We approach employee benefits from several angles to achieve optimum results.
- We’ll perform a thorough review of your current benefit offering, company culture, benefit usage and overall goals.
- We’ll use top-notch resources and tools to analyze your needs, taking into consideration various funding methods to identify the best option to fit your specific needs.
- We’ll leverage our long-term relationships with top-carriers and underwriters to negotiate premiums, services and other advantages.
- If applicable, we’ll help match you with the best networks and vendors offering the highest discounts for your employees’ specific healthcare needs.
- We take a proactive approach to renewal to avoid premium increases and to assure your plan is meeting your needs.
Group Benefits
(Click below for brief descriptions)
Traditional Group Health
Traditional Group Health Plans
We offer traditional health plans through most major carriers. Depending on your needs, we have plans that offer the Minimum Essential Coverage (MEC) as required by the Affordable Care Act (ACA) to full customized packages that offer a rich variety of benefits.
A Health Maintenance Organization (HMO) requires group members to obtain their health care services from doctors and hospitals affiliated with the HMO. Members are required to designate a primary care physician who treats and directs health care decisions and who coordinates referrals to specialties within the HMO network. HMOs offer access to a comprehensive package of covered health care services in return for a prepaid monthly amount (or “premium”). Most HMOs charge a small co-payment depending upon the type of service provided.
With a Preferred Provider Organization (PPO) members save the most money on healthcare, if they use providers within their network. If providers outside of the network are used, it is possible that those services may not be covered at all. Deductibles must be met on this plan before some services will be covered. PPOs require a co-pay for physician visits.
A Health Savings Account (HSA) combines a high deductible/lower premium health insurance plan (PPO) with a savings account. Both employer and employee can contribute, tax-free to the savings account, which can help fund the deductible and other qualified medical expenses. Once the deductible is met, the insurance starts paying.
A Health Reimbursement Account (HRA) combines high deductible/low premium health insurance with a tax favored savings account. Employers contribute to the savings account, which can be used for to fund co-pays and other qualified expenses prior to the deductible being met.
Single, Dual or Triple Option Plans offer eligible employees a choice between several different types of plans as described above.
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Small Business Health Options (SHOP)
Small Business Health Options Program (SHOP)
We can help you obtain the small business tax credit available to eligible employers through the Federal Marketplace, Small Business Health Options Program (SHOP). Eligible employers may have their premiums reduced by as much as 50%. To be eligible, you must cover at least 50 percent of the cost of employee-only (not family or dependent) health care coverage for each of your employees. You must also have fewer than 25 full-time equivalent employees (FTEs). Those employees must have average wages of less than $50,000 (as adjusted for inflation beginning in 2014) per year.
We suggest you use our Business Tax Calculator to find out if you qualify. Those who qualify will be able to purchase traditional group health plans as described above through SHOP.
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Flexible Spending Accounts (FSAs)
Flexible Spending Account (FSA)
A Flexible Spending Account (FSA) is a cafeteria plan under Section 125 of the tax code and allows for benefits to be paid with pre-tax dollars which results in tax savings to both the employee and the employer.
The average working employee in America spends thousands of dollars annually on certain types of medical benefits, daycare expenses and transportation services. By participating in an FSA, an employee’s taxable income is reduced, which increases the percentage of pay they take home and allows them to pay for these benefits and services with the pre-taxed dollars, in essence giving them a discount on these services.
Here’s how it works:
This tax-favored savings account is funded solely by the employee through regular pre-tax payroll deductions. Employees elect how much they want withdrawn from each pay period, which can be changed annually or upon a qualifying event such as marriage or divorce. Throughout the plan year, funds can be withdrawn from the account (tax-free) to pay for eligible medical, dental, vision, prescription and dependent daycare expenses. Some FSAs include work-related parking and transit costs. The administrator of the FSA account can issue a debit card that is tied to the FSA making it easy to use the account when needed.
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Premium Only Plans (POPs)
Premium Only Plans (POPs)
A Premium-Only Plan lets employees purchase their own individual insurance with pre-tax dollars, potentially saving employees thousands annually in taxes and premiums combined.
