We can help you set up an employee benefits program that’s as simple or comprehensive as you prefer. When it comes to covering your employees, we only work with insurance carriers that will serve your best interests. We help you control the cost of health insurance through our expertise in benefits plan design and alternative types of funding opportunities that can help offset rising costs.
We can help you find a plan that's just right for your organization. We'll help you choose from among a wide range of health insurance plans and a variety of deductibles, out-of-pocket yearly maximums, co-payments and benefit designs from respected companies like Blue Cross Blue Shield, United Healthcare, Cigna, Wellpath (Coventry), Principal, Guardian, and more. All our industry partners offer substantial physician and pharmacy networks.
In contrast to a fully insured plan where the cost is the total of all premiums paid, the cost of a self-funded plan is the total of administrative expenses, stop-loss premiums, and the claims that will be paid by the plan, minus stop-loss insurance reimbursements. You'll enjoy savings if your total plan costs are below the insurance premiums for comparable coverage. We can help determine whether self-funding is appropriate for your organization by reviewing a current employee census, premium rate history, and the costs and parameters of your current plan. Most importantly, analyzing these items will help us evaluate all the alternative strategies available, including consumer-directed health plan options. We'll work with you to determine the proper levels of coverage and all plan parameters.
Medicare offers basic health coverage in three areas: hospital and facility charges (Part A), physician charges (Part B), and prescription drugs (Part D)... but Medicare participants have discovered expensive gaps that are difficult to afford without supplemental plans offered by insurance companies. We represent many Medicare supplemental coverage insurance companies and work with you to determine the best plan for your needs. Contact us today and we'll guide you through the process.
A tax-favored Health Savings Account (HSA) can be combined with qualified High Deductible Health Plans (HDHPs). An HDHP is typically intended to cover serious illness or injury once an annual deductible is met, and an HSA can be used to cover small and routine medical expenses until the deductible is met. This innovative combination results in savings: you pay less in healthcare premiums while enjoying a reduction in your taxable portion of your income. The HSA grows tax-deferred, and if you use your HSA funds for eligible medical expenses, you never have to pay taxes on those funds. Plus, if you don’t spend the money in your Health Savings Account, the balance will earn interest and roll over indefinitely. The funds can be used to offset future medical expenses even after you've retired.
Did you know dental insurance is the second most requested benefit by employees? Nearly 30,000 people each year are diagnosed with throat or mouth cancer, and the bacteria that causes common problems like gum disease and tooth decay may be a significant factor in those diseases. The same bacteria can contribute to other dangerous medical issues such as heart disease, infective endocarditis, strokes, and weakened immune systems if it spreads beyond the oral cavity. We represent many dental insurance carriers and can tailor a dental program to suit your needs. You can enhance your employee benefit program at no additional cost to you by implementing a voluntary dental program. Consider a few statistics compiled by the CDC that may apply to your employees and their families: ~ 9 in 10 adults over the age of 40 have tooth decay ~ Upward of 15% of adults are believed to have advanced gum disease ~ Nearly 1 in 4 adults over the age of 60 have lost all of their natural teeth ~ 1 in 4 children under the age of five already have a cavity ~ 1 in 2 children aged 6 to 18 have at least one cavity ~ Only half of children below the poverty line get treatment for their cavities
As a fundamental element of any benefits package, group life insurance helps protect employees and their loved ones from financial hardships related to an untimely death. We offer flexible and feature-rich life insurance products to meet a variety of needs, as well as life insurance employees can purchase to meet their dependents' needs: Dependent life insurance: employees can purchase life coverage for their dependents, including spouses and eligible children, at group rates. Supplemental life insurance: this enables insured employees and their spouses to increase their life insurance coverage at competitive group rates. Voluntary life: this allows you to add life insurance to your benefits program at no cost to you. We can design a plan to meet your specific needs.
Even the smallest organizations can offer short-term and long-term disability plans that address their budget concerns while providing basic coverage to their employees, helping protect them and their families from financial hardship in the event of a covered disability... and helping rehabilitate and return such employees to a productive role as soon as possible. You can contribute to the cost of a disability benefit or choose to offer it as a voluntary benefit. Remember, sometimes disabilities don't just happen to other people. Here are some myths about disability: Myth: Social Security will take care of me. Fact: Social Security initially denies about 65% of all disability claims. Myth: It won't happen to me. I will stay healthy. Fact: Hopefully so! But during the course of your career, you're 3 ½ times more likely to be injured and need disability coverage than you are to die prematurely. Myth: I would have to be totally disabled to receive benefits from such insurance. Fact: There are ways to protect your income in the event of a partial disability. Myth: Social Security will take care of me. Fact: Social Security initially denies about 65% of all disability claims. Myth: I can rely on my savings. Fact: Even with saving 10% of your total wages, one year of disability could easily wipe out many years of savings.
Due to budget constraints, state governments have cut Medicaid reimbursements for long term care to its lowest levels in years. This compensation is not adequate to provide the services the government demands, so more and more long term care facilities are only accepting private pay. When a patient's money runs out, he or she is at at the mercy of the Medicaid system or forced to live with a relative. The solution? A long term care policy. We're proud to represent all the major providers.
With just one simple change in your payroll process, you can reduce the payroll taxes your employees pay and increase their take-home pay.
Health Reimbursement Arrangements (HRAs) are often an excellent option for employers who contribute a large portion of their employees' health premiums. We've saved multiple employers a substantial amount of premiums since 2002 by combining high deductible health plans with IRS-sanctioned HRAs.
The employee benefits procurement and implementation process is very different for counties and municipalities. We've created Carolina Municipal Employee Benefits, LLC (CMEB) to provide guidance on how to effectively implement and maintain an employee benefits program. Whether self-funded or fully-insured, we'll put it all together for you: alternative funding, employee education, RFP process management, council presentations, claims and customer service, disease management and wellness, and claims and financial reporting.
Contact us today and start easing the time and headache of benefit administration!