- Providing world class service and value for employee benefit group plans since 1987
Group and employee benefits packages are crucial tools that most companies in the United States are accustomed to offering. These organizations, including office-based firms, understand that a portion of the money allocated for salary goes into crafting competitive benefits packages for jobs at various levels. Most top companies offer a competitive employee benefits package, making a huge difference in the eyes of potential candidates. This might consist of a position-based allowance for event attendance, adding more appeal for potential partners.
Your employees play an important role in your company’s success, and a comprehensive group benefits plan with health insurance benefits is an easy way for you to give back to them. It might be surprising to know but employees in America favor workplace benefits 4 over 1 over extra salary according to an AICPA survey. Featuring the right blend of technology and HR solutions, this scheme, which often fits into the overall money and salary spending of office organizations, ensures that all staff, regardless of their position, receive due consideration for their health and well-being.
Group health benefits can include a variety of insurance coverage packages, such as standard health, dental, vision, death, disability, critical illness, short-term disability insurance, and more. The range of products on offer, coupled with your expertise, can also extend to tuition reimbursement, retirement benefits, and other factors to motivate team members. What you offer will depend on what types of premiums you want to pay, how much you want to charge your staff members for access to the policy, and what portion of the overall budget you’ve allocated for benefits.
Not to mention, leveraging modern tools and technology, the ability to grant paid time off, paid parental leave, and paid holidays as part of the job benefits can be an office morale booster for crew members.
The business environment is more competitive than ever before, and many employers are using all cards in their hands, including HR technology and solutions, to attract the finest and most dedicated professionals to partner with. One strategy that has proven effective is organizing an employee appreciation event, thereby making positions in their organizations more enticing. Acquiring premium insurance coverage and a comprehensive benefits package can make a significant difference in such endeavors since you’ll be able to give your team members much-needed coverage guarantees and job security.
Also, with comprehensive retirement and pension plans in the mix, powered by effective HR solutions and tools, you can inspire your workers to work with you for the long term. This can ensure the stability and strength of your organization across various positions, making a real difference in your workers’ lives.
On top of all the business-related perks, employers can secure tax breaks and other monetary concessions when signing up for group protection programs. Money saved here can then be redirected back into salary payments and other areas of the office, crafting a highly efficient business cycle that benefits both the organization and its staff members.
Taylor Benefits Insurance Agency can help you pick the best healthcare insurance solutions and more for your business by leveraging its expertise and advanced technology. We offer premium insurance broker services tailored specifically to your needs, ensuring that every dollar spent goes back into boosting the health, morale, and productivity of your office.
Furthermore, flexible spending accounts and employee discounts can serve as additional perks for your workers. By endorsing products and solutions that suit them, you can make your organization and the jobs you offer even more attractive. Health insurance covers the vast majority of medical expenses. With proper medical protection coverage, your team members, including contractors, don’t need to worry about affording the medical treatments they need. Since healthcare prices have spiked in recent years, especially in the wake of COVID-19, creating a comprehensive compensation package that includes health insurance is a beneficial way for organizations to assure team members. This strategy is particularly valuable in the current state of the economy.
Health insurance coverage usually varies depending on the benefits packages picked, much like how contractors may opt for different wages. The bigger the premium, the wider the coverage. However, in most cases, companies don’t need to cover a wide array of healthcare problems. Thankfully, our team of experts can help you pick the optimal group healthcare coverage for your business that is both cost-effective and addresses all concerns of your workers, across all positions and jobs in your organization.
Health insurance covers most medical procedures and equipment, including doctor’s visits, prescription drugs, and surgeries. Fringe benefits such as these can often lead to significant savings of money for your employees, ensuring that their wages aren’t wholly offset by medical expenses. Also, some handy tips that can help optimize coverage utilization will be shared.
Healthcare protection will not cover procedures that are deemed unnecessary for the individual, such as plastic surgery. Dental and vision plans will need to be procured separately proffering another way to increase the appeal of your company’s compensation package while catering to employees’ varying health concerns. Though most medical protection programs do not cover these two areas of health, they still form an essential component of the total benefits package organizations offer to their team members, ensuring their health and well-being are thoroughly catered for in the office environment.
This article offers insights into the extensive range of insurance coverage available. How it is altering the world of employee benefits is a topic that even experts and scholars are keenly interested in. The next section of this article explores how federal minimum wage affects states having their own minimum wage laws and also the interesting ways benefit structures like flexible spending account options can be provided to team members.
