emphasisHR and Global Group Move to New Location to Support Recent Growth

CHICAGO — emphasisHR and Global Group recently announced plans to move to a new location to support the companies’ continued growth.

The new offices are located in Deerfield, IL. This ideal location provides emphasisHR and Global Group the ability to attract even more of the best and brightest employees in the Chicagoland area due to a very commuter-friendly location. Metra can deliver City dwellers directly to this new location in 30 minutes or less.

But, the new office space offers much more than just convenience to employees. Many companies have chosen to break from tradition and move to an open floor plan in a collaborative office space. Always aspiring to be at the cutting edge, emphasisHR and Global Group are proud to blaze a new trail by embracing a new trend – the “hybrid open office plan.” An office environment that welcomes open collaboration but pays homage to semi-private areas and offices to promote productivity. Such offices are circled around the main “hub” of the office – where employees and partners can gather, have meetings and enjoy breaks and/or lunch together. emphasisHR and Global Group believe this collaborative – yet productive – layout of the new offices will encourage teamwork and innovation, and lead to new cross-market opportunities.

emphasisHR was a pioneer in the industry, and one of the first companies to recognize the importance of tying employee benefits directly to the total employee experience. By moving to this new location, both companies believe they have managed to create a forward-thinking employee experience that will be embraced by many workers today.

So whats coming next from DC?

Following the federal government’s policy changes lately feels a lot like being on a roller coaster or perhaps more accurately, like being in a blender set to frappe. There are a lot of changes coming out, and they’re coming out at a dizzying pace. Some are actual regulations, some are just hints of legislation still to come. Some are clear and concrete, some are speculative. But a lot of them will affect your business.

Let me get this out of the way right now: when it comes to Donald Trump, there are plenty of people with very strong feelings on both sides of the aisle. I’m not going to pretend to have all the answers, and I’m certainly not going to predict what President Trump will do next. But I am going to give a quick overview of two big changes he has set into motion that will definitely affect your business, being the future of Obamacare and the promise of tax reform.

Obamacare: staying, going or changing?

No one knows for sure what’s going to happen to the Affordable Care Act (ACA) in the near- to mid-term. But what we do know right now is that the 2017 compliance changes are still in effect, and employers still need to follow them. That includes the Shared Responsibility Rules, which state that qualifying employers will have to pay steep fines if they don’t provide compliant coverage to employees and their dependents.

President Trump’s executive order instructing executive agencies to take action to reduce the burdens of ACA hints at big changes ahead, including his intention to repeal the troubled law. However, it also states:

In the meantime, pending such repeal, it is imperative for the executive branch to ensure that the law is being efficiently implemented, take all actions consistent with law to minimize the unwarranted economic and regulatory burdens of the Act, and prepare to afford the States more flexibility and control to create a more free and open healthcare market.

Also, you may have heard that President Trump has suggested that the federal government won’t enforce the mandate or penalty in 2017, but even en if this comes to pass, it only applies to the individual mandate employers would still be on the hook. So even as Washington talks about reforming, repairing, repealing or just plain junking the ACA, it’s important that business owners stick to the old compliance plan for now. In any event, paring back the requirements will likely make it more attractive for employers to hire and give more hours to employees that that already have.

What’s up with tax reform?

Tax reform is another signature issue that’s currently taking shape. While the details are still in flux and will require far more congressional cooperation than the near-term ACA changes the broad strokes have been fairly consistent since it was first introduced early in the presidential campaign season.

Individuals would see a more streamlined tax code, fewer brackets and perhaps fewer deductions. The bigger news, however, is the proposed slashing of the corporate tax rate from 35 percent to 15 percent and eliminate the corporate alternative minimum tax. For pass-through businesses, such as S-corporations, this 15 percent rate may and I stress MAY apply to pass-through income as well, instead of the prevailing personal income tax rate as it currently does. For many business owners, particularly smaller ones, this would be a huge windfall. It will all depend on the final wording of the bill and how it makes its way through congress. Whatever its final form, it seems likely that tax reform will be a net boon for businesses, making it easier to invest, grow and hire.

Hold on to your hat

I think we all knew on November 8th that we were in for a crazy ride, and our new president has not disappointed us in that prediction. We are in uncharted territory of policy and economics and the best advice anyone can give is to keep your eyes and ears open and hold on to your hat.

A blog by Global CEO and Co-Founder Kurt Schmitke


One of the most challenging aspects to building a modern workplace that attracts and retains top talent is coming up with a personalized mix of benefits that really speaks to employees. As we’ve written before, a balanced culture of benefits is important, particularly when catering to today’s workforce.

The trick lies in realizing that it’s not just about how lavish they are, but in how well they demonstrate your understanding of and support for the things in life that matter most to your employees…..but just how many variables should you consider?

Individualized benefits convey extra value that can’t be measured strictly in dollars. Here are a few examples of what I mean

New healthcare options that reflect the new shape of families.
Partner coverage is the alternative take on spousal coverage, reflecting the changing profile of modern domestic arrangements. Most healthcare insurance providers offer multiple options that you can extend to your employees. While the idea of partner coverage is not new, it’s gained a lot of traction in recent years and is often more noteworthy in its absence than in its presence.

