AgriPlan/BizPlan

It is a common fact that small business owners miss out on considerable savings in health costs. AgriPlan/BizPlan offers a means for self-employed individuals who employ a spouse in the business and offer the employed-spouse a medical benefits package qualify for AgriPlan/BizPlan. The reimbursement package covers any costs incurred by the employee and any family members (Including the employer him/herself). The end result is a 100% deduction for the employer’s family medical costs, including health insurance and dental insurance premiums, qualified long term care insurance, uninsured medical, dental and vision care expenses, and life and disability income insurance premiums.

FlexSystem

A FlexSystem Section 125 Cafeteria Plan provides a way for employees to select certain benefits normally paid on an after-tax basis and, through salary reduction, pay for these benefits on a pre-tax basis. The most common benefits include health insurance premiums, out-of-pocket medical expenses, and dependent care expenses. Section 125 will benefit employers with reduced payroll costs and an enhanced ability to recruit and retail quality employees. Meanwhile, employees enjoy the increased in take home pay and the option to choose from benefits that address their individual needs. FlexSystem’s third party administrative service offers daily processing and direct deposit of requests for reimbursements, complete on-line management of the Plan, and toll-free enrollment assistance.

DirectPay

DirectPay is a third-party administrative service for employers who implement a Health Reimbursement Arrangement (HRA). HRAs allow employers to set aside a specific amount annually for employees to use to pay for health care expenses as defined by the Plan. All employer contributions to the Plan are tax deductible to the employer and are tax free to the employee. Unique in the industry and available only to Clients is the DirectPay Funding Arrangement. This distinctive fund management program allows employers to advance claim payments to employees before the full reimbursement amount is present in their account. DirectPay and not the employer fronts necessary funds to reimburse employee claims!

COBRAToday

In 1985, Congress enacted continuation of health care coverage requirements, commonly referred to as COBRA. COBRA stands for the Consolidated Omnibus Budget Reconciliation Act and was designed to protect certain former employees and their dependents when they experience a loss of coverage under a group health plan. COBRA provides continuation of health coverage, that otherwise would have been terminated due to certain qualifying events. With COBRAToday‘s third-party administrative service procedures and regulations, full reporting of accounts, access to trained staff and technical support, and simple Setup Kit that helps you establish your COBRAToday account within days.