Services

Financial Services: Business Services

• 401(k)
  We provide the most comprehensive plans in the industry. From start-up plans to rollovers, we have a solution that fits. We also focus heavily on participation from your employees to avoid top heavy plans and regulation issues.
• Life Insurance
  Term insurance coverage for individuals and employees which provides a death benefit payable to the designated beneficiary. Dependents may also be covered with death benefits payable to the employee.
• Accidental Death & Dismemberment
  Provides a benefit in the event of accidental death or loss of limb.
• Dental
  Provides the individual or employee and covered dependents with financial protection for a variety of dental expenses.
• Major Medical
  Provides coverage for the most serious medical expenses up to a maximum limit, usually after a deductible and coinsurance have been met.
• Individual Disability
  Individual disability insurance is truly a basic concept. It is an insurance product designed to replace anywhere from 45-60% of your gross income on a tax-free basis should a sickness or illness prevent you from earning an income in your occupation.
• Short Term Disability
  Provides a weekly disability benefit to the employee for a period of usually up to 26 weeks.
• Long Term Disability
  Provides a monthly disability benefit to the employee for an extended period of time.
• Limited Benefit Medical Plan
  Targeted for part time and low-wage employees without access to quality heath care, these plans offer Accidental Death & Dismemberment, Medical Expense, and Supplemental Medical Expense coverage at very affordable rates.
• Critical Illness
  Provides Lump sum benefits for heart attack, organ transplant and other life threatening conditions. Lump sum benefits for cancer are also available for inclusion at the group level.
• Cancer Insurance
  Provides supplemental benefits for you to use where they are needed most.
  • This plan pays a cancer screening benefit for certain screening tests.
  • Upon diagnosis of cancer, this plan provides benefits for procedures and treatments you may require to care for your cancer.
  This cancer plan pays specific benefits for cancer diagnosis and treatment.
• Long-term Care
  Long-term care encompasses a broad range of help with daily activities that chronically disabled individuals need for a prolonged period of time. These primarily low-tech services are designed to minimize, rehabilitate, or compensate for loss of independent physical or mental functioning.
• Self Funding
  Self-funding of employee benefit plans is best described as "self-insurance," and there are three good reasons to do it: lower cost, greater control, and more flexibility. That's why more than 75 percent of all U.S. employers have now turned to some form of self-funding.
• Section 125/ Flexible Spending Account
  Section 125 plans give employees the opportunity to pay for eligible medical and dependent care expenses on a tax-free basis. Contributions are made before federal income taxes, Social Security taxes, and most state income taxes are calculated.
• HSA's (Health Savings Account)
  HSA's are designed to help you save for qualified medical and retiree health expenses tax-free. The option of an HSA gives you greater control of how their health care dollars are spent, as well as a broader selection of physicians from which to choose. With an HSA, you enjoy tax reductions as well as lower health insurance premiums.
  
  Health Savings Accounts are made up of two components: a qualified High Deductible Health Plan (HDHP) and an HSA Administrator. Together, these components can save you a great deal of money on healthcare.
• HRA's (Health Reimbursement Arrangement)
  Self-funding of employee benefit plans is best described as "self-insurance," and there are three good reasons to do it: lower cost, greater control, and more flexibility. That's why more than 75 percent of all U.S. employers have now turned to some form of self-funding.
  
  An HRA is an arrangement that is paid solely with employer money and reimburses current, former or retired employees including spouses and dependents for:
  • medical care expenses as defined by Code section 213
  • health-related insurance premiums
  • long-term care insurance premiums
  There is no dollar limit that an employer can credit to an HRA, and any unused amounts can carry forward from year to year.