Employee Group BenefitsadminTerri2018-10-18T00:50:47+00:00
Employee Benefits Partner
As your partner, we want to take care of your needs today, and then continue to be your expert provider of health and benefit solutions, advising you on new market solutions, risk and regulations, as trends change dramatically. We have a developed a proven process that allows us to cater to the unique needs of each individual client, no matter how simple or complex their issues might be, and no matter how small or large their group of employees is.
We work with employers across all industries:
Medium Groups – 100 to 225 employees
Small Groups – 1 to 100 employees
We offer the following traditional group benefits:
An HMO group health plan requires group members to obtain their health care services from doctors and hospitals affiliated with the HMO. Thus, members are required to designate a primary care physician within the HMO. Then, the primary care physician treats and directs health care decisions. In addition, the primary care physician coordinates referrals to specialties within the HMO network. Accordingly, HMOs offer access to a comprehensive package of covered health care services in return for a prepaid monthly amount (or “premium”). However, most HMOs charge a small co-payment depending upon the type of service provided.
Preferred Provider Organization (PPO)
If you belong to a PPO group health plan, you will save the most money on healthcare if you use providers within the PPO network. Thus, if providers outside of the network are used, it is possible that those services may be covered only partially or not at all. Also, deductibles must be met on this plan before some services will be covered. PPOs require a co-pay for physician visits and some other healthcare services. However, the great thing about a PPO is it’s rich network of quality doctors and healthcare facilities, and the ability to utilize healthcare services outside of your deductible. For example, doctors visits.
Health Savings Account (HSA)
An HSA combines a high deductible, lower premium group health insurance plan (PPO) with a savings account. Accordingly, both employer and employee can contribute, tax-free, to the savings account. Then, the account is used to help fund the deductible and other qualified medical expenses. Once the deductible is met, the insurance starts paying.
Health Reimbursement Account (HRA)
An HRA combines high deductible, low premium health insurance plan with a tax favored savings account. Consequently, this plan requires that the employer contribute to the savings account. Then, the account can be used to fund co-pays and other qualified expenses submitted by the employee, prior to the deductible being met.
Single, Dual or Triple Option Plans offer eligible employees a choice between several different types of plans as described above.
Through our thorough analysis and plan design process, we can help you determine which traditional health plan is right for your company.
Employees always appreciate dental & vision coverage as part of their Employee Benefits Package. We offer individual, group or voluntary Dental & Vision through many of our major insurance carriers.
Studies have shown that regular dental exams help employees to stay healthier and more productive in the work place. Additionally, you can detect serious underlying conditions such as heart disease and diabetes, through regular dental exams. In fact, the National Association of Dental Plans and the Centers for Disease Control have performed studies that show that employees with dental insurance have better attitudes and are less likely to suffer from depression, a common condition in today’s fast-paced world.
Dental insurance offers a variety of diagnostic, preventative care and corrective services. This includes cleanings, exams, x-rays, fillings, root canals, orthodontia for children, and emergency care while traveling.
Similar to dental policies, vision plans are inexpensive and save employees money on routine eye care. Examples of care include exams, eyeglass frames and lenses, contacts, and even discounts on procedures like LASIK. Additionally, monitoring your eye health with regular exams helps to prevent serious eye diseases like glaucoma and cataracts. In addition, regular eye exams help to detect early stages of diabetes, high blood pressure, and high cholesterol.
National surveys have shown that Short Term Disability and Long Term Disability remain of high importance for most employees. Thus, savvy employers attract and retain top talent by offering both STD and LTD insurance as part of the employer paid benefit package or as a voluntary (worksite) benefit.
Here’s how Disability plans typically work.
Short Term Disability
During the time an employee is unable to work due to a qualifying disability (illness or injury), STD generally allows for income payments to the employee to begin after about a two-week waiting period and will continue to pay the employee until he/she recovers or maxes out the benefits–usually anywhere between one month to two years, depending on the policy.
Long Term Disability
During the time an employee is unable to work due to a qualifying disability (illness or injury), LTD generally allows for income payments to the employee to begin after about a 90-day waiting period. However, it could be much longer depending on the policy. The policy will pay the employee far longer than STD–for a few years, up to age 65, or even for life.
Group Long-Term Care plans are becoming an increasingly common voluntary benefit offered by employers today. The prospect of long-term care is one of the most important issues your employees may have to face. The cost of long-term care is expensive and generally not covered by other employee benefits, disability or even Medicare.
If someone requires long-term care, it is not just an emotional strain but a financial one as well. An employees retirement savings and overall financial position could be affected.
Savvy employers know that access to additional resources can increase employee productivity when confronted with managing long-term care situations. Long-Term Care plans demonstrate to your current and prospective employees that your company cares about them. Thus, you also increase your ability to attract and retain the very best talent.
LTC plans provide benefits for care through nursing homes, assisted living centers, home health care and adult day care.
Employers can provide a base benefit while giving the employees the opportunity to buy up the policy. Thus, they can obtain the level of coverage that they need for their families.
Benefit selection is important, but just one critical component of our overall process to help employers reduce costs and meet the tough challenges they face in today’s benefit industry.
Our FREE consultation includes reviewing your company culture, employee demographics and financial objectives. We’ll also analyze claims data and benchmarking to help us design a competitive package that fits the needs of both employer and employees.
Financial security is at the core of well-being. We’ll offer wellness initiatives such as Voluntary Benefitsand Key-Person Policies to help employees offset healthcare costs, a strategy proven to increase productivity, loyalty, morale, all while reducing costs.
With over 50 years of experience, we act as your insurance advisor, and not just a sales agent. We are well-known throughout industry and leverage our relationship with multiple carriers and other vendors to get the best pricing and service for our clients.
We handle enrollments, onboarding and more and will assist with claims/billing issues and timely renewals. We also perform benefit administration/ compliance. As a client, you’ll have access to HR technology geared to increase your efficiency and compliance.
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