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?

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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

  • 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. The final rule does not modify the duties test employees must meet to qualify for a white collar exemption.

  • Proposed Changes to FLSA White Collar Exemption Rules

    On June 30, 2015, the U.S. Department of Labor (DOL) released a proposed rule that would overhaul overtime wage payment in the United States. The new rule would more than double the salary threshold that employees must meet to qualify for overtime wage payment exemption—a change that could affect 11 million workers across the United States.

  • Final SBC Template Released for 2017

    On April 6, 2016, the Departments of Labor (DOL) and Health and Human Services (HHS) issued the final revised template and related materials for the summary of benefits and coverage (SBC).
    Plans with annual open enrollment periods must start using the new template on the first day of the first open enrollment period that begins on or after April 1, 2017, with respect to coverage for plan or policy years beginning on or after that date.
    Plans without an annual open enrollment period must start using the new template on the first day of the first plan or policy year that begins on or after April 1, 2017.

  • HHS Launches HIPAA Audit Program

    The Department of Health and Human Services (HHS) announced that it has launched the second phase of its HIPAA audit program, which focuses on compliance with HIPAA’s Privacy, Security and Breach Notification Rules.

    This second phase of the HIPAA audit program covers both covered entities and business associates. HHS’ Office for Civil Rights (OCR) has already started sending emails to covered entities and business associates to verify their contact information. Next, OCR will send a pre-audit questionnaire to gather data about potential auditees. OCR will use this data to select covered entities and business associates for audits.

  • DOL Increases FMLA Enforcement

    The U.S. Department of Labor (DOL) is focusing more of its resources on enforcing compliance with the Family and Medical Leave Act (FMLA) through employer audits. Although the DOL has always had the authority to conduct FMLA audits, the agency has been ramping up its efforts and taking a more aggressive approach in its investigations.

    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. These are issues that affect multiple employees or multiple employer locations, rather than a single person or worksite.

  • ACA Reporting Deadlines Delayed

    On Dec. 28, 2015, the Internal Revenue Service (IRS) issued Notice 2016-4 to delay the due dates for filing and furnishing forms under Section 6055 and 6056.
    • The due date for furnishing forms to individuals has been extended from Feb. 1, 2016, to March 31, 2016.
    • The due date for filing forms with the IRS has been extended from Feb. 29, 2016, to May 31, 2016 (or, from March 31, 2016, to June 30, 2016, if filing electronically).

  • 2016 Federal Budget Delays ACA’s Cadillac Tax & Suspends Two Other Taxes

    On Dec. 18, 2015, President Barack Obama signed a federal budget bill for 2016 into law, which makes significant changes to three tax provisions under the Affordable Care Act (ACA). This new law:

    1. Delays implementation of the ACA’s Cadillac tax,
    2. Imposes a one-year moratorium on the collection of the ACA’s health insurance providers fee,
    3. Imposes a two-year moratorium on the ACA’s medical device excise tax

  • Paying Employees’ Medicare Premiums

    Employers that sponsor group health plans and have employees who are Medicare-eligible may be interested in reimbursing their employees’ Medicare premiums. Employers may consider this type of reimbursement arrangement for a few different reasons, including as a way to help control health care costs by encouraging eligible employees to enroll in Medicare and waive group health coverage.

  • Senate Passes ACA Small Group Market Rule Appeal

    The PACE Act gives states the option of expanding their small group markets to include businesses with up to 100 employees. On Oct. 1, 2015, the U.S. Senate passed legislation repealing the Affordable Care Act (ACA) requirement that the small group market in every state be expanded to include businesses with 51-100 employees. It has been reported that President Obama will sign the Act into law, although some sources previously indicated that he might veto it.