Employees elect a set amount of pre-tax dollars to be deducted from each payroll. The employee purchases an individual health insurance policy in which he/she chooses completely on their own and is responsible for paying the monthly premiums directly to the carrier.
The employee is then reimbursed by the employer for the monthly premium with the pre-taxed dollars.
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Partially or Self-Funded Plans
Partially Funded or Self-Funded Health Plans
Partially Funded Health Plans (Shared Funding)
Shared Funding Plans allow small employers to take advantages of all the cost saving and benefit design features of a self-insured plan that typically is designed for larger groups. However, any small or large group could benefit greatly by the cost saving opportunities of a shared funding plan.
Here’s how it works.
First, an employer will select any of the fully insured plans that the carrier offers and rates will be determined by the group’s claim history. Stop-loss insurance is added to protect against catastrophic claims.
Just like with an insured plan, the carrier will handle the administration of the plan, processing claims and offering members on-line access to benefit explanations and other reporting tools.
Premiums for shared funding plans are generally much lower than fully insured plans because the employer shares some of the risk.
Employers who opt for shared funding plans may save even more costs by implementing wellness programs into the workplace.
Self-Funded Health Plans
When employers self-fund their own health plan, they will benefit from a significant savings in premiums, increased cash flow, tax advantages in addition to having more control over the benefits that the plan offers.
Although not always a popular choice for small employers, today, self-insured plans are considered to be good options for both small and large employers. O’Brien & Associates specializes in helping employers set up and maintain self-funded health plans and would be happy to give you a no cost analysis to determine if a self-funded health plan option is right for your company.
Here’s how it works:
A self-funded health plan requires the employer to become the insurer. Most often, employers will partner with a PPO to provide services for the plan. A third party (a TPA) is engaged to handle claims and processing. Because self-insured employers run the risk of large catastrophic claims, they will purchase stop-loss insurance to protect them in such an event. Even with the additional expense of stop-loss insurance, employers can enjoy saving thousands in premiums and other advantages.
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Group Dental and Vision
Group Dental & Vision
We offer Dental and Vision Plans through many of our major insurance carriers. These plans are offered on a stand-alone (voluntary or employer-sponsored) basis or incorporated into the group health plan offering. Whether as voluntary or paid benefit, employees appreciate both dental & vision coverage as part of their Employee Benefits Package.
Below you will find detailed information on the benefits of Dental and Vision plans.
Dental Plans
Regular dental exams help employees stay healthier and more productive in the work place. Simple routine visits to the dentist, which are usually covered 100% by insurers, help to detect serious underlying conditions such as heart disease and diabetes. The National Association of Dental Plans and the Centers for Disease Control have performed studies that show that employees with Dental Insurance plans have better attitudes and are less likely to suffer from depression, a common condition in today’s fast-paced world.
Dental Plans offer a variety of diagnostic, preventative care and corrective services including cleanings, exams, x-rays, fillings, root canals, orthodontia for children, and emergency care while traveling.
Vision Plans
Similar to dental policies, vision plans are inexpensive and save money on routine exams, eyeglass frames and lenses, contacts, and even discounts on procedures like LASIK. Monitoring your eye health with regular exams also helps to prevent serious eye diseases like glaucoma and cataracts and also helps to detect early stages of diabetes, high blood pressure, and high cholesterol.
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Group Life Insurance
Group Life Insurance
Along with Health Insurance, Life Insurance is considered to be a key part of the benefit package for employees. Besides being a valuable tool in attracting top talent, employees are happier and more productive feeling secure that their loved ones will be taken care of in the event of illness or an untimely death.
Whether employer paid or voluntary, a good life insurance policy provides for an employee’s final expenses, taxes, mortgage and even their children’s education as well as offering additional added benefits. O’Brien & Associates can help employers protect their employees and their employees’ families with a variety of different life insurance products.
Permanent Life Insurance
Life insurance that builds cash value and the savings can be tax deferred and/or borrowed against, if needed. These policies are known as Permanent Life Insurance.
Term Policy
Life insurance that does not build cash value, however, it will pay a set amount to the named beneficiary upon the death of insured within the stated term. Some policies may also make payments upon terminal or critical illness.
