Cafeteria Plans

IRS code Section 125, allows employers to adopt a plan in which employees, through salary reduction, can pay for eligible benefits and medical or dependent care expenses on a pre-taxed basis.

By allowing your employees to purchase group insurance and other benefits through the company greatly reduces the cost, offering your employees a great benefit for their dollar. In addition, putting those benefits along with other allowed benefit (i.e. Dependent Care and Unreimbursed Medical expenses) under a qualified plan can offer a substantial tax savings for the employee and employer.

PLAN DESIGN:

* Premium Only Cafeteria Plans

* Dependent Care Spending Accounts

* Unreimbursed Medical Spending Accounts

Plan Documentation Preparation
  • Plan Document
  • Summary Plan Description
  • Corporate/Board Resolutions
  • Business Associate Agreement (HIPPA)
    • Education
    • Prepare Education and Enrollment materials
    • Conduct Education Meetings
    Enrollment
    • Online Enrollment or Personalized Election and Salary Reduction Forms
    • Compiling enrollment data
    • Employee one on one Enrollment
    • Coordinate with payroll and personnel
    Compliance/Non-Discrimination Testing
    • Conduct required non-discrimination testing.
    • Prepare documentation required by the Dept of Labor and Internal Revenue Service, including form 5500 (as required, for Cafeteria Plans only).
    Administrative Services
    • Provide monthly activity reports.
    • Monthly Account Auditing.
    • On-line services for employers and employees for fingertip access to data.
    • Provide participants with confirmation of activity account balances and annual statements.
    • Provide Cafeteria Plan Flexible Spending Reimbursements on a daily basis.
    • Provide employees with Flexible Spending status with each reimbursement.
    Health Reimbursement Arrangements (HRAs)

    With the increased cost of health care, employers need affordable options. With double-digit cost increases crippling employers and employees facing huge cost increases, HRAs offer a solution.

    HRAs allow employers to adopt higher deductible health plans and offer each employee a defined dollar amount, (employer funded) to offset the higher deductible, when integrated with their group health plan. These funds are available for the employee to use for health plan deductibles, co-pays and/or other allowable “Standalone” expenses such vision and dental.

    • HRAs are employer-sponsored plans.
    • HRAs may allow employees to roll-over unused funds at the end of the year.

    Contact SABC for all your available options.

    Health Savings Accounts

    For more information about Health Savings Accounts, please click here.

    Benefits Consulting

    Choosing benefits for your employees is not only time consuming but confusing. Let us eliminate the hassle, with our vast knowledge; we can help you with your choices.

    Insurance Sales and Service

    Our staff of highly trained individuals can help you with your supplemental insurance needs. We have partnered with all the major carriers along with many of finest insurance brokers in the business, to offer our clients a one-stop-shop for all their benefit needs.

    For a quote, review of your current benefit package or to just ask a question, let us connect you with one of our insurance professionals.

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