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Employee Benefits

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Promote employee well-being & satisfaction

Group Benefits & HR Services

Right from our initial FREE consultation we provide the hands-on service you need to maintain and promote employee health & wellness through your benefit programs. Our goal is to help you attract great talent, increase productivity and reduce turnover by making your benefits more attractive, more cost-efficient and more accessible to your staff.

1

Standard Benefits

Benefit programs that include medical, dental, life, and other benefits employees need and desire most.

 

 

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Group Health

2

Financial Protection

Affordable way for employees to purchase the extra benefits they need to alleviate financial worries.

 

 

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Voluntary Benefits

3

Tax-Advantage Plans

Financial tools that can be utilized wisely to help employers & employees save money on healthcare costs.

 

 

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Cost-Saving Strategies

Standard BenefitsGroup Health

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Financial ProtectionVoluntary Benefits

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Financial ProtectionVoluntary Benefits

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4

For Top Executives

Adequately protect your strongest assets, the key people who make your company run and succeed.

 

 

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Key Person Benefits

5

Value-Add Solutions

Streamline and simplify employee benefits and HR processes to increase employee wellness, HR compliance and more.

 

 

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HR & Benefit Technology

6

Benefit Management

From administration to healthcare reform, we keep your employee benefit plans running smooth.

 

 

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Compliance

For Top ExecutivesKey Person Benefits

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Value Add SolutionsHR & Benefit Technology

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Benefit ManagementCompliance

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Let's Talk Benefits

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Travel Health Plans

When traveling abroad, traditional health insurance or Medicare only covers a fraction of costs if you become ill or need emergency care. Get extra coverage. Many options available.

Have questions?  Call us 866-820-1739

Shop a Variety of Health Insurance Products

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Marketplace Plans

Shop our top carriers for major medical health plans for you and your family.  You may also qualify for subsidy to help reduce your monthly premiums. Marketplace plans are a good option if you qualify for a subsidy, or have a growing family or a preexisting condition and plan to use a lot of health services.

Medicare Advantage Plans

Medicare Advantage replaces your original Medicare Parts A and B, as they are rolled into one plan. Some plans include prescription drug coverage, or dental and vision coverage, and more in some instances.

Short Term Health Plans

A good NON-ACA option for times of transition or limited medical needs, i.e., you are healthy and do not expect to use a lot of health services. Less expensive than full coverage but does not provide coverage for preexisting conditions.

Travel Health Plans

When traveling abroad, traditional health insurance or Medicare only covers a fraction of costs if you become ill or need emergency care. Get extra coverage. Many options available.

Supplemental Health

Dental & Vision Plans, Hospital/Doctor Indemnity Plans, Accident, Critical Illness, Telehealth, RX Discount Plans – pays benefits in addition to your regular health insurance

Have questions?  Call us 866-820-1739

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HR360 – Sign in to your HR library account

The HR360 library helps you simplify human resource and benefits compliance with attorney-reviewed guidance, training and compliance tools.

If you do not already have a user name and password, please contact us.

866-820-1739
info@healthfirmbenefits.com

Value Add Resource for Employers – NextHR

Employers receive a customized benefit portal with benefit descriptions, HR forms, and other tools to handle onboarding and benefit enrollment, create reports to send data to their payroll, compliance, administrators or any other vendor.

 

TO RECEIVE A LINK TO YOUR PORTAL, ALONG WITH A PASSWORD, PLEASE CONTACT US.
866-820-1739
INFO@HEALTHFIRMBENEFITS.COM

Reduce time, costs and stress

Employers juggle a lot of tasks at once.  As benefit professionals, we help our clients with one of the most important of these tasks – keeping up with timely, and sometimes complex, state and federal regulations.  The following value-add services are designed to let you focus on running your business, while we handle many of the functions associated with managing your benefit programs.

Compliance

  • COBRA – enrollment, filings and employee communication
  • HIPAA – PHI compliance
  • ERISA – wraps, filings, SMM, SAR, notices
  • ERISA – FMLA

Administration

  • Health Savings Accounts (HSAs) & Health Reimbursement Accounts (HRAs)
  • Flexible Spending Accounts (FSAs)
  • Self-Funded Plans
  • Premium Only Plans

Healthcare Reform

  • ACA reporting
  • Legislative guidance and updates
  • Employee education
  • Benefit plans designed to meet the requirements of the ACA

HR Benefit Technology & HR Library

As a client of Healthfirm Benefits, employers have access to one of the most trusted HR benefit technology resource used by 230,000+ users nationwide.