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Group Long Term Care
Group Long Term Care
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. Long-Term Care plans demonstrate to your current and prospective employees that your company cares about them–increasing the ability to attract and retain the very best talent.
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.
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Group Disability
Group Disability
National surveys have shown that Short Term Disability and Long Term Disability remain of high importance for most employees. 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.
Here’s how Disability plans typically work.
Short Term Disability
During the time an employee is unable to work due to a qualifying disability (illness or injury), STD generally allows for income payments to the employee to begin after about a two-week waiting period and will continue to pay the employee until he/she recovers or maxes out the benefits–usually anywhere between one month to two years, depending on the policy.
Long Term Disability
During the time an employee is unable to work due to a qualifying disability (illness or injury), LTD generally allows for income payments to the employee to begin after about a 90-day waiting period, although it could be much longer depending on the policy, but will continue to pay the employee far longer than STD–for a few years, up to age 65, or even for life.
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Key Person Benefits (Executive Planning)
Key Person Life Insurance
Key Person Life and Disability Insurance is tailored for key personnel in a company, whose continuation in the business is crucial to it’s success. This is usually the owner, the founders or perhaps a few key employees. Key Person polices can be customized to wrap around the group plan for key executives, which protects the business in the event of a sudden critical illness or death, in addition to the executive’s family.
Here are some examples of using Key Person Insurance for Executive Planning:
Key Person (Key Man) Life Insurance is designed to protect your business should one of the main partners pass away unexpectedly. This policy will name your business as the beneficiary and premiums are billed under the business name. Benefits and premiums are tied the value you have established through financial records. Benefit payments are made to the business to help minimize financial loss should your business lose the insured (key personnel) due to death.
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. These types of policies will typically pay for things like employee salaries, rent and utilities, among other expenses.
Buy-Sell Agreements are intended to protect a business after the death of a key employee. Buy-Sell Agreements (also known as Continuation Agreements) are tied to and funded by life insurance policies. 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. 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.
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Accident Insurance
Accident Insurance
Accidents can happen anytime and Accident insurance helps to protect employees from financial hardship due to a great deal of medical and out-of-pocket expenses that follow accidental injuries. Emergency treatment, hospital stays, medical exams, transportation and lodging needs are just a few of the expenses that accident insurance can help cover. Some policies can even pay benefits in as little as one day, based on time of claim submission.
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Employee Assistance Programs (EAPs)
Employee Assistance Programs (EAPs)
An Employee Assistance Program (EAP) offers professional mental counselors, financial experts and other resources to help employees with workplace stress, personal issues and problems. This may include money issues, marital problems, caring for an elderly parent, health concerns and much more. Simply put, EAPs effectively work to eliminate obstacles that prevent an employee from thriving in the workplace.
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Travel Health Insurance
Travel Health Insurance
We provide international medical insurance products, such as major medical, life, dental and disability products that can be tailored to meet your employee travel needs.
Employees will have access to multi-lingual specialists and more than 17,000 doctors and medical facilities to take care of you in the event of an unforseen medical illness or emergency while they are traveling on business.
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A main focus of O’Brien & Associates is helping clients rein in costs on employee benefits. Review our proven cost-containing strategies below.
Innovative. Intelligent. Real Savings.
- O’Brien & Associates has access to resources that help us increase the effectiveness of your insurance programs through educated data driven decisions. Our trusted third party resources also help to keep clients efficient and compliant.
- We incorporate Wellness and Healthcare Consumerism into your benefit program, a proven strategy to help lower premiums and increase employee satisfaction and productivity. Employees have access to Information and tools about nutrition, exercise, preventative medicine, substance abuse and many other healthy alternatives to make decisions that improve overall health and well-being.
- We offer a rich variety of Voluntary Benefits to help your employees manage rising healthcare cost and risk. Employees can purchase voluntary benefits at reduced group rates through pre-taxed payroll deductions, We can help your employees get the additional voluntary employee benefits coverage they want or need—at no cost or hassle to your company.
Voluntary Benefits
(Click below for description)
Life Insurance
Term and Permanent Life Insurance
Permanent (Cash Value)
Life insurance that ties premiums to various types of investment accounts (stocks, bonds, money market, etc.) in which the savings can be tax deferred and/or borrowed against, if needed. These policies are known as Whole Life and Universal Life.
