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Once your customized insurance program has been designed, your agent will lead an experienced team specifically chosen to service your questions, claims, and other insurance related needs. While we encourage personal contact, for your convenience the following are provided:

Payment Online Options
Pay Now

Assignment of Benefits
Workers’ Compensation
Service 24/7
Client Portal

Business Insurance
Certificate of Insurance Request
Evidence of Property Insurance Request
General Change Request
Automobile & Driver Service Request
Automobile ID Cards
Service 24/7
Client Portal

Employee Benefits

Flexible Spending Accounts

Our affiliated company, First Benefit Administrators is available to administer Flexible Spending Accounts. A FSA plan is an IRS Section 125 cafeteria plan that allows employees the option of pre-tax payroll deduction for un-reimbursed medical expenses and child/dependent care expenses. Employers use this to retain “quality employees” and help hire new employees.

Click here for Flex form | (Download Adobe Reader)

Health Reimbursement Accounts

Our affiliated company, First Benefit Administrators can design an HRA that works for you addressing critical issues such as roll over liabilities and controls or how the HRA works with high deductible plans. An HRA is a federally approved benefit that allows employers to set aside money for employees. Employees use the funds to cover out-of-pocket medical expenses. HRA’s benefit both employees and employers.

Click here for HRA form

Flex Spending Reimbursement Form
Health Reimbursement Form

Worker’s Compensation Forms
Notice of Election
Revocation of Election to be Exempt/Revocation of Election of Coverage
Election to be Exempt

Additional Services & Information

Assignment of Benefits

Health Insurance Costs

Are you struggling with ACA Compliance? If you have more than 25 participants in the Group Health Plan, we would strongly recommend an alternative quotation on a partially self-funded program through our affiliated company – First Benefit Administrators. Contact them for more details on this innovative approach to controlling your insurance expense.

COBRA Administration

Our affliiated company, First Benefit Administrators has the staff, knowledge and technology to track and administer your COBRA plans. In effect you have retained a full-time staff of COBRA personnel to work for your company. You can rely on them to provide your company with worry-free COBRA compliance. Their advanced technology makes client administration quick and easy. And their long history of long term client relationships can put your mind at ease.

Click here for COBRA form

Health Savings Account

Health Savings Accounts (HSAs) are a way for consumers to pay for medical expenses. As of January 1, 2004, almost anyone with a qualified high-deductible health plan can also have a Health Savings Account. HSAs can save you money on your medical care now as well as provide a good way to save for future medical expenses. HSA funds can pay for expenses before you meet your deductible as well as helps pay for services not covered by your health plan, COBRA coverage during periods of unemployment, medical expenses after retirement and long-term care expenses, to name just a few.

Unlike some other types of accounts, you don’t lose HSA funds at the end of the year. Unspent balances remain in your account earning interest until you spend them on medical care. This will be a strong incentive for you to spend wisely on your medical care, just like you do on other items you purchase. You’ll want to shop around for the best value for your health care dollars.

Medicare Part D: Employer Compliance Requirement

The Centers for Medicare & Medicaid Services (CMS) posted new disclosure forms and CMS guidance for reporting of creditable coverage.

CMS requires that the disclosure notice must be submitted on an annual basis and upon any change that affect whether the drug coverage is creditable.

Important Times to know:

  • For plan years ending in 2007 & after – Disclosure must be provided within 60 days after the beginning date of the plan year for which the employer is providing the disclosure to CMS.

Disclosure must also be made within 40 days after the termination of prescription drug plan; and 30 days after any change in creditable coverage status of the prescription drug plan.

Click here for the disclosure notice