According to a recent Society for Human Resource Management’s survey, companies that use benefits as a tool for recruiting and retaining talent reported better overall company performance and above-average effectiveness in recruitment and retention compared with companies that do not.
Allows your key employees to defer taxes until retirement to benefit from a lower tax bracket.
Allows your key employees to defer taxes until retirement to benefit from a lower tax bracket.
We meet with each employee to explain their group benefits and to customize a plan to fit their needs.
A company that has a culture of healthfulness will have an engaged workforce.
Benefits such as Dental, Vision, Disability, Cancer, Cardiac, Accident, Legal, Pet Insurance, and more…
Let’s face it, as a business owner you are probably thinking about how best to take care of your employees. But why stop there? You should also be looking at ways in which they can benefit from working with and for the company long after their employment ends! One great idea would be providing them access not just healthcare coverage, but partial retirement plans so that these valuable members will have security when leaving full-time jobs or developing new careers on their own terms.
Each carrier has its own requirements, but some general guidelines include:
Yes, but your choices are limited to individual plans, and premiums are more costly.
Not necessarily, but some carriers have participation requirements.
Generally, no, but it’s also a good incentive to help you hire and retain good employees!
For experience-rated groups (50+ employees), a deductible credit can be negotiated with the new carrier. For community-rated groups (up to 50 employees), unfortunately carriers do not recognize out-of-pocket expenses that you’ve paid while enrolled in other health plans
