Frequently asked questions

Do you have a license agency in my state?

We are currently licensed in Arizona, California, Colorado, Florida, Georgia, Iowa, Indiana, Minnesota, New Jersey, New Mexico, Nevada, Ohio, Oregon, Tennessee, Texas, Utah, and Wisconsin. We are actively working on getting licensed in additional states.

How do I determine if my benefits are pre-tax or post-tax?

This is determined by determining if you have a Section 125 plan in place.

A Section 125 plan, also known as a "cafeteria plan," is a type of employee benefits plan authorized under Section 125 of the Internal Revenue Code.

Do I, as an employer, have to pay for employee benefits?

As an employer, you are legally required to pay at least 50% of the medical benefits offered to your employees. However, for all other benefits provided, such as dental, vision, and retirement plans, participation and contributions can be voluntary. Employers are encouraged to consider competitive benefits packages to attract and retain talent, but beyond medical benefits, there is no legal obligation to cover additional costs.

For more detailed information on employer responsibilities regarding employee benefits, you can refer to the U.S. Department of Labor and the Society for Human Resource Management (SHRM):

• U.S. Department of Labor: Employer Responsibilities

• SHRM: Employer Health Insurance Responsibilities

What is the minimum number of employees required to offer benefits?

Employers can offer employee benefits with as few as two employees. Many insurance carriers provide options for small businesses, enabling them to establish benefit plans tailored to their workforce. This flexibility allows small employers to attract and retain talent while ensuring their employees have access to essential benefits.

It's essential to consult with specific insurance carriers, as the exact requirements may vary based on state regulations and the type of benefits offered. For further details, please reach out to us and we can answer your questions.

What do I need to get a quote for coverage?

Employers will need the following information to get a quote for coverage:

(In order to get a quote, I must have the items listed in RED below.)

Business Information - Employee Demographics - Current/Previous Coverage Details - Plan Preferences - Additional Documents - Preferred Effective Date

• Business Name: Legal name of the company.

• Tax ID Number (EIN): Employer Identification Number.

• Business Address: Physical and mailing address.

• Industry Code (SIC or NAICS): To determine risk factors related to the business type.

• Number of Locations: Specify all office or worksite locations.

• Years in Business: Indicates the company’s stability.

• Total Number of Employees: Both full-time and part-time.

• Eligible Employees: Employees meeting the eligibility criteria for coverage (e.g., working 30+ hours/week).

• Employee Census Data: Usually includes:

  • Employee names or initials.

  • Dates of birth.

  • Gender.

  • ZIP codes of residence.

  • Dependent information (if dependents will be covered).

• Employment Status: Indicate which employees are full-time, part-time, or seasonal.

• Existing Plan Information: If the employer has a current policy, include:

  • Carrier name.

  • Plan type (e.g., PPO, HMO, HDHP).

  • Premium rates and contributions.

  • Renewal date.

• Claims History: For larger groups, claims data may be requested.

• Reason for Switching or Adding Coverage: This helps the carrier understand your needs (e.g., lower costs, better benefits).

• Desired Coverage Options: Specify types of plans or coverage tiers:

  • Medical, dental, vision, life, disability, etc.

• Contribution Strategy: Employer vs. employee cost-sharing preferences.

• Plan Features: Deductibles, co-pays, out-of-pocket limits, network preferences (e.g., PPO vs. HMO).

• Additional Documents

  • Wage and Tax Statement (Form 941 or equivalent): Verify employees and payroll status.

  • Business License: Sometimes requested to confirm legitimacy.

  • Participation Agreement: Some carriers require minimum participation rates (e.g., 50%-75% of eligible employees) to issue a quote.