Using a portfolio of in-house administrated services, we enable businesses and consumers to choose programs that best fit their unique circumstances and budget.
Section 125 Cafeteria Plans
Governed under Section 125 of the Internal Revenue Code, Cafeteria Plans help you and your employees save money by using tax-free dollars to pay for group health insurance premiums, out-of-pocket medical expenses, the cost of dependent care and more. Cafeteria Plans offer employees the option to participate in any or all of several available options - and how much they want to contribute to each. Paying for benefit premiums before taxes are computed decreases an employee's Federal, State and FICA taxes, and increases net take-home pay! It also decreases an employer's FICA and payroll obligations when employees pay for medical and dependent care expenses with pre-tax dollars.
Health Reimbursement Arrangement (HRA)
An HRA is a type of Medical Reimbursement Plan (MRP) that enables employers to fund portions of their employees' health plan deductibles on a tax-free basis. The employer decides exactly how much money will be available to employees and how and when it will be disbursed. HRAs are typically combined with a HDHP, which reduces employer expenses by lowering the amount they spend on health insurance premiums. Spending less money on insurance premiums, employers can put more money back into their employees' pockets in the form of HRA contributions.
Healthy Rewards HRA
Healthy Rewards is a new kind of HRA that works in conjunction with a HDHP. Best for employer groups of 50 or more, Healthy Rewards motivates participants to get healthy by rewarding them with lower deductibles as they decrease their personal health risk in five critical categories including body mass index, blood pressure, cholesterol, smoker cessation and blood sugar.
Defined Contribution HRA
Build your benefit plan based upon the budget you can afford - not the cost of insurance plans. You simply provide each employee with a "benefit credit" or "benefit voucher" that then can be utilized for the reimbursement of individually purchased plans that make the most sense for each of them respectively. Unspent balances from the budgeted amount can then be utilized for unfunded medical, dental or vision expenses.
Health Savings Account (HSA)
An HSA is a tax-exempt savings account with investment options that is owned by an employee. Contributions may be used for the payment of qualified medical expenses on a tax-free basis. HSAs allow employees to make their own health care decisions. Employees understand their needs better than anyone, so it stands to reason that they - not an insurance company - should decide how to spend their money. HSAs are a "Triple-Taxed Advantage" - contributions are tax-exempt, withdrawals are tax-free on qualified expenses and earnings on interest are tax-exempt.
Relieve the many burdens of COBRA administration and ensure your business is compliant with the latest regulations. Our software automatically monitors all COBRA-related events, tracks all COBRA-related time frames and creates reports documenting your company's compliance with the law. We concentrate on making the employer's job easier and alleviating the stress that COBRA administration can cause.
Section 132 Qualified Transportation Account (QTA)
Allow your employees to use tax-free dollars to pay for their qualified parking expenses, transit passes and van pooling expenses. Employers also enjoy reduced FICA and payroll obligations when their employees utilize pre-tax dollars.