Employers offer benefits to staff members for a variety of reasons, both strategic and ethical. Here are some of the primary reasons, including offering perks like gym memberships and pet insurance to enhance the value of the benefits package.
Many employee benefits packages health programs come with payment caps; they only pay up to a certain percentage (usually from 70% to 100%). Plans can also offer variable coverage where certain portions are covered up to an amount. It’s important to look for the right amount of coverage for your staff members when considering the development of their healthcare needs.
Group health protection is a healthcare solution that covers multiple individuals at once. These individuals will typically be part of the same group, such as a business or university and even potentially, their immediate families.
Group health insurance is, on average, a better deal than individual health insurance. As an employer providing employee benefits packages, you can cover all your employees’ medical liabilities in one convenient plan at a cost-effective rate. This strategy may also include perks like pet insurance, positioning your organization as a preferred choice for potential team members. Crew members enjoy the bonuses of participating in employee benefits group healthcare insurance as their premiums aren’t as high. Thanks to the Affordable Care Act, medical protection is of paramount importance and mandatory for everyone. Group health insurance is one of the most affordable options and comes in different forms, additional optional extras like gym memberships, and even food vouchers can also be offered. These rewards are kind in nature and further encourage their wellbeing.
For employers, offering group health makes your business look more attractive to potential staff members, who will likely choose your business for its superior benefits package. This package can include sick leave provisions, generous health policies, and various other items aimed at promoting the overall wellness of the workforce.
Taylor Benefits Agency provides group and employee benefit plans for the following: This includes a range of benefits, which span from the world of health to lifestyle perks, enhancing the development of an employee’s lifestyle needs. Such benefits can range from essential health coverage to supplemental items like gym memberships, and other rewards aimed at promoting a healthy lifestyle.
This is perhaps the most familiar form of employee benefits protection coverage for crew members across the USA. As per one estimate, more than half of the workers in the USA get their insurance coverage from their employers, and this also includes additive benefits like flexible spending account provisions, gym memberships, and pet insurance. Increasingly, employers are recognizing the importance of these additional items in ensuring workers’ wellness.
The Affordable Care Act, also known as Obamacare, defines small businesses as those with as many as 50 full-time staff members; any business with more than this number of team members is legally bound to get a health protection plan for their crew members. Offering these programs, including the likes of sick leave and other bonuses, can be a powerful tool in attracting and retaining top talent.
“What is a qualified health plan, you may ask? In this article, we’ll answer this question for you.”
The following 10 elements should be covered in every health plan, and doing so would make it a qualified health coverage offering much-needed peace of mind for team members and their families. These can range from basic health services to additional rewards like gym membership, which further underscores the importance of a comprehensive benefits package.
Unlike health insurance, dental coverage is not meant for emergencies but for regular usage—another essential ingredient in an employee’s health package. Depending on the extent of procedures covered by your dental plan, the premium rate will vary. As with overall health coverage, a good dental plan is an absolute necessity and can help staff members maintain sound oral health.
Neglect can lead to problems with oral hygiene and cause much more severe problems than otherwise possible. Instituting benefits like professional development in dental hygiene practices or an employee assistance program to encourage regular dental care could mitigate serious complications in the future. The provision of benefits isn’t limited to health coverage and can include a range of extras like sick leave, gym memberships, and food vouchers, all of which contribute to an employee’s overall wellbeing.
The premium rate is an important consideration for employers when picking a dental health insurance coverage plan. Some businesses prefer to offer perks like stock options, profit sharing or gym memberships, but a comprehensive health plan is a requisite. Premium plans cover things like cleanings, tooth fillings, X-rays, root canals, and so on. The annual premium usually caps around $1,000 to $2,000 for decent dental programs, and such options can cover most oral surgery procedures.
Dental health care coverage is one of the primary benefits offered in an employee benefits package, similar to maternity and paternity leave or commuter benefits. Often accompanied by additional bonuses such as food vouchers and gym memberships, all these components highlight the importance of a well-rounded benefits package.
