Navigating the world of employee benefits can be a time-consuming – even frustrating – task. Quality benefits can help retain your best employees and recruit top candidates, but ever-changing compliance requirements and the myriad of choices and decisions that companies face can bog down a company’s benefit strategy. How can you be sure you’re crafting the best benefits package that meets your goals and improves the lives and security of your workforce?


Helping businesses simply their Benefits, Compliance, HR & Technology

See How We Can Help, View Some of Most Unique & Innovative Solutions…

The iBenefits Workplace Management Suite

Our workforce suite helps you manage all aspects of your workforce through one web-based application.

Human Resource Consulting Services

ThinkHR is a cloud-based platform of integrated HR resources and training supported by live HR experts.

ACA Reporting Requirements

Our ACA Manager lets you proactively manage your ACA compliance strategy across your entire workforce.

DOL Audit Compliance Services

DOL employer audits are on the rise and the best time for you to analyze whether you are ready or not is now.

Our Strategic Approach and Expertise Sets Us Apart from Other Benefit Brokers and Consultants

We have the experience and broad knowledge necessary to help you achieve a consistent and effective benefits strategy that supports your business goals. Innovative Benefits will help your business understand how your benefits programs impact your bottom line, influence employee retention, and improve productivity. You will learn exactly what your benefits dollars are buying and whether your employees understand and appreciate your investment.

ACA & ERISA Compliance Solutions

Federal law imposes numerous requirements on group health coverage provided by employers. Many federal compliance laws apply to all group health plans; however, many of the requirements are imposed by employee count at a specified time.

Consumer-Driven Health Plans

Many companies are shifting to a new approach where they cap the amount that they pay for health benefits using consumer driven health plans (CDHP’s), which can save money and makes employees more knowledgeable health care consumers.

Employee Benefits Brokerage & Consulting

Saving money on employee benefits while still attracting and retaining the best and the brightest is a must in today’s economy. The cost of providing benefits is rising significantly, while employees consistently seek more and more from their benefits packages. Many employers struggle to balance employee needs with their own capabilities and bottom lines.

Employee Self-Service Portal

HRconnection® provides employees with access to an easy-to-use portal that delivers customized company and benefits information in one secure place.  It will boosts employee productivity and company cost savings by providing a simplified, intuitive benefits enrollment process through which employees can help themselves to HR and benefits information online, anytime.

Health & Wellness Services

Perhaps the greatest challenge an employer will face is keeping their employees’ health and productivity high. A long-term commitment to educating your employees on the importance of a healthy lifestyle will have a positive impact on your health insurance premiums.

Health Care Reform Resource Center

Employers must keep abreast of constantly changing trends, laws and other regulations. Meanwhile, employees need to fully understand their benefits in order to be wise consumers and understand the value of their “hidden paycheck.”

Human Resource Consulting

ThinkHR Workplace is a cloud-based platform of integrated HR resources and training supported by live HR experts designed to help protect you from the risk and liability associated with complex HR issues ranging from hiring and onboarding to performance management to employee relations.

Voluntary Benefits

We recognize that your employees may want to supplement the healthcare benefits you offer in an effort to control their out-of-pocket expenses. With a voluntary benefits plan, your employees are responsible for the cost of the benefits; however, they will have access to discontinued insurance benefits.

Our Latest Benefits & HR News

  • Health Plan Enrollment Rules

    Employers that sponsor group health plans have some different options available to them for designing their plans’ enrollment process. There are some federal laws that impact how employers can design the enrollment process.

  • DOL Increases Penalties for Health Plan Violations

    On July 1, 2016, the Department of Labor (DOL) issued an interim final rule that increases the civil penalty amounts that may be
    imposed under various federal laws, including the Employee Retirement Income Security Act (ERISA). The interim final rule
    increases the civil penalty amounts associated with annual Form 5500, CHIP and SBC.

  • IRS to Accept ACA Filings After June 30 Deadline

    The IRS has announced that electronic Affordable Care Act (ACA) information returns may continue to be filed after the filing deadline, which was June 30, 2016. These returns are required under Internal Revenue Code (Code) Sections 6055 and 6056, which were created by the ACA. Certain employers must file their returns electronically through the ACA Information Returns (AIR) Program.

  • Employer Appeals Of Exchange Subsidy Notices

    Employers will be receiving notices from the Exchange if any of their employees are deemed eligible for health insurance subsidies through an Exchange. Employers that receive these notices will have 90 days to file an appeal if they feel the eligibility determination was made in error.

  • HIPAA Compliance Reviews – Audit Protocol

    The Department of Health and Human Services (HHS) has launched the second phase of its HIPAA audit program, which focuses on compliance with HIPAA’s Privacy, Security and Breach Notification Rules. HHS’ Office for Civil Rights (OCR) is responsible for conducting these audits.

  • DOL Increases FMLA Enforcement

    In the past, FMLA audits were usually triggered by an employee complaint or employer violation trends. Recently, however, the DOL has been initiating more audits on its own, without any triggering event. The DOL’s new approach focuses on “systemic” FMLA compliance issues.

  • DOL Updates Model FMLA Poster

    In April 2016, the DOL updated its model FMLA poster. The new model includes most of the same information as the prior model, which was released in February 2013, but is reorganized to make it easier to understand.

  • IRS Announces HSA/HDHP Limits for 2017

    The minimum deductible and maximum out-of-pocket limits for HDHPs will not change for 2017 plan years. The only limit that will change for 2017 is the HSA contribution limit for individuals with self-only coverage under an HDHP, which will go up by $50.

  • DOL Issues New Overtime Payment Rules

    The final rule increases the salary an employee must be paid in order to qualify for a white collar exemption. The required salary level is increased to $47,476 per year and will be automatically updated every three years.