We have built successful working relationships with dozens of national and regional carriers and third party administrators. We are committed to providing you and your employees with the right products and exceptional service from the initial consultation through the implementation process.
We provide you with the expert guidance and consultative support with access to a full range of ancillary – specialty group benefits including life, dental, long term disability, short term disability, vision, group long term care and much more.
With Supplemental Insurance you can provide an additional level of financial protection for yourself & your family in the event of a serious accident or injury. You work hard to provide for your family, so we work hard to help protect your way of life. We offer a comprehensive portfolio of personal insurance products, designed to help provide financial protection during challenging times
The Affordable Care Act (ACA) added two employer reporting requirements to the Internal Revenue Code. Code § 6056 requires applicable large employers (ALEs) to provide an annual statement to each full-time employee detailing the employer’s health coverage offer. Code § 6055 requires employers that provide minimum essential coverage under a self-funded (self-insured) plan to provide an annual statement to covered persons.
Group health plans and insurers are prohibited from imposing a waiting period exceeding 90 days. “Waiting period” is the time that must pass before coverage for an employee or dependent (who is otherwise eligible to enroll under the plan’s terms) becomes effective. The waiting period begins on the first day that the employee meets the plan’s eligibility definition (e.g., date of hire) and ends on the day before coverage begins.
Employers must Determine that your company has/had 20 or more employees and is required to offer continuation of benefits under Federal COBRA. Then Determine which benefits may be continued under COBRA benefits. Outline the qualifying events and the notifications of these events to the employee, carrier and/or Third Party Administrator.
Cafeteria plans are employer-sponsored benefit programs offering tax advantages under § 125 of the Internal Revenue Code. Plans allow an employee to pay for certain benefits from gross pay, before federal income taxes, Social Security taxes, and, in most instances, state income taxes, are deducted. Employees save by reducing payroll taxes. The employer saves because amounts paid through a cafeteria plan reduce the salary used to calculate employment taxes.