Vision protection coverage offers low premiums and only deals with basic services concerning eyecare for team members. By incorporating such coverage, alongside the likes of paternity leave and profit sharing, into your benefits package, you ensure well-rounded care for your staff. These offerings highlight the importance of a comprehensive benefits package that recognizes workers as whole individuals, with varied needs and areas of interest, beyond their specific role in the business. This includes services like eyeglass frames, annual eye exams, glass lenses, and contact lenses for eyes. Employees of the business (which has signed up for vision insurance coverage) will be able to secure concessions and free-of-cost services from certified eye care professionals. Workers’ compensation is another critical aspect that should be included in the benefits package for the overall financial health of your staff members.
The extent of the perks will vary a great deal, depending on the type of plan signed up. Most plans only go as far as offering special discounts for basic eye care services. However, other programs offer more comprehensive coverage for procedures such as LASIK and eye surgery. Offering these benefits, in addition to gym memberships, access to professional development opportunities, cobra coverage, or PTO, can differentiate your business in the eyes of potential team members, especially those who are parents and might value such comprehensive benefits.
You’ll have to balance the costs with the perks depending on the potential needs of your crew members. This could include considering their commuting needs and offering commuter benefits, recognizing their family needs with paternity and maternity leave, or understanding the importance of their income security by incorporating benefits like employee assistance programs.
Understanding voluntary benefits and mandatory benefits, be it Vision Care, a gym membership, or maternity leave is critical in attracting and retaining top talents. These perks, when combined with elements like workers’ compensation and PTO, can create a well-rounded offering that can appeal to a wide range of staff members.
Both short and long-term disability insurance coverage are not essential but are important for businesses that involve risks leading to disability both in the short and long term. Businesses that involve manual labor and have had a history of accidents (or a risk of accidents) should be covered for such losses without a doubt. Offering such coverages along with profit-sharing schemes, stock options, and workers’ compensation can help your business stand out from the competition.
Thus, offering short and long-term disability insurance coverage, along with profit-sharing schemes, stock options, employee assistance programs, and PTO can help your business seem like a responsible employer. This will allow you to attract the best talent in the industry, drawn towards your comprehensive benefits package.
Long-term disability insurance has become a vital consideration for staff members in today’s work atmosphere. Maternity and paternity leaves cater to the needs of employee parents. Further, professional development initiatives have become increasingly important for employee satisfaction and retention.
Also, several tax incentives have been set in place to encourage businesses in this regard. These programs also help the team members who would have had to pay a much higher sum for such an insurance plan individually. By offering benefits such as cobra insurance, commuter benefits or gym memberships, you may also reduce stress and improve employee health, leading to fewer long-term disability claims.
Care for former crew members in terms of transition assistance, along with Disability Insurance, can make your business a more attractive place to work. Offering benefits such as continued gym memberships or access to professional development resources can help maintain positive relationships with former staff members. In addition, facilitating cobra coverage for former workers can be a critical component of transition assistance.
The group 401(K) plan is not as prevalent as basic insurance coverage solutions but does let you attract the best talent in the business. Offering the added benefit of a supportive income protection scheme like workers’ compensation can add to this appeal.
Care for former staff members in terms of transition assistance, along with Disability Insurance, can make your business a more attractive place to work. Offering benefits such as continued gym memberships or access to professional development resources can help maintain positive relationships with former staff members.
The group 401(K) plan is not as prevalent as basic protection coverage plans but does let you attract the best talent in the business. By offering a variety of benefits, from dental and vision coverage to commuter benefits and gym memberships, as well as significant financial considerations like profit sharing and stock options, your business can stand out in the competitive corporate landscape. In the prevalent economic atmosphere, retirement plans such as 401K are vital for maintaining the employee’s confidence in their company and to get the best out of them during their worktime with you.
Employee benefit options are among the core defining elements of a company’s potential with regard to the business atmosphere, the perks offered to workers, and its ability to attract valuable clients. Having a solid business retirement plan on board, offering flexible work options and ensuring timely payments of resources is part of this strategy, which will aid you in inspiring employee loyalty throughout. In recent years, fueled by data from years of experience, the percentage of businesses offering strong retirement programs has gone up, and this trend is expected to continue.
Also, the 401K plan offers much-needed flexibility in the details of the coverage plan, giving you the freedom you need to spend on things that matter the most. Whether you’re considering flexible work schedules or prioritizing the specific needs of your team members, you can devise a comprehensive plan that suits your budget and resources.
In addition to other insurance perks, a sound pension and retirement plan offers a much-needed sense of safety to your team members. This reassurance, based on actual data and experience, implies that a safe and secure retired life is what most professionals look forward to, and you can attract the best people in the business by offering such safety assurances. After all, employment is much more than living from paycheck to payments; a comprehensive retirement plan can help you show your employees that their time with you will be compensated fairly.
