Insurance Can Be Complicated.
Let Our Brokers Take the Lead.

HMO, PPO, EPO, POS, HSA. So many acronyms to keep on top of. We will help you understand the pros and cons of each type of health insurance plan along with which options would work best for your employees. If you are a very small business, we can assist you with setting up self-funded health care plans.

 

Routine checkups and necessary dental work can be quite costly. Employees desire and appreciate dental insurance benefits to help defray the costs of preventative, basic, and major services like implants and orthodontia. Just like with health insurance, there are different types of dental benefits, along with employer paid, contributory and voluntary options. We will help you navigate all of them to find the best solution for your organization.

About 75% of adults use some type of vision correction, be it glasses, contacts or both. There is a good chance your workforce falls within this percentile. Offering vision benefits is a great way for workers to see you care about their health and well-being. Based on your budgetary objectives, we will identify the best employer paid, contributory or voluntary options.

 

Group life insurance is a relatively inexpensive, but greatly valued, benefit to offer your employees. Options include Term Life, Whole Life, and Universal Life. All are individual life insurance offerings but fall under group insurance benefits. You can pick one type of policy to offer or let employees choose from a variety of policies. Like dental and vision benefits, group life insurance benefits can be employee paid or voluntary. If you provide nominal insurance coverage, you can also offer an option for employees to purchase additional coverage through payroll deductions.

Disability benefits are typically overlooked, but very important. When an employee is not able to work because of an illness or accident, this benefit can help provide them with steady income. Many people may not seek disability insurance out on their own but would like employers to provide this form of financial security. There are short-term and long-term options, as well as individual policies to build upon the group benefit and high limit policies for those who earn more than the group term would protect. We will help you navigate them all.

With many employees today living paycheck to paycheck, most are not able to specifically save for medical assistance down the road. Offering long-term care benefits provides your workforce with a safety net when the unexpected happens later in life. These benefits cover things that regular health care insurance or Medicare doesn’t cover, such as: home health care, assisted care living facilities, adult day care, and nursing home care.

With the rising cost of healthcare, many employees would like employers to offer flexible spending accounts (FSA). Employees put money into this account from their paycheck that can be used to pay for medical and dental expenses. The benefit of this type of account is that this money is not taxed. Employers can also contribute money to the account. Another type of FSA is a dependent-care flexible spending account, which can be used to pay for childcare expenses, as well as care for qualifying adults.

One way to truly expand your benefits offering without paying extra monies is through group voluntary benefits. These benefits can be purchased by employees through payroll deductions. The premiums are paid from pre-tax dollars and deducted from the employee’s paycheck. Benefits can range from expanded health insurance offerings, dental insurance and life insurance to legal services, financial counseling, identity theft protection and pet insurance.