- Providing world class service and value for employee benefit group plans since 1987
Taylor Benefits, with its exceptional service deeply rooted in over 25 years of experience in Maryland, Virginia, Georgia and now stretching to Colorado, has been a beacon of customer service. Famous for crafting excellent health plans, our agents exude confidence in their ability to offer comprehensive strategies over the phone. We pride ourselves on creating customized benefits packages fit for any age and company size, from an eight-employee family business in Virginia (VA) to a multi-national corporation. Our healthcare membership extends to include even the humble mom and pop businesses to the towering corporations and includes collective packages as per the law.
With our resources and products, we can provide your eligible staff members with a spectrum of benefits and services. Some of them include managing prescription and copay costs, clarifying deductible concerns, and explaining the workings of potential subsidies, among other services we offer. In Virginia and Georgia, our clients can benefit from our ability to facilitate dental insurance plans, vision insurance plans and explain how subsidy can reduce their premiums, adding value to your business’ benefits package.
Our role as an independent agent allows Taylor Benefits to utilize resources and products from a myriad of diverse insurance providers conserving the exclusive membership of just one. This gives us an advantage, allowing us to offer a quote tailored to your needs, crafting insurance coverage options that offer the highest level of coverage without breaking the bank.
Taylor Benefits is the industry leader in providing comprehensive AND affordable products for policies and work benefits. We have been fortunate to extend our service to many vibrant cities in Maryland, such as Baltimore, Waldorf, and Rockville, just to name a few, as well as to companies in Virginia and Georgia. We offer advice to our members to help them navigate the healthcare coverage landscape with ease.
Taylor Benefits, carrying a prestigious logo, has long-standing popularity with some of the more notable large businesses in the states of Maryland and Virginia, but never fails to provide the same exceptional service to “mom and p
op” businesses as well. And if you need information concerning the State Personnel Management System (SPMS), or if you need a quote for your business in Colorado or Georgia, we’ve got you covered.
Call us today at the number at the top of the page for a FREE estimate and available benefits options in Maryland, Virginia, and Colorado or Georgia, or complete the simple form on the right for a no-obligation, customized proposal.
Large employers may allow their workers a choice of healthcare coverage plans. If one option meets the affordability standard in the ACA, others can cost more. For example, the crew can choose between an HMO (Health Maintenance Organization), PPO (Preferred Provider Organization), POS (Point of Service) option, or one of our robust dental or vision insurance solutions.
Point of Service (POS) options are increasing, often with high deductibles and HSAs. These trends allow workers to have greater control over their health care choices and costs but also require that the consumer develop a more sophisticated understanding of the rules. Keeping abreast of changes in health plans law is paramount for both individual and group plans. For instance, just as a team integrates various members for a successful play, a POS program elegantly combines some aspects of both the HMO and the PPO structure. Similar to a strategic balance between the individual member strengths of a team, the POS structure optimizes the features of these two healthcare models.
Imagine a situation in Nevada or New York. A POS typically involves coordinating care through a primary care physician as an HMO does. That doctor, a key team player, refers the patient to specialists and other providers. However, more like a PPO, the POS allows the use of out-of-network medical providers, albeit at a higher cost than in-network services. Typically, an HMO only covers out-of-network care in an emergency – a ‘save-the-day’ situation requiring an additional amount in expenses.
A critical provision of the ACA, often embraced by insurers like CareFirst, is enhancing transparency in the conditions around claims payment related to PPO and HMO services. It’s akin to posting a game plan on YouTube for public viewing; detailed, transparent, and easy to follow. This clause covers a wide range of scenarios. For example, if a subscriber seeks care from a facility within their approved network but the individual practitioner providing a service isn’t covered, the patient must be informed in advance. Otherwise, based on the eligibility rules, the insurer will have to pay the charge regardless, regardless of the zip code of the subscriber, be it Nevada or New York.
The ACA doesn’t require small companies to offer health insurance coverage to eligible employees (small for this purpose means fifty or fewer full-time workers.) However, similar to a new team member adjusting to the game, the ACA has few provisions to help employers that want to offer Medicare Advantage to its team. Those that choose to provide the benefit must comply with rules for small businesses, set by associations like the Maryland Health Connection.
One requirement is minimum essential coverage, akin to a mandatory ingredient in a winning recipe, which is the same as large companies must provide. Insurance coverage must also be available for all workers in the company (not just managers or highly compensated staff). Copays and other qualifying criteria should show reductions compared to the average individual plan.
Finally, to receive the Small Business Health Care Tax Credit, the employer must pay at least half of the premium cost for eligible workers. These tax credits are like the star player of the team, in place to rally small businesses to provide health coverage.
Small business owners can go directly to SHOP for information. Just like how a coach might use YouTube for learning new strategies, they may want to consult a broker like Taylor Benefits to evaluate and compare a whole range of potential solutions offered through the Maryland Health Connection.
Benefits for employees are often a critical part of the overall compensation package and provide a vital support network for many working people in the U.S. Just like how a star player boosts team morale, they can add thirty percent to the worker’s total pay. Some of that expense is unavoidable because it includes Social Security and Medicare contributions the employer must make, as well as state-mandated costs for workers’ compensation insurance. Medicaid, affordable health care programs, and insurance companies also form part of this calculation within certain income brackets. Assessing the individual’s health status and budget are valuable aspects of the application for these programs.