This will motivate your workers to work hard and serve your clients loyally for years to come, drastically cutting down hiring expenses and other costs related to a low retention time for your business. The 401(K) plans, which has been discussed in the previous heading, is a perfect example of a comprehensive retirement plan for your team. Also, securing such insurance coverage for your team using company resources will be much more cost-effective than your workers getting a plan for themselves individually.
Pension plans are different in that such investment programs are funded by part of the earnings (without the taxes) of the workers. When the employee retires and can’t work with the company any longer, they will be given the investment of their pension plan. This is usually a lump-sum payment, and the data suggests that the amount you receive will depend on the time spent in the company. This is called graded vesting, whereby the returns are directly proportional to the service duration.
In other cases, possibly involving flexible work scenarios, the employee may qualify for the pension plan after a fixed duration; this is called the cliff vesting system (i.e., if a worker stays with a company for a certain period, they’ll qualify for pension).
The section 125 cafeteria plan is best explained with a cafeteria analogy where staff members get to pick the “dishes” they want to consume. Except that in this case, the dishes are health benefits and insurance coverage for long-term care in return for their work history with a company. This plan, backed by comprehensive data and past experience, covers qualified healthcare expenses as per the needs of the team members.
This increased level of customization and greater choice on part of the crew members. For employers, this plan works well as it is a perfect way of managing business expenses and getting coverage for the things that matter to the workers. It also allows them to direct resources effectively and maintain attractive payment schemes for their workforce.
The section 125 cafeteria plan is best explained with a cafeteria analogy where employees get to pick the “dishes” they want to consume. Except that in this case, the dishes are health benefits and insurance coverage for long-term care in return for their work history with a company. This plan covers qualified healthcare expenses as per the needs of the team members.
This increased level of customization and greater choice on part of the staff members. For employers, this plan works well as it is a perfect way of managing business expenses and getting coverage for the things that matter to the crew members. Cafeteria plans demand lower payroll expenses and demand fewer taxes than other programs.
The workers can choose between non-taxable and taxable options and will be able to make choices such as life insurance, long-term care, health savings accounts, and group health plans. Flex spending accounts are perfect examples of such care plans and are covered under the 125-cafeteria umbrella.
HSA(s), or group health savings accounts, are savings accounts where staff members can deposit their pre-tax earnings for financial support in case qualified medical expenses to come forward. These accounts work pretty much the same way as flex-spending accounts (FSA), but of course, there are some important differences.
For one, the remaining funds from the previous year will be rolled into the next year as well; this is not the case with an FSA. Also, time restrictions for using the savings funds are not applicable in an HSA, i.e., you can spend on medical expenses when you need. HSA accounts can also help companies avoid corporate taxes for their insurance programs.
HSA offers flexibility and control to employees when it comes to making important decisions with regard to healthcare decisions.
Also, the funds will continue to roll over year after year and will grow – it is a savings account, after all.
Group life insurance is much more cost-effective as compared to getting such coverage for employees individually. Life protection coverage is the perfect way of earning the trust, loyalty, and admiration of your team members. The staff members, too, enjoy a much simpler and seamless life insurance redeem process.
Unlike individual coverage, group life insurance coverage does not require an extensive claim filing process or a medical exam when signing up, and so on. Also, employers can set guaranteed coverage amounts for their staff members, in which case they’ll only have to submit minimal documentation for their claim if it is valued up to the guaranteed amount.
In group coverage, it is comparatively easier for the workers to get insurance coverage (getting qualified for it individually is harder). But the coverage is usually non-transferable between employers, i.e., when a worker leaves the company, they won’t be covered for life insurance.
This is an optional part of protection programs for crew members but is an excellent way of standing out in the market. As healthcare prices continue to skyrocket and the market becomes dominated by an aging workforce, offering coverage for long-term care can help you retain your workers for longer and perform optimally since you’ll be covering for their troubles long after that.
Long-term care plans can help your employees retire peacefully without having to worry about healthcare issues later on. This is especially helpful for businesses that involve greater physical risk (i.e., possibility of an injury, disability, etc.) However, all businesses can inspire their workers to deliver their best with long-term care insurance.
Also, the government offers many tax incentives to encourage employers in this regard.
