401(k)- Perhaps the single most effective tool in hiring and retaining qualified staff is making available a qualified retirement plan with attractive investment options.

Medical Plans- The foundational product to most employee benefit programs, and given the expense and frequency of use, the most important product to assure you have purchased a good value. Aspects such as doctor network, benefits, pricing, and funding methods are reviewed thoroughly in order to meet your corporate goals.

Dental Plans- The most popular benefit plan after medical insurance is available with relatively competitive premiums.

Vision Plans- Adding vision benefits rounds out your overall offering so that employees perceive their benefit package as “comprehensive”.

Life Insurance- This is the least expensive employee benefit and is considered important by employees.  Group purchasing offers the best value for term life insurance.

Disability Insurance- The most overlooked benefit, and one that some believe is more important than other products for financial protection. Employers are often surprised at the low cost of a group disability program.

Voluntary Benefits- Increasingly popular, employees want the availability of purchasing additional life insurance, disability insurance, and other products at their own expense through payroll deduction. Getting the value of group purchasing makes these products competitive compared to what is typically available to an individual through normal retail channels. 

Section 125- The IRS requires employers to have a section 125 plan in place in order to payroll deduct the employee's share of premiums on a pre-tax basis, or if cash in lieu of benefits is offered.  In addition, enhanced programs are available for employers who wish to offer employees the opportunity to use pre-tax dollars to pay for unreimbursed medical expenses (health FSA) or dependent care expenses for children under age 13 (dependent care FSA).

COBRA Administration- Outsourcing the administrative duties associated with complying with this employer responsibility is generally inexpensive and can relieve the burden associated with COBRA law.