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It’s pretty simple. We solve complicated problems.
We use analytics to hire right the first time
Employee benefits can be complex. Associated Financial Group simplifies them.
We're in one of the country’s most dangerous industries. It helps to have a partner that understands our business.
Workers' compensation claims can put a grinding halt to your profitability
Analytics helped us strike a compromise between benefits, costs and compliance.

If You Didn’t Have


You Wouldn’t Have


How do you overcome obstacles, particularly those facing businesses and their owners in today’s environment? It takes thoughtful creativity with a thorough attention to detail. It takes global knowledge tempered with regional expertise. More importantly, it takes a spirit of optimism that we all share. Whether you’re looking for basic healthcare solutions, comprehensive human resources management, or risk management strategies, Associated Financial Group will provide the guidance you need to reach your goals and compete successfully.

Employee education is critical for a successful retirement program

A retirement plan should serve an organization just as other top employee benefits do. It should help retain and recruit top talent and contribute positively to the morale of your existing employees. As such, a retirement plan is only as good as its employee participation. You could have a top-notch retirement plan, but it won’t do much good if employees aren’t using it, or if they are not aware it’s top notch. That brings us to the second crucial observation: a thoughtful plan design is not enough. Employee participation also relies on effective communication and education.

Associated Financial Group recognized as a “Fit Friendly” workplace by the American Heart Association

We have been recognized as a Gold-Level Fit-Friendly workplace by the American Heart Association for helping colleagues eat better and move more.
  • Harassment and other workplace investigations

    When it comes to sexual harassment and other forms of discrimination, the stakes are high. Employers face liability when employees engage in unlawful harassment and discrimination if the employer fails to take prompt and appropriate remedial action. The stakes are even higher when a supervisor engages in unlawful harassment or discrimination. With retaliation claims rising more than 30% over the last decade, employers must also ensure there is no retribution against the employee who brought forth the complaint.

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