  •  Get policies, forms, regulations, best practices, audit checklist, employee handbook and more.
  • Certified HR Pros available via phone or live chat.
  • Receive trends and regulatory alerts in real time.
  • Training webinars that cover a variety of HR and employee management topics.
  • Recruitment tips, project management courses, compensation surveys, benefit bench-marking.
  • And more.

Online Benefit Portal

An “all-in-one” employee benefits manager and HR platform that enhances the employer/employee user experience, helping employers to be more compliant and helping employees to maximum benefit usage.

  • Gives your clients a branded online portal with onboarding kit, etc.
  • Enjoy smooth flow of personnel information, payroll information, compliance, etc.
  • Access to benefit summaries, forms, providers, etc.
  • Enroll and take elections online.
  • And more.

Why Key Person Benefits for your top people?

Key personnel who suffer an illness or injury can lead to an additional strain on the owner of a business.  Thus, business may experience loss of sales and competitive edge, loss of confidence of suppliers, and expend a large amount of money and time to find a replacement.  Accordingly, key person benefits can protect from this type of loss.  Additionally, because typical group insurance only covers a fraction of a key executive’s high income, most high-salaried executives are not adequately protected through regular group insurance.  However, with key person benefits, such as key-person life insurance, you’ll be able to protect your business.  And, you also be able to adequately protect key people and their families from loss.


Examples of Key Person Benefits

Key Person Life Insurance
Key Person Life Insurance protects your business if one of the main partners passes away unexpectedly, and helps to minimize financial loss.  Accordingly, your business is typically responsible for the premiums, as it is also the beneficiary. The value of your business (as established through financial records) will help to determine the benefit level and premium amounts.

Business Overhead Disability
A Business Overhead Disability policy prevents businesses from going under from regular overhead expenses while the business owner is unable to work and run the business due to disability. Accordingly, these types of policies will typically pay for things like employee salaries, rent and utilities, among other expenses.

Buy-Sell Agreements

Buy-Sell Agreements protect a business after the death of a key employee. Accordingly, these are also known as Continuation Agreements and are tied to and funded by life insurance policies.  Thus, the agreement sets out the details of the transfer of business interest by the key-person (or his/her estate) upon a certain triggering event–usually death, disability and retirement. So then, the surviving or continuing business owner or partner can rest assured knowing that they will be able to purchase the key-person share without interference from other survivors of the key person and his/her estate.

Tax Advantaged Plans

Healthfirm Benefits can help you implement, administer, and comply with several tax-advantaged benefit programs that the government allows to provide employees with pre-taxed money to pay for healthcare or health insurance premiums, and even other qualified expenses, such as childcare. The plans are similar in some ways, but also vary, each having unique advantages and savings opportunities.

Flexible Spending Accounts (FSAs), Health Savings Accounts (HSAs), and Health Reimbursement Accounts (HRAs) are all examples of tax-advantaged employee benefit plan options that combine a high deductible PPO with a tax-free savings account. Depending on the plan arrangement, either both the employer and employee, or just the employer, can contribute to the account through pre-taxed payroll deductions.  Employees use the funds to pay for deductibles and other allowable expenses, even daycare.  The insurance will begin paying claims, once the deductible is satisfied.  Similarly, Premium Only Plans (POPs) allow employees to purchase their own individual insurance with pre-tax dollars.  With a POP plan, an employee is more involved in their own healthcare choices and can choose a plan that is tailored around his/her needs, which additionally reduces risk on employers. 

Self-Funded or Partially Funded Plans

The experienced benefit consultants at Healthfirm Benefits specialize in helping employers set up and maintain self-funded or partially-funded health plans.  We would be happy to give you a no cost analysis to determine if either of these options is right for your company.

When employers self-fund or partially fund their own group health plan, they will benefit from significant savings in the overall cost of their benefit programs.  For example, savings may be in premiums, increased cash flow and certain tax advantages.  Additionally, employers have more control over the benefits that the plan offers.

