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Wage Parity Solutions
The Public Health Law 3614-c and latest amendment of the Home Care Worker Parity Law in New York, home care providers are looking at ways to meet the new requirements and help improve the lives of their employees. The law establishes a minimum wage and supplemental benefit for home care aides who perform Medicaid reimbursed work for certified home health agencies, long term home healthcare programs and managed care organizations within New York City and the counties of Nassau, Suffolk and Westchester. We work to provide the most cost-effective benefits packages so that home health care employees can make the most out of their supplemental wage by placing these tax-free benefit dollars in a Health Reimbursement Arrangement (HRA). This allows your employees to spend their money on medical expenses eligible under IRS Section 213(d), dental expenses, optical and vision expenses, child care, mass transportation, parking, tolls, and up to $100 per month on cell phone service expenses. With our sophisticated benefit card technology, employees can spend their money at the point-of-sale, eliminating the need for paper filing. Our mobile app and online portal allow employees to easily check their balance, submit claims, and manage their account.
Benefits Enrollment Platform
We’ve partnered with Employee Navigator to provide a state-of-the-art benefits enrollment platform that allows your employees to easily choose whether they would like to participate in your offered benefits. During open enrollment season, your employees will be emailed with a link to our online portal where they can decide to opt in to benefit products such as health, life, dental, vision insurance and more. In addition to eliminating the need for paper filing, our enrollment platform tracks employee participation at each step of the process, ensuring government compliance and providing efficient reporting whenever you may need it.
Health, Life, Dental, Vision, Supplemental Insurance
We offer a range of insurance plans to fit the needs of your employees. From Minimum Essential Coverage (MEC) and supplemental insurance packages to major medical plans, we have the resources to build comprehensive offerings that ensure that the health needs of your employees and their families are met.
Flexible Spending Accounts (FSA)
Flexible Spending Accounts are a great way for employees to save on medical expenses not otherwise covered by insurance. At the beginning of the plan year, employees choose how much they would like to set aside in a tax-free account. Employees can use this account to pay for eligible medical, dental, vision, hearing and prescription drug expenses for themselves, their spouse and their eligible tax dependents. Participants can avoid the hassle of filing paper claims by using our benefits debit card at eligible vendors such as the FSA Store ([www.fsastore.com|www.fsastore.com]). Using our online portal and mobile app, employees can manage their account and check their balance.
Dependent Care Accounts (DCA)
Dependent Care Accounts can be used to pay for eligible child and adult care expenses like day care, before and after school care, nursery school, preschool, and summer day camp. Similar to a Flexible Spending Account, employees elect how much they would like to set aside in a tax-free account at the beginning of the year, and avoid filing paper claims by paying with our benefits debit card at the point-of-sale. Using our online portal and mobile app, employees can manage their account and check their balance.
Commuter Benefit Plans
Save money in payroll taxes, and save you employees money in commuting costs by enrolling in a tax-free commuter benefits plan. Participants can use our benefit card to pay directly for transit expenses such as passenger railways, bus fare, parking, tolls, and ridesharing services such as UberPool or Lyft Line.
Workers compensation is a form of insurance providing wage replacement and medical benefits to employees injured in the course of employment in exchange for mandatory relinquishment of the employee's right to sue their employer for the tort of negligence. Save money and have peace of mind by enrolling in our pay-as-you-go workers compensation plan.
Health Reimbursement Account (HRA)
A Health Reimbursement Account (HRA) is an employer-funded plan that reimburses employees for medical expenses not covered by insurance. Because the employer funds the plan, any distributions are considered tax deductible to the employer. Reimbursement dollars received by the employee are also tax free.
Health Savings Account (HSA)
A Health Savings Account (HSA) is a tax-advantaged account created for individuals who are covered under high-deductible health plans (HDHPs) to save for medical expenses that HDHPs do not cover. Contributions are made into the account by the individual or the individual's employer and are limited to a maximum amount each year. The contributions are invested over time and can be used to pay for qualified medical expenses, which include most medical care such as dental, vision, and over-the-counter drugs.
Voluntary Benefits are additional employee funded products that can be added to diversify your benefit offering. Employees can tailor their coverage to fit their lifestyle needs by adding one of the various voluntary benefits such as ID Theft Protection, Pet Insurance, Global Travel Protection and many more.