caps. Messer also provides free leads at the beginning of each AEP, with opportunities to make more free leads related to final expenses and medical supply healthcare plans. If an agent reaches Top Producer status with the program, Messer also provides support to aid them in building and operating their agency, in addition to providing them with an all-expenses-paid trip to Messer’s Top Producer Summit. To qualify for the Become a Medicare Star Program, agents must have active insurance licenses and commit to holding all of their contracts with Messer. Beyond that, independent agents can set their hours and choose to operate independently or as part of one of Messer’s partner agencies.