Saxon Financial Services Expands to Open Office in Dayton
Saxon Financial Services has broadens Ohio market footprint with expanded services and accessibility for Dayton area customers. COVID-19 related precautions and protocols have been established to protect staff and community while providing personal, friendly expertise to Dayton-area customers. Read on to learn more about this exciting announcement.
Dayton, Ohio – Saxon Financial Services is excited to announce the expansion of offices into the Dayton, Ohio area. This new office will be able to provide services such as: Employee Benefits, Supplemental Benefits and Corporate Retirement Planning (401, 403, Simple, SEPs). Eventually, Saxon will expand their individual wealth management team to the Dayton offices, too.
“Expansion in the Dayton market is a deliverable to our Dayton clients that has been in the works for some time, so I am very excited to have a physical presence in Dayton,” states Jamie Charlton, CEO at Saxon Financial Services.
Saxon has had the opportunity to maintain client relationships in Dayton and its surrounding suburbs for many years. Therefore, Dayton remains an important aspect of Saxon’s growth strategy. The success of Kettering native and Saxon Group Benefits Consultant, Kelley Bell, in the Dayton market during the past three years has provided Saxon the ability to maintain an active presence in the Dayton marketplace. The goal is to make Dayton aware they are fully committed to the communities they work in and serve. Kelley will be personally involved and in charge of their new Dayton office in Beavercreek Office Suites starting July 1, 2020.
Opening During COVID
Saxon is taking every caution they can to maintain a healthy and safe environment for each employee and client that walks through their doors. Saxon takes the recent outbreak of the COVID-19 virus seriously, and they continue to adhere to the rules set forth by Governor DeWine’s office. As a facilitator of client’s medical plans, they have been open the duration of the epidemic to ensure they are able to address clients’ concerns. During this time, they are allowing their staff the choice of working from home.
“As a facilitator of healthcare plans, we have seen the impact that COVID is having not only on the health of individuals but also small businesses. This pandemic has affected everyone on all levels. I have challenged our team at Saxon with the goal to make the life transitions people are experiencing as smooth as possible. This situation is not only creating physical maladies but is taking a toll on the mental aspect of everyone. It is crucial for everyone to understand the resources available to maintain their physical and mental well-being,” explains Charlton.
Overall, Saxon is excited to be able to expand into the area of Dayton.
“The expansion of Saxon to the Dayton market is an exciting time for our firm. Given our past and current success in this market, it is a move that simply makes sense. I am further excited to have Kelley Bell serving as our market leader in this space. Kelley was born and raised in Dayton, and she has always called Dayton home. I know she will continue to deliver to the Dayton small business community impactful solutions to the ever changing employee landscape,” states Charlton.
About Dayton Market Leader
Kelley Bell has over 25 years of experience in the financial industry. Kelley enjoys partnering with business owners and those responsible for choosing benefits for their employees. She understands that every business is unique and is dedicated, accessible and proactive in serving the needs of each client. Kelley has a strong business network and serves the Dayton and Cincinnati markets. She has recently been named Dayton Chamber’s 2019 Ambassador of the Year award recipient. This award honors the ambassador who demonstrated exemplary efforts in working with members each year.
About Saxon Financial Services
From employee benefits and insurance to wealth management and retirement, Saxon’s team of experts is knowledgeable on cutting-edge techniques that focus on controlling rising healthcare costs while still delivering solutions with compassion and transparency to you and your organization. With caring, knowledgeable experts working to service your needs, Saxon brings an element of strategic innovation to the conversation. We strive daily to lay the foundation for long-term relationships with our clients because we care about being a partner you can count on.
For more information, you can contact Brianna Louder, Saxon’s Marketing and Community Outreach Coordinator, at blouder@gosaxon.com or 513.774.5480
Wanted: Female financial advisors to shrink industry gender gap
Recent studies show that just 16 percent of all financial advisors are women, creating a substantial gender gap. Do you want to close the gap?
If you want more female financial advisors, leverage the ones you already have.
That’s among the findings of the J.D. Power 2018 U.S. Financial Advisor Satisfaction Study, which says that despite the fact that women control 51 percent of assets, just 16 percent of all financial advisors are women.
That kind of a gender gap is nothing to be proud of, especially since it also finds that female financial advisors are generally more satisfied and loyal to their firm than their male counterparts.
That said, female advisors have “some unique pain points” that firms looking to better their position in the industry would be wise to correct.
“The wealth management industry clearly recognizes that aligning the gender mix of advisors with the shifting demographics of investors is critical for their success,” Mike Foy, director of the wealth management practice at J.D. Power, says in a statement. Foy adds, “But firms that want to be leaders in attracting and retaining top female talent need to differentiate on recognizing and addressing those areas that women’s perceptions and priorities may differ from men’s.”
The study, which measures satisfaction among both employee advisors and independent advisors, bases its evaluation on seven factors: client support; compensation; firm leadership; operational support; problem resolution; professional development; and technology support.