Shifting the 401(k) to pay off your B.A
. Young employees greatest financial burden is student debt. The result is that in the critical early years of employment, student loan payments steal away income that could and should be moved into 401(k) plans.

Some progressive companies now offer to put some or all matching funds against the employee’s student debt, letting the employee fund their retirement with their own contributions. According to Peanut Butter, a firm specializing in running such programs, 85 percent of Millennials would accept a job where such a benefit is offered.

Paid paternal leave to help make sure they come back. A vast body of research shows that paid paternal leave is great for families and particularly children. But another benefit is that the time spent away from the job is less stressful and the return is much easier a real advantage when you consider how common it is for a new mothers and fathers to re-evaluate their career paths.

While larger employers can easily manage multiple benefit offerings, one of the biggest challenges to offering the perfect mix of personalized benefits is the administrative overhead it requires. Obviously, it takes more work to manage six health insurance plans than two and it takes specific technology to run a standout personalized benefits program technology small businesses generally don’t have, and don’t have time to run.

Rather than assume the responsibility and cost on your own, HR partners like Emphas!sHR are equipped, staffed and experienced to help you
offer the right mix to employees, without the cost and time of running it all yourself. After all, you still have a business to run.


Global Group has always been on the leading edge of insurance brokerage and technology. As the industry’s quintessential Evolved Broker, our hybrid approach delivers the white-glove customer service you’d expect from a boutique firm, with state-of-the-art administration services for benefits enrollment.

Global Group’s expert negotiators consistently outperform the marketplace, empowering you to offer the best benefits to your employees at the best possible cost. It’s all about keeping you cutting-edge and competitive. Outsourcing your benefits administration to Global Group improves accuracy and saves you time by helping you keep all employee data in one place.


Everyone loves those morning news segments about some company’s incredibly lavish workplace culture.. You’ve seen them usually highly-capitalized startups and tech firms sporting basketball hoops in the break room, on-premises puppy daycare, full-time masseuses and foosball tables where conference tables usually are.

These extreme examples show how far some companies will go to retain employees and attract top talent. They’re spectacular to behold, until you remember that those companies and their culture are your competition for good people.

It becomes a classic David vs. Goliath battle for talent. Matching a better-funded company’s salary may not be enough. Can you successfully market your more intimate, more personalized company culture against on-demand frozen yogurt and a personal concierge?

Make company culture part of your business plan

The fact is that, outrageous or not, employee perks and benefits in short, what a lot of employees consider your company culture should be a line item in your business plan. And like any other item, it has to be planned and managed in order to keep its costs and benefits in line with each other. It’s a tough addition to an already over-extended CEO’s to-do list, but doing it right can be critical to your long-term success.

I know from personal experience that the first impulse is to offer as much love as you can, as often as you can Friday cocktail hours, after-work get-togethers, and so forth. But I found that the law of diminishing returns kicks in pretty quickly. I eventually found the right balance between frequency, cost and impact I actively manage our culture to yield the best return.

Focus your attention where it matters most

For small and mid-sized businesses, the market advantage lies in your ability to do more with less. And yes, that means more focus on the work and less on the play. But even so, addressing, top cultural factors that employees care about most only incurs minimal time and cost. Managing culture in this way offers the best return on your investment, because it mostly requires only your time and thought.


Global Group has always been on the leading edge of insurance brokerage and technology. As the industry’s quintessential Evolved Broker, our hybrid approach delivers the white-glove customer service you’d expect from a boutique firm, with state-of-the-art administration services for benefits enrollment. Considered early movers on this evolved broker concept more than 13 years ago, Global Group re-branded in 2003 to reflect our leadership position.

Global Group’s expert negotiators consistently outperform the marketplace, empowering you to offer the best benefits to your employees at the best possible cost. It’s all about keeping you cutting-edge and competitive. Outsourcing your benefits administration to Global Group improves accuracy and saves you time by helping you keep all employee data in one place. It also provides standardized-processes that you can adopt, giving your organization more structure than you may have previously enjoyed. Because the data is centralized, there is no need to duplicate the data in order to use it for multiple tasks. Our solution standardizes many HR administrative processes, including: adding a new hire; promoting, disciplining, transferring, or terminating an employee; tracking Family and Medical Leave and Leave of Absence; assigning or changing benefits; changing salary or grade of an employee; safety reporting.


Rethink Employee Benefits Solutions – and unlock the power of data.

Our expert negotiators consistently outperform the marketplace, empowering our clients
to offer enhanced benefits to employees while containing costs. We help you successfully
navigate the myriad of state and federal laws, the multitude of carrier products and the
complexity of coverage contracts that can make the successful procurement of insurance
and benefits a challenging process.

Global partners with you to assess your corporate culture and design a benefits program to best meet the
needs of your organization and employees. In addition, our wellness programs are the perfect complement
to a well-designed, comprehensive employee benefits program.


