Client Resource Center
This is a great resource for you and your clients and it's FREE! Important information on regulations and key changes in the industry are searchable as well as training videos that your clients can use for topics such as sexual harassment, OSHA and more.
One of the biggest advantages an employer gains by having a professional broker is the assistance they receive with compliance. Not only do we keep you up-to-date with newsletters and meetings, we help you ensure your clients are in compliance as well. We will either prepare electronic copies of all of the required documents for your clients renewal or build a Compliance website where all of the documents are housed.
Employees need access to their benefit information 24/7/365. With Edge 5.0 we will help you build a website that has all of that information as well as links to key places on each carriers' website. All of the applications, claim forms, Summaries of Benefits as well as the required compliance documents are housed on the site as well.
We understand that every business is different. Whether your client has 20 employees or 2,000 – we have the perfect technology solution to satisfy their benefits administration, human resources, compliance and payroll needs. Our partnership with several of the best technology vendors means we can customize a platform to suit your client’s unique needs. Here are some of the features available:
- Time & Attendance
- Online Enrollment
- Safety & Training
- Comparing Plans
- Time-off Tracking
- Applicant Tracking
- Storing Employee Data
- Talent Management
- Cost Calculations
- Contribution Levels
- Performance Reviews
- And More
Total Compensation Statements*
Total Compensation Statements are a great way to show employees the value of their employee benefits. If your clients want their employees to see their "hidden paycheck" we can help. For only 7% of your health commission and the data we need, we can prepare these statements for your groups that ask for them.
Running a business presents many challenges, and some of those may be things in which you are not licensed or trained. That's where our HR Consulting and Outplacement Services can help. Our team of certified HR professionals can help your clients with employee handbooks, surveys, job analysis or assistance of resume preparation, and instruction on interview skills for terminated employees. Cost is based on services needed.
In addition to reporting , new regulations surrounding the ACA require that most employers utilize the service of a payroll company. Employers must now file several documents for which they'll need to know the number of full time equivalents on a monthly basis along with what benefits they are offered, whether those benefits are affordable and who enrolled in the plans. TFA has partnerships with several payroll companies that can help.
POP (Premium Only Plan)*
If your clients aren't running employee benefits premiums through a Premium Only Plan (POP), they're costing their employees AND themselves money. By converting premiums to a before tax expense, employers save on FICA, FUTA and SUTA taxes which can be considerable. POP plans can be set up for $250 with a $100 annual renewal fee and $4 PEPY for employee packets if the employer desires.
Flexible Benefits Administration (Cafeteria Plans)*
In addition to saving on taxes with a POP plan, employers can further their savings and offer employees an additional benefit with Flexible Spending Accounts (FSAs). These accounts allow employees to "set aside" pre-tax money through payroll deduction that can be used for qualified medical and dependent care expenses. Administered by BeneFlex, these plans are easy to set up and the debit card for medical expenses is included. There is a $300 set up fee; $30 monthly compliance fee and monthly administration fee of $5.25 per participant per month. These costs are typically less than any of our competitors and more than offset by the savings to the company. Ready to discuss a Cafeteria Plan for your clients?
Summary Plan Description
Every employer is required to deliver a Summary Plan Description (SPD) to all participants in any sponsored benefit plan. While that regulation has been in place for a number of years, the government is now targeting SPD's on their DOL audits. Failure to provide an SPD to each participant can result in a penalty of $110 per person per day for up to 125 days. Translation: If one of your clients has 20 participants, that's 20 x 110 x 125 = $275,000! Wouldn't you feel bad if your client got hit with that and you hadn't made this service available to them? Especially when a Basic Wrap SPD only costs $300.
Employers with more than 100 employees are required to file 5500 forms no later than 30 days after the end of their plan year - or face potential penalties. BeneFlex can take care of these at $250 for the 1st plan and $125 for each additional plan.
Most employers know that they need to notify terminated employees of their COBRA rights. However, most don't know they're actually required to give each employee that notice when they first join the plan. Plus, the deadlines and regulations surrounding this regulation are difficult to keep track of. And yes, there are very substantial penalties for non-compliance. Penalties start with the IRS ($100 per day, non-deductible excise tax) and move from there to ERISA penalties, as well as potential civil suits and DOL audits. BeneFlex can handle full COBRA administration for your employers with more than 20 employees and give you and your client peace of mind. There is a $160 set up fee plus .80 per employee per month.
Voluntary Benefits can play an important role in an employee's benefits package. Tailored to each employee's individual needs, these products pay cash benefits directly to the employee to help with out-of-pocket costs such as co-pays and deductibles. Each employee can choose a different plan. And best of all there is no cost for the employer except in setting up the payroll deduction. Voluntary products include: disability insurance, life, accident, specified disease/cancer, dental and/or vision, hospital protection, gap plans, critical care, critical illness, long term care, student accident and more.