Our full-service approach to employee benefits makes for long term relationships. We walk with our clients every step of the way by offering plan design, implementation and management, compliance support, employee communication and web-based efficiency solutions. Each of our clients receives the high-touch customer service we are known for and an array of value added services such as our in-house call center, FSA and HRA administration, and HR support.
Our expertise covers the whole spectrum of employee benefits options including medical, dental, vision, life, disability and 401(k) plans.
We partner with our clients to strategically design plans by providing:
- Market Analysis
- Financial Analysis
- Plan Design Evaluation
- Benefits and Contribution Benchmarking
- Self-Funding Options
- Vendor Selection
- Rate Negotiations
- Claims Utilization Reviews
- Employee Surveys
- Wellness Initiatives
- Annual Strategic Reviews
We then effectively implement and manage plans with:
- Dedicated Account Management Teams
- Open Enrollment Support
- Benefits Websites
- An in-house Call Center for Employee Advocate Services
- COBRA Administration
- FSA and HSA Administration
We provide compliance support via:
- Newsletters, seminars, alerts, on-site education and implementation
- Focus on the areas that are complex and evolving as HIPAA, COBRA, FMLA, ERISA, Federal and State Mandates, IRC Section 79 – Life Insurance Imputed Income, IRC Section 125 – Flexible Benefit Programs, FAS 106
We communicate to the end user, our clients’ employees, with:
- Employee Education Presentations
- Plan Announcement Materials
- Customized Enrollment Materials
- Summary Plan Descriptions
- Personalized Benefits Statements
We offer web-based efficiency solutions with:
- Expert support to help clients choose, implement and optimize right-fit technology including:
- Customized benefits web site
- Online employee benefit enrollment
- Employee information solutions
April 24, 2012
Another Delay: U.S. Court of Appeals Suspends Implementation of NLRB Notice Posting Requirement
The U.S. Court of Appeals for the District of Columbia (the Court) suspended the implementation of the National Labor Relations Board (NLRB) rule that would require nearly all non-profit and private-sector employers to display a National Labor Relations Act (NLRA) employee rights poster by April 30, pending further review.
The Court will hear the case on appeal from the district court which ruled that the NLRB has the authority to require employers to post a notice, but that they exceeded their authority in two ways-by deeming failure to post an unfair labor practice and tolling (waives the ability to claim) the statute of limitations for claims brought by employees against employers that failed to post the notice.
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