The ACA has affected health insurance a great deal for California businesses; employers can get much-needed tax breaks for their insurance coverage via such plans. Also, such coverage can help businesses attract the finest professional talent. Employers can get highly competitive and fairly priced healthcare coverage plans for their workers.
As your reliable corporate insurance broker, we will help you with:
This option works for large businesses only, and by definition, such businesses have more than 100 full-time employees working for them; this means that 101 is the number. Corporate health insurance coverage and other employee benefits are much more cost-effective and can help businesses retain their workers for longer than otherwise possible.
Not only do such insurance coverage programs cost less, but they also cover most healthcare issues that your workers may need. However, to get the best from your corporate protection plan is to hire a licensed insurance broker. This way, you’ll know that your insurance coverage is being handled by someone who understands all the laws and regulations in this area.
Also, your broker will know if any changes will affect your corporate health insurance solution.
Healthcare coverage for a large group of crew members is more cost-effective than getting the same for all, individually. Employers can get their workers covered for several ACA-compliant healthcare areas with minimal filing and other requirements. In many cases, medical exams and other intensive qualification requirements are waived for your staff members.
But why is healthcare insurance for businesses so much in-demand:
Employers can get much-needed tax breaks and secure bulk discounts when going for comprehensive insurance coverage for their staff members. This will help the business retain workers for longer and allow them to work with dedication, knowing that all possible health issues and other emergencies will be addressed as and when needed.
The cost of employee financial wellness programs can vary widely, depending on the size of your company, the features of the program, and the provider you choose. A survey by the Employee Benefit Research Institute showed that the average cost of a financial wellness program is $36 per employee per year. However, the cost can range from as low as $10 to as high as $500 per employee per year.
Here are some factors that can affect the cost of an employee financial wellness program:
When choosing an employee financial wellness program, it is important to consider your company’s needs and budget. You should also compare the features and costs of different programs to find the best fit for your company.
Here are some of the benefits of offering an employee financial wellness program:
If you are considering offering an employee financial wellness program, we recommend that you speak with a financial wellness provider to get more information about the costs and benefits of these programs.
At our insurance agency, we’ve been offering top-tier group insurance broker services for companies. Over the course of 25 years, we have created countless customized and cost-effective protection plans for businesses of all sizes with employees of all backgrounds and various medical concerns.
We offer complete flexibility to all our customers, allowing them to only pay for the things they want to get covered. We also offer a complimentary online H.R. management system. We are linked closely with insurance carriers in the USA and will review your protection policy every year, as per the changing trends of the industry.
What are the 7 most common employee benefits?
The 7 most common employee benefits typically include health insurance, retirement plans, paid time off, dental and vision coverage, life insurance, disability insurance, and wellness programs. These benefits are crucial for attracting and retaining top talent in today’s competitive job market.
What is considered an employee benefit?
Employee benefits are perks offered by employers to attract and retain talent. These include health insurance, retirement plans, paid time off, and bonuses. Other benefits can include wellness programs, tuition reimbursement, and flexible work schedules. Overall, employee benefits enhance job satisfaction and overall well-being.
What is usually included in an employee benefits package?
An employee benefits package typically includes health insurance, retirement plans, paid time off, and wellness programs. Other common benefits may include dental and vision coverage, life insurance, and tuition reimbursement. Employers often tailor packages to attract and retain top talent.
What is the standard benefits package in the US?
The standard benefits package in the US typically includes health insurance, retirement savings plans like 401(k), paid time off, and life insurance. Other common benefits may include dental and vision coverage, disability insurance, and flexible spending accounts. Overall, employers often offer a comprehensive package to attract and retain top talent.
What may be included in a compensation package for employees?
A compensation package for employees may include a combination of salary, bonuses, benefits like healthcare and retirement plans, paid time off, stock options, and other perks. These elements aim to attract and retain top talent while rewarding employees for their contributions.
What is a sample employee benefits plan?
A sample employee benefits plan outlines the perks and offerings a company provides its employees, such as health insurance, retirement plans, paid time off, and wellness programs. It is designed to attract and retain top talent, boost morale, and improve employee satisfaction.
What is the typical ratio of benefits to salary?
The typical ratio of benefits to salary varies depending on the company and industry. On average, benefits can range from 30% to 40% of an employee’s total compensation package. It includes health insurance, retirement contributions, paid time off, and other perks. What is the typical ratio of benefits to salary ultimately depends on the employer’s offerings and the employee’s needs.