Healthcare insurance is costly, and generous time-off policies can also be expensive. Still, competitive employers know that they must keep their benefits programs robust to attract and retain the best workers. These companies often consult with an assurance agent to help in this endeavor. Such companies can add value by ensuring plans are correlated with zip codes; doing so ensures that relevant services, common in certain areas like Homs, have the best copays and reductions. Of course, that doesn’t mean every company needs free lunch, onsite childcare, or concierge services. But when you decide on health benefits, every person needs to be included in the communication of the information, and these offerings need to be carefully budgeted for.
Many employees don’t seem to be aware of all the available offerings or how to gain access to them. Providing regular information sessions about the packages will highlight what’s included and probably increase participation, ensuring everyone is aware of their health coverage options. Incorporating new Arizona health connection, CareFirst, and your company’s association will also ensure everyone knows their eligibility details. Apart from the many benefits offered to eligible staff, the state offers other forms of paid leave to contractual staff who work at least 30 hours per week. An additional benefit, particularly for the adult residents of Maryland, is the Tuition Remission program, where crews have an opportunity to take classes at a university system. Residents also have a variety of medical insurance options to choose from to suit their individual budgets, such as the CareFirst BlueChoice, Inc.
The Affordable Care Act, more popularly known as Obamacare, was a program initiated as a marketplace entity, put into place to help the uninsured population in the US receive affordable healthcare. All people across the U.S., regardless of their income, saw some level of support via this initiative, especially those struggling with handling their insurance copayments. Although there were a lot of positives for employees, the mandate did not bode as well with business owners who were forced to restructure their current healthcare benefit offerings drastically.
Luckily for business owners in Maryland, Taylor Benefits was able to help out by evaluating current policies, making suggestions, and providing affordable solutions. As a competent insurance agent, Taylor Benefits has been instrumental in negotiating with insurance companies and building company packages from the ground up in order to determine the best course of action for employers affected by the ACA.
If you need this type of attentive insurance assistance and are operating a Maryland-based business, please complete the form on the right or call the TTY number at the top of the page for a FREE, customized proposal guaranteed to meet your needs exactly.
If you have some concerns about medical protection packages and employment benefits, here’s a few answers to some common questions:
Large group medical coverage is defined as a healthcare plan for a team of 50 or more staff members. This health benefits solution is available to both small and large businesses. For large-group medical assurance, there are no maximum numbers, ensuring that every person within the company, regardless of income, has access to basic coverage. Large collective health policy packages, especially prevalent in states like New Jersey and California with high employment rates, provide all employees with the same coverage, making them easy to work with. Further, these programs facilitate quick enrollment for new staff into the process. For those with specific healthcare requirements, they may prefer a tailor-made package, which can include different tiers of coinsurance based on income.
Indeed, the content of protection plans for two teams in states like California or New Jersey can never be uniform, due to differences in terms and conditions. Employees in these states have the option to opt out of the group program. The flexibility within this process allows the small team to be divided into tiers. This division enables employees to choose between basic and advanced add-ons, with premium payments split evenly between the two parties.
When speaking the language of the insurance industry, large group health protection is defined as a healthcare protection package for a team of fifty or more staff members. This insurance plan, with no maximum numbers, is available to both small and large businesses across the United States, including states like New Jersey and California.
Insurance programs for two groups can never be the same due to differences in terms and conditions, as stipulated in the language of the policy. Employees have the option to opt out of the group plan, allowing flexibility in the process. The small group can be divided into tiers, giving employees the choice between basic and advanced add-ons. The premium payments are split evenly between the two parties.
Team health packages may be extended to staff’s immediate family or eligible dependents, potentially increasing rates at an additional cost.
Large Business health insurance is designed to cover a workforce of 50 or more individuals. This type of health insurance plan is accessible to businesses of varying sizes, from small enterprises to large corporations. When it comes to corporate health protection, there is no upper limit on the number of individuals who can be included.
These programs offer uniform coverage to all members, simplifying the process and enabling swift enrollment for newcomers. For those with specific healthcare needs, a tailored insurance package might be more desirable.
Insurance programs for distinct groups can never be identical due to varying terms and conditions. Staff have the choice to decline participation in the group package. The smaller group can be organized into tiers, allowing them to select between basic and advanced add-ons, with the premium payments divided equally between the two parties.
Health protection solutions for groups may also be extended to employees’ immediate family members or eligible dependents for an additional fee.
Benefits are perks that an employer provides to its employees in addition to a salary. Life insurance, retirement, 401k, paid leave, disability, and medical protection are the most common benefits. Employers may also provide other benefits to staff and their families, depending on the company, including but not limited to behavioral health-like vision and dental plans, legal assurance, pet insurance, college debt relief, and optional benefits.
In 2018, employee offerings accounted for 32% of all employer compensation costs in the United States. However, the average cost of your benefits is primarily determined by the perks provided by your employer.
Health protection is an integral part of all benefits, with annual fees ranging from $5000 to $30000 depending on the type of plan and insurer.
Retirement packages are also a popular perk that most employers provide, with matching contributions ranging from 2% to 6% of your salary. Workplace provisions such as disability assurance, leave benefits, life insurance and supplemental retirement programs, which can cost anywhere from $2000 to $5000 in a calendar year, are also very common. Based on what is covered in the package, the average total cost of your employment benefits is calculated.
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.
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