Life insurance that ties premiums to various types of investment accounts (stocks, bonds, money market, etc.) in which the savings can be tax deferred and/or borrowed against, if needed. These policies are known as Whole Life and Universal Life.
Term Policy
Life insurance that does not build cash value, however, it will pay a set amount to the named beneficiary upon the death of insured within the stated term. Some policies may also make payments upon terminal or critical illness.
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Disability Income
Disability Insurance
National surveys have shown that Short Term Disability and Long Term Disability remain of high importance for most employees. 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. Here’s how Disability plans typically work.
Short Term Disability
During the time an employee is unable to work due to a qualifying disability (illness or injury), STD generally allows for income payments to the employee to begin after about a two-week waiting period and will continue to pay the employee until he/she recovers or maxes out the benefits–usually anywhere between one month to two years, depending on the policy.
Long Term Disability
During the time an employee is unable to work due to a qualifying disability (illness or injury), LTD generally allows for income payments to the employee to begin after about a 90-day waiting period, although it could be much longer depending on the policy, but will continue to pay the employee far longer than STD–for a few years, up to age 65, or even for life.
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Critical Illness
Critical Illness
Critical Care Insurance
Surviving cancer and other critical illness is becoming increasingly common with the advances in modern medical technology. Cancer/Critical Illness Insurance can help reduce the personal financial impact of the cost of fighting these illnesses or keeping up with everyday bills through that process.
Some key features:
If you have a health insurance plan and/or disability insurance, Cancer/Critical Illness Insurance will provide benefits in addition to your other coverage.
-Lump-sum cash benefit paid directly to you.
-You decide how best to spend your payment.
-No network restrictions.
-Benefit level choices to fit your needs and budget.
-Simple plan options for your needs and budget.
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Hospital Indemnity
Hospital Indemnity
Hospital Indemnity Plans
Unlike a traditional major medical plan that reimburses you or pays directly to a provider for approved hospital stays and medical care, a Hospital Indemnity Plan pays a lump-sum payment directly to the insured. The cash payment helps with out-of-pocket expenses and covers your employees when they are off work due to a hospital stay. The coverage is usually a set amount per day, per week, per month, or per visit depending on the benefit level selected.
Note: The benefits and riders offered are supplemental and are not intended to cover all medical expenses. Certain terms, exclusions and limitations may apply.
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Gap Insurance
Gap Insurance
Gap Insurance
Gap insurance provides benefits that supplement a major medical and comprehensive benefit package. It works by paying a significant amount of the deductible on a major medical plan. More specifically, the additional benefits help to cover out-of-pocket expenses related to coinsurance, co-pays and deductibles for inpatient and outpatient services. For example, if you have a $5,000 deductible on your major medical plan, gap coverage could pay up to $4,000 of that deductible.
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Dental Insurance
Dental Plans
Dental Plans
Regular dental exams help employees stay healthier and more productive in the work place. Simple routine visits to the dentist, which are usually covered 100% by insurers, help to detect serious underlying conditions such as heart disease and diabetes. The National Association of Dental Plans and the Centers for Disease Control have performed studies that show that employees with Dental Insurance plans have better attitudes and are less likely to suffer from depression, a common condition in today’s fast-paced world.
Regular dental exams help employees stay healthier and more productive in the work place. Simple routine visits to the dentist, which are usually covered 100% by insurers, help to detect serious underlying conditions such as heart disease and diabetes. The National Association of Dental Plans and the Centers for Disease Control have performed studies that show that employees with Dental Insurance plans have better attitudes and are less likely to suffer from depression, a common condition in today’s fast-paced world.
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Identity Theft
Identity Theft Protection
Identity Shield
Employees have access to identity theft professionals and information/tips on how to monitor, identify and protect themselves from stolen identity, and/or if needed, help to restore identity.
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Legal Shield
Legal Shield
Legal Shield
Provides employees with unlimited legal assistance for any legal needs they may have from top law firms. Employees can choose to add family/dependents to plan as well.
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