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.

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.

Human Resource Consulting Services

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

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

  • What Happens if an Employee Misses Open Enrollment?

    Open enrollment can be an extremely stressful and overwhelming time for both you and your employees. It is typically the only time during the year in which employees can make changes to their benefits choices, such as adding or dropping coverage, adding or dropping dependents, or enrolling in benefits for the first time.

  • 2015 Draft Instructions for 6055 and 6056 Reporting Include Filing Extensions

    The Affordable Care Act (ACA) created new reporting requirements under Internal Revenue Code (Code) Sections 6055 and 6056. Under these new reporting rules, certain employers must provide information to the IRS about the health plan coverage they offer (or do not offer) or provide to their employees. Reporting is first required in 2016, related to coverage offered or provided in 2015.

  • Final Rule Updates SBC Requirement

    On June 16, 2015, the Departments of Labor (DOL), Health and Human Services (HHS) and the Treasury (Departments) published final regulations on the summary of benefits and coverage (SBC) and uniform glossary requirement under the Affordable Care Act (ACA).

  • IRS Issues New Q&As on 6056 Reporting

    The Affordable Care Act (ACA) created new reporting requirements under Internal Revenue Code (Code) Section 6056. These new reporting rules require applicable large employers (ALEs) subject to the ACA’s employer shared responsibility rules to report information to the Internal Revenue Service (IRS) on the health coverage offered to full-time employees. Related statements must also be provided to individuals.

  • DOL Updates Model FMLA Forms

    The Family and Medical Leave Act of 1993 (FMLA) gives an eligible employee the right to take unpaid, job-protected leave in certain situations, including the birth, adoption or foster care placement of a child, his or her own or a family member’s serious health condition and a family member’s military service.

  • Code Section 6056 – What Information Must Be Reported?

    The Affordable Care Act (ACA) created new reporting requirements under Internal Revenue Code (Code) Section 6056. These new reporting rules require applicable large employers subject to the ACA’s employer shared responsibility rules to report information on the health coverage offered to full-time employees to the Internal Revenue Service (IRS) and covered individuals. Related statements must also be provided to individuals.

  • IRS Releases HSA Limits for 2016

    On May 4, 2015, the IRS released the inflation-adjusted limits for health savings accounts (HSAs) for calendar year 2016. These limits include the maximum HSA contribution limit, the minimum deductible amount for HDHPs and the maximum out-of-pocket expense limit for HDHPs. This one-page Legislative Brief includes a chart that compares the HSA limits for 2015 and 2016 and highlights which limits will increase for 2016.

  • EEOC Issues Proposed Rule on the ADA and Wellness Programs

    On April 16, 2015, the U.S. Equal Employment Opportunity Commission (EEOC) released a proposed rule that describes how the Americans with Disabilities Act (ADA) applies to employee wellness programs that include questions about employees’ health or medical examinations. Although the ADA limits when employers may inquire about employees’ health or require them to undergo medical examinations, these inquiries and exams are permitted if they are part of a voluntary wellness program.

  • Agencies Plan to Issue Summary of Benefits and Coverage Final Rules

    The Affordable Care Act (ACA) created new disclosure tools—the summary of benefits and coverage (SBC) and uniform glossary—to help consumers compare coverage options available to them. Generally, group health plans and health insurance issuers are required to provide the SBC and uniform glossary free of charge. This disclosure requirement applies to both grandfathered and non-grandfathered plans.