Which benefits do employees value most in a benefits package?
Employees value benefits like health insurance, paid time off, retirement plans, and flexible work arrangements the most in a benefits package. These perks contribute to their overall well-being, job satisfaction, and work-life balance, making them crucial considerations for attracting and retaining top talent.
What are the three most important benefits an employer can give to an employee?
The three most important benefits an employer can provide to an employee are competitive salary and benefits, opportunities for career growth and development, and a positive work environment. These factors contribute to employee satisfaction, productivity, and retention, ultimately benefiting both the individual and the organization.
What do employees want in a benefits package?
Employees want a benefits package that includes health insurance, retirement savings plans, paid time off, and opportunities for professional development. Additional perks like flexible work arrangements, wellness programs, and childcare assistance are also highly valued. Overall, a comprehensive benefits package can help attract and retain top talent.
What is legally required of employee benefits policies?
Employee benefits policies must comply with federal and state regulations, including providing certain benefits such as health insurance, retirement plans, and paid time off. Employers are legally required to offer these benefits to eligible employees to ensure compliance with labor laws and protect workers’ rights.
Which of the following is typically not eligible for coverage in a group health policy?
Cosmetic procedures, experimental treatments, and certain pre-existing conditions are typically not eligible for coverage in a group health policy. These exclusions are common in group health insurance plans to manage costs and ensure coverage for essential medical needs. It’s important to review the policy details to understand what is covered.
Should all employees receive the same benefits?
All employees should receive the same benefits to promote fairness and equality in the workplace. Providing equal benefits helps foster a positive work environment and ensures that all employees are valued equally, leading to increased morale and productivity.
Can I offer different employee benefits packages to different groups?
Yes, you can offer different employee benefits packages to different groups within your organization. This allows you to tailor benefits to meet the unique needs of various employees. However, it’s important to ensure fairness and compliance with applicable laws and regulations.
Can an employer have different retirement plans for different employees?
Yes, employers can have different retirement plans for different employees. This flexibility allows employers to tailor retirement benefits to meet the diverse needs and preferences of their workforce. It is common for companies to offer various retirement options, such as 401(k) plans, pensions, or profit-sharing plans, to accommodate different employee demographics and preferences.
Can I offer benefits to some employees and not others?
Yes, employers can offer benefits to some employees and not others. However, it is important to ensure that any differentiation in benefits is not discriminatory and is based on legitimate business reasons. Implementing a clear and fair benefits policy can help avoid potential legal issues.
Can an employer contribute different amounts to different employees’ 401(k) plans?
Yes, employers can contribute different amounts to different employees’ 401(k) plans. This is known as a discretionary matching contribution, where the employer has the flexibility to contribute varying amounts based on factors such as employee salary, tenure, or performance.
How do I calculate my benefits package?
To calculate your benefits package, add up the total value of all benefits provided by your employer, such as health insurance, retirement contributions, paid time off, and bonuses. Include monetary and non-monetary perks to get a comprehensive picture of your total compensation.
How much does a benefits package add to your salary?
A benefits package can add around 30% to 40% of your base salary in additional value. This can include health insurance, retirement contributions, paid time off, and other perks that contribute to your overall compensation package. It’s important to consider these benefits when evaluating job offers.
How to design an employee benefits plan?
To design an employee benefits plan, start by assessing your employees’ needs, preferences, and budget constraints. Research industry benchmarks and consult with HR professionals to ensure your plan is competitive and attractive. Tailor benefits to support employees’ well-being, work-life balance, and career growth.
Todd Taylor oversees most of the marketing and client administration for the agency with help of an incredible team. Todd is a seasoned benefits insurance broker with over 35 years of industry experience. As the Founder and CEO of Taylor Benefits Insurance Agency, Inc., he provides strategic consultations and high-quality support to ensure his clients’ competitive position in the market.
Todd Taylor with Taylor Benefits gives our small business the kind of personal service we need. Insurance benefits are important to our employees and Todd helps us find a balance between benefits and value. Todd responds immediately to my phone calls & e-mails. He has even gotten in touch with me on a Sunday when we were in need of coverage answers immediately. We are very pleased with the hands-on service Todd and his staff provide.”
-Ken and Linda Orvick, Orvick Management Group, Inc.
We’re ready to help! Call today: 800-903-6066