Our Services

Health Benefits

Small Employer Insured ACA-Compliant Plans

Traditional group medical policies cover preventive care services at 100%, have unlimited plan maximums, cannot impose pre-existing condition limitations, cover dependent children up to age 26, and have implemented a different rating methodology.

Small Employer Self-Funded Plans

Traditional plans provide employers greater latitude in designing coverage, potential to get a premium refund if your employees’ claims utilization is low, and protection if your employees’ claims utilization is higher than expected.

Limited Medical Benefit Plans

These plans typically offer the employee the freedom to choose their provider, generous physician visit coverage, generic prescription coverage, and some reduced hospitalization coverage. These plans may be an ideal fit for businesses that wish to ease into providing a comprehensive group health plan.

dental/vision

Group Dental
These plans can be set up as employer paid or 100% employee paid (known as Voluntary Dental). Group dental plans typically cover two oral exams and cleanings annually at 100%. After application of a deductible, these plans also cover fillings and extractions, generally at 80% coinsurance, while services such as dentures, implants, and root canals are paid at 50%. Dental Plans have a maximum annual benefit. Traditionally, this has been $1,000; however, higher dental maximums are available!

We represent many of the leading dental insurance companies. We can deliver a competitively priced product with additional value-added services.

Group Vision
Vision plans can also be set up as employer paid or 100% employee paid (Voluntary Vision). Generally, for a low monthly premium, an employee will get to visit an eye doctor annually for a flat copay. In addition, they will be able to purchase contact lenses or frames up to a certain retail maximum at a flat copay.

Disability Insurance

Group Disability Income Protection
Employees depend on their income to pay everyday expenses like:

• Mortgage or rent payments
• Car payments
• Education expenses
• Food, clothing, and other necessities
• Medical co-payments
• Medical costs not covered under the health plan

What if an injury or illness affected your employee’s ability to work? Without an income, they would exhaust their savings and struggle to make ends meet. Knowing this, employees appreciate having the financial safety net that group disability income protection provides.

Group Short-Term Disability

If an employee is temporarily disabled and cannot work for a short period of time, this benefit is used to replace a portion of the employee’s income. STD generally replaces 60% to 70% of an employee’s weekly earnings up to a pre-determined maximum benefit per week for either 13 or 26 weeks. Employers generally pay for this coverage, and the benefit received is taxable income to the employee. STD claimants receive weekly benefit checks.

Group Long-Term Disability (LTD)

LTD provides protection for more serious injuries or sickness that extend for a longer period of time. LTD benefits generally begin after STD benefits end or can be written as stand-alone coverage. After an elimination period, benefits can be paid for a certain number of years up to Social Security full retirement age. LTD generally replaces 60% of an employee’s monthly income up to a defined maximum benefit. Employers typically pay for this coverage, and the benefits received are taxable income to the employee. LTD claimants receive monthly benefit checks. However, IRS Revenue Ruling 2004-55 would allow employees to receive a non-taxable benefit, if implemented.

Offering group disability income protection enhances your employee benefit package. Contact our office to learn more about group disability income protection coverages and features. Don’t forget to ask us about IRS Revenue Ruling 2004-55!

Retirement plans

Employer-Sponsored Retirement Plans

For small businesses with 1–50 employees, you have a lot of options regarding which type of plan you should sponsor. When establishing a retirement plan for your company, make sure you consult with an advisor that has a working knowledge of all these different plans and can clearly articulate the difference to you. This will assist you in establishing the right plan for your company.

Employer-sponsored retirement plans are one of the most valuable tools for business owners attempting to:

• Reduce their current tax liability
• Attract and retain employees
• Accumulate wealth their own and their employees’ retirement

But with all the different types of plans to choose from, which one is right for your business? Most business owners are familiar with how 401(k) plans work, but that might not be the right fit given the variables such as:

• Number of employees—both full-time and part-time
• Cash flow of the business
• Personal goals of the business owner

There are four types of employer-sponsored retirement plans that business owners have to choose from:

• SEP IRA
• Single (k) Plan or Solo (k)
• Simple IRA
• 401(k) Plan

Of these employer-sponsored retirement plans that are available, the reasons that a company will generally choose a 401(k) plan are:

• Owners want access to a higher pre-tax limit.
• The company wants to limit the plan to only full-time employees.
• The company wants flexibility with regard to employer contribution.
• The company wants a vesting schedule tied to the employer contribution.
• The company wants to expand the investment menu to more than a single fund family.

An employer-sponsored retirement plan is a very complex topic and is not a one-size-fits-all decision. Doing research on employer-sponsored retirement plans should involve a trusted, knowledgeable advisor. We can simplify the decision-making process and can help you compare options. Contact our office to learn more.