1)    Tax Advantaged Health Plans and Savings Accounts.

• Reduce employee and employer payroll taxes.
• Incentivize employees to stay with you longer, and practice better health.
• Reduce absenteeism and employee turnover
• Lower your monthly health insurance premiums. 
• Maintain and even add to your current employee benefits.
• Spend less money paying for the insurance company's overhead and put more dollars towards your bottom line.
• Divert premium dollars away from the insurance company and put them toward your retirement funds.
• Minimize out of pocket costs for both your company and your employees.
• Reduce taxes.
• Take control of future health insurance premium increases.

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 2)   Association Plans.

• Participate with other employers to achieve efficiencies and cost savings that larger groups enjoy from their purchasing power.

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 3)   Optimize Benefits & Consider Self Funding Some Benefits with a Stop-Loss for Catastrophic Claims.

• Is your group maximizing use of all your benefits?
• Does it make sense to give an insurance company $100 and they only give you back $50?
• We can also help you fund a self funded program with a monthly level pay.

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4)    What else should I know before I review plans and request a quote

• Minimum employer contribution must be at least 50% of the employee only premium.
  The employer is not required to contribute to the premium for dependents.



• Generally, 75% percent of all eligible employees must enroll under the group plan.
  (Exceptions are made in specific situations.)



• Rates will vary based on the size of your group, age of employees, geographical location, overall healthiness of employees, as well as other factors. Many insurance companies offer a one-year rate guarantee on the monthly premium.



• Eligible employees are any employees that work 30 or more hours per week for the company. The employer may elect to include employees that work 20 or more hours per week. If an employee is already covered under another group health plan, they are not included in the 75% minimum eligibility factor.



• No employee may be denied coverage due to pre-existing conditions for qualifying group health plans.



• Most companies have options in which they allow employees to choose from a variety of plans.



• When you enroll in a new group health plan, you will need to decide the length of time that a new hire must be with your company before he/she can be added to the group health plan.

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