Employee Benefits
Integrated Wealth Management, LLC, is a completely independent, full service firm. Our firm can customize an employee benefit plan that meets the needs of your rank & file employees, middle management personnel and senior management executives. We will research all carriers and providers to find the most competitive rates and best solution for your company.
Group Health—A very important benefit to many employees and employers. Among some of the carriers we represent—Blue Cross/Blue Shield, Cigna, United Healthcare, Aetna.
Group Life Insurance—Every employee must be accepted; an employee cannot be denied coverage because of a pre-existing illness, sickness, or injury. Upon termination the employee has the automatic right to convert to an individual life policy without evidence of insurability or taking a physical exam.
Group Dental—we are able to offer many carriers for dental insurance or, a more affordable option, group dental discount cards for your employees.
Group Disability/Income Protection—Many employers will continue to pay employees for a period after the onset of incapacity. In the event of a long-term incapacity however, the employer, if only for commercial reasons, will be reluctant to do so indefinitely. The employer may then be confronted with an unpleasant moral dilemma, of whether to continue income beyond any contractual obligation period, particularly where a long serving and loyal employee is concerned.
A Group Income Protection plan can provide an ideal solution to these problems.
Group Disability/ Income Protection is a form of insurance that is designed to provide employees with a continuing income, payable in the event of incapacity arising out of accident or illness. The benefit will continue until the employee recovers, dies or reaches the previously agreed ceasing age of the policy, which is often selected to coincide with normal retirement age.
Plans invariably need to be tailored to the specific requirements of each business, so independent financial advice in this area is important. Again, we represent all the major carriers so we can find the most suitable type of arrangement for your business.
Flexible Spending Accounts—A Flexible Spending Account, an FSA, lets employees set aside pre-tax money from their paychecks to spend on healthcare expenses not covered by your insurance policy. Because the money that goes into the FSA is pre-tax, employees can save as much as 40% of each dollar they put into the account, as long as they spend the money in the account on qualified health costs.
Health Savings Accounts—HSAs allow you to legally avoid federal income tax by saving up to $3,050 for singles or $6,150 for families, into your HSA account*. There is no minimum deposit (it can be $0 if you want), but whatever you deposit into your account by April 15 is an "above the line" tax deduction for the previous year's income taxes. This means that you get a federal income tax deduction for money you put in even if you take the standard deduction and don’t itemize deductions. This tax deduction is available to everyone, with no limitations on the amount or source of income.
Healthcare Reimbursement Accounts—Employer-funded plans that reimburse employees for incurred medical expenses that are not covered by the company's standard insurance plan. Because the employer funds the plan, any distributions are considered tax deductible (to the employer). Reimbursement dollars received by the employee are generally tax free.
Voluntary Benefits—Recruiting and retaining employees can be very challenging. That is why many companies offer an array of voluntary benefits to keep employees. Voluntary benefits include--Life, Disability, Accident, Critical Illness/Cancer and Long Term Care Insurance.
Cafeteria Plans—plans offering employees numerous options among their employee benefits. Each employee is able to pick the benefits that are most valuable in his or her particular situation. For example, a young employee with children may want to receive more life and health insurance than a mid-career employee who is more concerned with building up retirement plan assets.
COBRA—COBRA stands for the Consolidated Omnibus Budget Reconciliation Act. It's a Federal law that requires employers who have 20 or more employees and who voluntarily provide group health insurance benefits, to also provide temporarily-extended health insurance benefits to employees and/or their beneficiaries when a "qualifying event" occurs.
Medicare Health Plans/Supplements—If you are turning 65 or over 65, ask us about the options for your insurance. We represent Medicare Advantage Plans and Medicare Supplement Plans. We can discuss the pros and cons of each and find the right plan for you.