We serve a variety of small- to medium-size business clients with all of their employee benefit needs. The agency provides businesses with the expertise to attain flexible benefit programs that include any or all of the following services:



Medical Benefits
Protecting  employees and their families against the rising cost of medical care is likely one of every employer's top priorities when it comes to benefits. Today's challenges include determining the right combinations of cost management and the employees' care, accessibility of  your medical plan, determining the appropriate level of cost sharing from employees and the right funding approach. We can provide the needed expertise to help the employer make these decisions and save valuable time in the process.

Dental
Dental benefits are now an integral part of most employee benefit programs.Managing cost through the utilization of networks of participating dentists can help provide excellent value to employees and their dependents.

Life/Accidental Death & Dismemberment
Group Term Life provides a death benefit for employees and is optional for their dependents at a very affordable cost. Employees can voluntarily enhance these benefits at no direct cost to the employer through payroll deduction.

Disability Income
For most people, their earning potential is their greatest financial asset. Nearly one in seven can expect to become disabled for five years, or more, prior to age 65. Disability income replacement can be tailored to specific company needs and budget requirements. Many employers provide a policy that begins to protect their employees for shorter term disabilities with a Short Term Disability plan. Most experts agree that the most devastating disability is a long term illness. Long Term Disability can provide income replacement to maintain employees and their families for an extended period of time.

Vision
Many employers add vision benefits to enhance competitiveness in today's tight job market. Concerned by the potential vision related ailments affecting computer users, employees perceive vision care as a valuable benefit. Employers benefit from the increased productivity of employees with improved vision.

401(k)
401(k) plans, established and regulated by the Internal Revenue Code, are now the primary retirement savings vehicle. Participants can choose to defer a portion of their income and payment of taxes until retirement. All plan assets grow tax deferred. They can be funded exclusively with employee deferrals or with employer discretionary matching contributions.  These contributions, within applicable legal limits, are tax deductible. Because 401(k) plans are flexible, they can be customized to meet a variety of retirement plan goals for a broad range of businesses.

Section 125
Sanctioned plans, governed by IRS Code Section 125, allow employees to pay insurance premiums, child care expenses and unreimbursed medical expenses on a pre-tax basis. Both employees and employers pay less in taxes.

Cancer Benefit
With 1 out of 3 Americans facing cancer and 70% of the related expense being non-medical related, supplemental policies can offer additional protection and cash flow to an employee facing this disease. This benefit may be offered on a payroll deduction basis.

Long Term Care Benefit
The expense and time involved in ever expanding long-term care responsibilities for many employees has resulted in increased indirect employer costs. Work/Life benefits are being incorporated into employer's benefit programs to help employees balance their working needs and personal lives. Long Term Care is an asset protection program, providing a level of coverage designed to meet nursing home care as well as home health care protection.

Universal Life Benefit
Life insurance that provides for a full face amount of death benefit, while accumulating cash values on a tax deferred basis. These cash values can be used for loans and benefit proceeds are not taxable to beneficiaries.

Executive Benefits
Addressing the needs of the Executive is more important than ever in this increasingly competitive market. Many of your current benefit programs can be enhanced to meet your Executive's needs. Insured medical reimbursement programs can increase your key employee's compensation by as much as $100,000 a year, and premiums may qualify as a corporate tax deduction. Limitations of a "qualified" retirement plan can be enhanced by a number of "non-qualified" plans.  Each plan can be structured to provide a "win-win" solution for the employer and their executive.

Cobra
Of all the employer mandates, COBRA tops the list as a continually evolving law with dire consequences for failure to comply. Outsourcing COBRA administration at a fraction of the cost of internal compiance is the answer.

Partially Self Funding
Over one half of all U. S. employers have chosen partial or fully self-funded medical benefits. The phenomenon of self-funding and its explosive growth resulted from the coming together of many forces at the same time: ERISA preemption, rising health care costs, the clarification of legal and regulatory issues and employers' widespread use of risk management. Many small to midsize employers comfortably self-insure, motivated by control over their plan design, administration and cost containment programs.

Group Travel Accident
Provides Accidental Death and Dismemberment, Accident Disability, and Medical Coverage for employees traveling while on the job.

Qualified Retirement Plans
There are many factors that encourage employers to incorporate a qualified retirement plan into their benefit programs. Obviously, the attraction, retention, and when necessary, the planned turnover of staff can all be goals. Employers are faced however with the challenge of determining what is most appropriate for their employee group. Defined contribution, defined benefit, or combination plans can all offer solutions to meet the employer's goals and objectives. Special tax benefits vary with plans. The choice of the right retirement vehicle is equal to the chosen investment options, administration and level of employee communication.

Employee Assistance Programs
Employee Assistance Programs have proven highly effective in reducing medical claims and lowering absenteeism. An EAP is a powerful tool that helps employees and their families deal with a variety of work-related and personal problems before they interfere with productivity.

Employee Benefit Statements
Industry studies show that although employees receive thousand of dollars in benefits annually, most have no idea of what these benefits are and how much they are worth. Personalized employee benefit statements communicate the tremendous value of these benefits in a positive way.