Group Benefits

Comprehensive group medical plans designed to attract and retain top talent while keeping costs manageable. Options include fully insured plans for predictable costs, self-funded plans for employers who want more control and potential savings, and level-funded plans that combine the flexibility of self-funding with the stability of fixed monthly payments. 

Group dental coverage that emphasizes preventative care, routine exams, and major procedures. Plans can be customized to include orthodontics, implants, and enhanced benefits to meet the needs of your workforce while reducing out-of-pocket expenses. 

Affordable vision plans that cover eye exams, glasses, contact lenses, and corrective procedures. Employers can provide access to national networks and encourage preventative care that supports both wellness and productivity. 

Short-term and long-term disability coverage designed to protect employees’ income in the event of illness, injury, or pregnancy. Plans can include partial income replacement, rehabilitation services, and return-to-work programs to ensure continuity and financial security. 

Group life insurance and accidental death & dismemberment coverage offering peace of mind for employees and their families. Employers can provide basic employer-paid coverage with the option for employees to buy supplemental amounts, creating flexible protection. 

A broad menu of optional benefits employees can choose to enhance their financial protection, including accident, critical illness, hospital indemnity, identity theft protection, and pet insurance. Voluntary programs are cost-effective for employers and provide employees with greater choice. 

Coverage designed to help employees and their families plan for the high costs of extended care needs. Options include individual or group-based programs that protect retirement assets and reduce the financial burden of nursing home or home care services. 

Pre-tax accounts that allow employees to save on eligible healthcare, dependent care, and commuter expenses. FSAs reduce taxable income for employees while helping employers lower payroll tax obligations. 

Confidential support services that help employees address personal and professional challenges. Programs often include mental health counseling, legal and financial advice, substance abuse support, and work-life balance resources. 

Expert guidance in designing, implementing, and managing employer-sponsored retirement plans. Services include fiduciary oversight, investment selection, employee education, and compliance support to ensure plans are competitive, effective, and legally sound. 

Employer-sponsored, employee-owned savings accounts that pair with high-deductible health plans (HDHPs). HSAs allow employees to set aside pre-tax dollars for medical expenses, grow funds tax-free, and even carry balances into retirement. Employers benefit by offering a cost-effective plan design that encourages consumer-driven healthcare decisions. 

Employer-funded accounts that reimburse employees for qualified healthcare expenses, including deductibles, copays, and other out-of-pocket costs. HRAs are flexible, customizable to company budgets, and can be designed to complement group medical plans or offset high-deductible options.