How they work:  In both scenarios, stop-loss insurance is added to the plan to protect against catastrophic claims. With a self-funded plan, the employer is the insurer and will engage a third-party administrator (TPA) to handle and process claims.  In a partially-funded scenario, an employer will select any of the fully insured plans that our carriers offer, and the carrier will handle processing claims. With a level-funded plan, employers pay a fixed monthly amount for each employee’s benefits. If claims are lower than anticipated, you may get a rebate or a credit towards next year’s policy. If claims are higher than a predetermined level (or cap), then your carrier’s stop-loss insurance covers the excessive costs.

Note these are brief descriptions. Please contact us for more details on any of these tax-saving benefit options.

Voluntary/Worksite Benefits/Ancillary Benefits

Ancillary benefits, also known as voluntary or worksite benefits, create a financial safety-net for your employees by augmenting employer-paid benefits. These value-add benefits can be purchased by an employee through pre-taxed payroll deductions, at a discounted group rate, at little or no additional cost to the employer.

The financial health, or absence of financial related stress, of your employees is an important part of the overall “employee wellness” picture. Surveys consistently show that employees who have access to voluntary benefits experience higher job satisfaction and a higher overall sense of financial well-being.  Additionally, with the negative impact of the pandemic on engagement and performance, these programs are rapidly expanding and taking on a new purpose when it comes to helping employees have the personal energy needed to survive and thrive through tough times. 

Types of Voluntary Benefits

  • Life Insurance (Term & Permanent)
  • Dental/Vision
  • Disability
  • Critical Care/Cancer/Heart/Stroke – Pays cash benefits directly to the employee to help with the struggle of fighting critical illness
  • Accident – Pays cash benefits to help with medical and out-of-pocket expenses that follow accidental injuries
  • Hospital Indemnity – Pays a lump sum cash payment to help with out-of-pocket expenses and covers you when you are off work due to a hospital stay.
  • Gap Plans– Supplements a high deductible major medical and comprehensive benefit package, paying copays and deductibles.
Major Medical Group Health

HMO’s (Health Maintenance Organization) offer a comprehensive package of covered health care services in return for a prepaid monthly amount (or “premium”). The HMO may charge a small co-payment depending upon the type of service provided. Members are required to obtain services from doctors and hospitals affiliated with the HMO.

PPO’s (Preferred Provider Organization) will save employees the most money if they use providers within the PPO network. Deductibles must be met on this plan before some services will be covered. PPOs require a co-pay for physician visits and some other healthcare services. The great thing about a PPO is it’s rich network of quality doctors and healthcare facilities, and the ability to utilize healthcare services outside of your deductible. For example, doctors visits.

Group Life – Term and Permanent

According to many surveys, life insurance is a highly coveted staple benefit for your employees. Whether employer paid or voluntary, life insurance provides your employees with peace of mind are likely to be more productive when they feel secure that their loved ones will be taken care of, in the event of illness or an untimely death.

Group Dental and Vision

As with life insurance, dental and vision are highly desired benefits that employees consider, even over salary, when seeking a job. And not only are these benefits good for your employees, but they are also good for your business, as routine dental and vision care have proven effective in helping employees to stay healthier and more productive in the workplace.

Group Disability (Short and Long Term)

Disability coverage is another staple benefit ranked in the top 5 of most important benefits employees desire. Savvy employers attract and retain top talent by offering both STD and LTD insurance as part of the employer paid benefit package or as a voluntary (worksite) benefit.

Group Medicare

A service provided to our clients’ retirees and other eligible employees, we help tackle the challenges of ever increasing premiums and health care costs by guiding them to the best Medicare Supplement or Advantage Plan that leaves them with the least expenses, and has the lowest premium.

Group Long-Term Care Plans

Group Long-Term Care plans are becoming an increasingly common voluntary benefit offered by employers today. The prospect of long-term care is one of the most important issues your employees may have to face. The cost of long-term care is expensive and generally not covered by other employee benefits, disability or even Medicare.  If someone requires long-term care, it is not just an emotional strain but a financial one as well, impacting retirement savings and overall financial position.  Savvy employers know that access to additional resources can increase employee productivity when confronted with managing long-term care situations. 

Most LTC plans are designed to provide benefits for care through nursing homes, assisted living centers, home health care and adult day care.  Employers can provide a base benefit while giving the employees the opportunity to “buy up” and obtain the level of coverage that they need for their families.