  • Plan design and contribution consulting
  • Carrier analysis and selection
  • Annual benefits renewal and open enrollment administration
  • VIP claims advocacy/Employee Concierge
  • Employee and carrier communications
  • Wellness consulting and program management
  • COBRA administration
  • FSA/HSA administration
  • 401(k) Plan & Administration
  • Employee Assistance Program (EAP)
  • Billing reconciliation discrepancy support

Healthcare coverage …
it’s not one-size fits all anymore!

Benefits Management Technology:

Global’s technology consultants deliver a custom, web-enabled technology platform that streamlines the entire
benefit enrollment process. Our technology is a secure, rules-based system that completely eliminates errors that
typically occur from manual completion of paper forms and subsequent data entry into carrier sites, HRIS and payroll
systems. The Employee Self-Service functionality allows employees to perform benefits enrollment, and mid-year
changes without management intervention.


  • Customized online benefits enrollment, employee self-service portal
  • Integrated solution with payroll, carriers and COBRA third party administrator
  • Training for all employees and management
  • Ongoing support for system changes and enhancements

Our technology platform, Global Harbor , is secure, intuitive and completely user-friendly.

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Why does impotence occur?

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Pharmacists prescribe this remedy to treat ED. It may have variant brands, but only one ingredient. Taking such medication can help relieve symptoms.

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connecting the right technology and solution – to support your daily HR needs..

Our comprehensive, technology delivered solution provides the perfect blend of high-touch customer
service and state-of-the-art technology – enabeling your organization to focus on what they do best.

We offer a comprehensive approach specific to your needs. It’s one that combines broad-based strategies that pay off over the long term with sensible, effective solutions that are easy and affordable today. We’ll design a custom plan for your corporate culture and goals, help you determine appropriate contribution levels, and provide the accessible analytics that ensure your vendors and programs continue to deliver the performance that keep employees – and your bottom line – healthy. And our proprietary, automated Global Harbor Management System makes it easy to manage all your benefits and wellbeing services.

We can help with:

  • New employee on-boarding process
  • Drug screening and background checks
  • Employee file management
  • Paid Time Off (PTO) tracking
  • Employee and carrier communications
  • FMLA Administration (where applicable)
  • Termination/Off-boarding
  • Training support for all contracted services

Recruitment & Placement Services

Consistently finding the right people is key to enabling innovation and growth within your organization. We believe
that you should be looking for the people that have the right skill set while also being aligned with your company
culture and purpose. Once we have an understanding of your recruitment needs and timeline we will partner with
your hiring managers to identify the best practices that work with your organization and deliver the most highly
qualified candidates.

Our technology platform, Global Harbor , is secure, intuitive and completely user-friendly.


Mitigate risks. hassle-free.

Our risk management solutions are tailored to the unique needs of your industry and your company. And we’ll manage it all so you don’t have to.

Global’s Comprehensive Suite of Insurance Solutions

Insurance: protect your assets

Our team of experts includes seasoned veterans with a deep knowledge of insurance underwriting and coverage. We’ll ensure that you’re up-to-date with your policies and coverage, as well as provide you with consultative services.

Risk Advisory: minimize the world of risk facing your business

Global’s unmatched expertise in risk management allows us to take on the role of your Chief Risk Management Officer. We will conduct an in-depth analysis of your business practices and identify all potential risks your company is facing. Whether it’s natural, catastrophic disaster risk of fire, wind, earthquake or international market turmoil or currency devaluation, our experienced Risk Advisory Team will develop Business Continuity Plans and Disaster Recovery Plans to minimize the effects and maximize the potential.

Alternative Funding: discover how even the “unconventional” can be conventional

Our alternative funding programs will help you control costs while procuring insurance for certain risks or hazards in the open market, the same way Fortune 1000 companies benefit from scale.

Claims Management: the best claims strategy is to avoid them altogether

With an experienced team of dedicated, Claims Management Representatives available 24/7/365, we ensure that each loss is addressed at its onset to prevent it from spiraling out of control. No claim goes unreported.

Loss Control: mitigate costs when claims arise

We implement a comprehensive risk management strategy – not just a temporary, one-time fix – to directly address the root cause of your claims. Our sophisticated Loss Control Program allows us to track all claims to prevent widespread causes of loss.

Our technology platform, Global Harbor , is secure, intuitive and completely user-friendly.


You know where you are today.
It’s tomorrow that’s the unknown.

Help relieve the uncertainty for you and all your employees with custom retirement plans, executive compensation programs, and advisory services.

It’s impossible to know what the future holds. But that doesn’t mean it has to be out of your control.

That’s where Global can help.

Global provides a full range of financial capabilities, relevant analytics and reporting, and fully auditable
process management. Ensure proper regulatory compliance, with unified process controls and security.
Global also helps you manage standard financial processes more efficiently while transforming financial
and management reporting with composite reports that offer the power and flexibility of a spreadsheet
but with enterprise-class control and performance on a custom, web-enabled technology platform.

Our technology platform, Global Harbor , is secure, intuitive and completely user-friendly.