Group Legal plans benefits for employer and employee


A properly developed group legal insurance plan can be the perfect
complement to any employer’s work life initiative. Considering that many
employees are nowadays increasingly swayed by benefit options when making
career decisions, Legal insurance is a viable product for many employers.

However, there is no single fit-for-all group legal plan for all
organizations. For a start, each organization has a distinct list of
requirements when contracting for legal insurance. A requirement built on
the premise of reduced administrative costs will require a different set
of legal services than requirements built on enhancing a benefits package
or protect against liability.
Legal plans also vary in what they offer: the quality of their customer
service, flexibility of plan design and finally the experience and
professional track record of their panel of attorneys.

In order to minimize the risk of poor service and plummeting employer
satisfaction, an employer should conduct both requirements analysis
amongst its employee base to cover for their difference needs, and a due
research to select the most appropriate legal plan to fit those
requirements based on experience, integrity and track record.  Group legal plans

Group legal plans in the workplace have experienced rapid growth recently
because of their usefulness to both employer and employee alike.

For the employee, a group legal plan is a cheap way to get legal coverage
in much the same way as other traditional benefits. For as little as $20
per month deducted from payroll, an employee is put in touch with an
attorney who can draft his will, buy or refinance a home, adopt a child
and plan an estate. Unlimited legal advice is offered at no cost to the

The benefits for the employer include increased efficiency and
productivity from their workforce, and reduced administration costs to
handle personal matters. Another very attractive benefit is the very low
cost involved in researching and implementing a group legal plan. In fact,
such plans cost employers very little in terms of time and investment.
Group plans are structured on a voluntary basis, paid for through payroll
deductions from the workforce. Additionally, the carrier handles all the
claims, redundant paperwork and customer service related to the plan.

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