Considering that even though overall satisfaction with firms is improving, women are “more satisfied and loyal, bigger brand advocates.” The study finds that female advisors’ average overall satisfaction score is 786 among employee advisors—an impressive 59 points higher than among their male counterparts. Among independent advisors, overall satisfaction among women is also higher, at 793, topping their male counterparts by 39 points.
In addition, female advisors also are more likely than male advisors to say they “definitely will” remain at the same firm over the next 1–2 years (68 percent, compared with 56 percent) and are more likely to say they “definitely will” recommend their firm to others (60 percent, compared with 50 percent).
But as far as female advisors are concerned, their firms fall short in a number of areas. Women are significantly more likely than men, the report finds, to say they do not have an appropriate work/life balance (30 percent, compared with 22 percent). And 90 percent of women who do have that balance say they “definitely will” recommend their firm, while only 68 percent of those who do not will do so.
Women are also less likely than men to say they “completely” understand their compensation (60 percent, compared with 66 percent) and less likely to believe it reflects their job performance (60 percent, compared with 68 percent). They’re also less likely than men to believe mentoring programs are effective (44 percent, compared with 53 percent).
The mean tenure for female advisors at their current firms, the study reports, is 18 years, while the mean tenure for male advisors at their current firms is 20 years.
SOURCE:
Satter, M (13 July 2018) "Wanted: Female financial advisors to shrink industry gender gap" [Web Blog Post]. Retrieved from https://www.benefitspro.com/2018/07/12/wanted-female-financial-advisors-to-shrink-industr/
Identity-theft protection benefits boost business, satisfaction
Originally posted January 20, 2015 by Melissa A. Winn on www.ebn.benefitnews.com.
With employee news feeds brimming with headlines about recent computer hacks and data leaks, employers are showing a growing interest in offering identity theft protection services as a benefit to their worried workforce. Benefit industry experts say the relatively inexpensive voluntary benefit is not only highly-appreciated by employees, but it can also act as a differentiator in a benefit adviser’s sales portfolio.
Employer concern about employee identity theft has been on the uptick recently, says Nick Park, voluntary benefits specialist at Corporate Synergies. “It has definitely been a topic of conversation more in the last year,” he says.
Identity theft fraud claims a new victim every two seconds, according to the 2014 Identity Fraud Report issued by financial research firm Javelin Strategy and Research. The Bureau of Justice Statistics, the government research agency for the Justice Department, found that 16.6 million American adults experienced identity theft in 2012 alone.
“In a group of 10 people there’s always at least one or two people who have a personal experience with an identity theft situation in some form or fashion,” says Kelly Fristoe, president and CEO of Financial Partners in Wichita Falls.
Fristoe sells the identity theft product LifeLock, which can be sold to individuals or offered to groups as a value added voluntary or employer paid product.
“[T]here are agents I know that do sell a ton of it,” he says. “Theirs and my experience is that it is a high-value product.”
While some employers choose to add identity theft protection services as a new benefit offering in their voluntary benefit package during annual open enrollment, Park says employers have also approached his firm for information on the benefit throughout the year, particularly if somebody in the organization suffers from an identity theft.
“They don’t want that to happen to any other employee in their organization,” he says.
Employees rely on their employer for “a host of financial needs: planning for retirement, protecting against the costs of health care, or even accidents and illness; not to mention, their paycheck. Identity theft can represent a threat to all aspects of financial security and is right in line with benefits [employer clients] can offer their employees,” according to identity theft protection services provider LifeLock.
Employee satisfaction
“It is a ‘nice to have’ benefit,” says Park. “I don’t know if it would be considered a necessity at this point, but employees like it.”
The monthly premiums are usually pretty affordable, he says and the benefit “typically has very little dissatisfaction once you have placed it in the employee population,” says Park. “It’s not something I hear negative feedback on ever.”
For benefit advisers, identity theft protection can be a good differentiating benefit offering, and “is a simple tool to give your clients satisfaction.”
With some insurance products there is a risk, he says, but not so much with identity theft protection.
“Sometimes, when you introduce a product to an employee population it may be complex or confusing and people don’t understand it, they don’t understand the coverage type. [Identity theft protection] is something everybody understands,” says Park.
Do You Know The Way To HSA?
Originally posted by Patty Kujawa on January 28, 2015 on www.workforce.com.
With the rapid growth in high-deductible health plans, health savings accounts provide an option to pay medical bills and save for the future.
Corey Barnett is an avid saver, but doesn't like the idea of stashing his retirement reserves in one place.
That's why when he left his steady job to create a digital marketing company in February 2014, the 25-year-old rolled his 401(k) into an individual retirement account and specifically looked for a high-deductible health plan so he could continue using his health savings account as a way to pay for current medical bills as well as save and invest money for retiree health costs.
Barnett likes the HSA because he finds it tax-savvy and flexible; money goes in, grows and goes out tax-free for medical bills: He can use the money today if he gets sick or he can save it for tomorrow's retiree health bills.
Read full article here.
Saxon Website Goes Mobile
Our new website is fully enhanced to work quickly on your mobile phone, delivering our real time compliance alerts, blog posts and live events anywhere you are, whenever you want. Just visit Saxon.com from your browser-capable mobile phone to access all the latest!