UNIQUE ADVANTAGES OF USING BENEFITS DESIGN GROUP, INC. AS THIRD PARTY ADMINISTRATOR
As is the case with many products on the market, there are a number of vendors available to provide the same basic services to your corporate clients. So why choose Benefits Design Group, Inc. over one of our competitors? The following sections summarize the key advantages of using our company to administer your client's Section 125 program.
EXPERTISE AND FLEXIBILITY OF SERVICE OPTIONS
Benefits Design Group, Inc. has been administering Section 125 Flexible Spending Accounts (FSA) and Section 105 Health Reimbursement Arrangements (HRA) since 1987. In addition, we also provide Transportation Plan and COBRA Administration services. We administer plans for over 1,800 employers nationwide, representing over 35,000 employees. Our groups range in size from two employees to over 6,000 employees. Unlike many administrators, all we do is flex plans and other tax advantaged programs. By specializing, we are able to provide a comprehensive service at a reasonable cost to the client, as well as offer continuity as a stand alone product in the event insurance arrangements change. We are available to assist you with selling the program and you and your client with installation and communication of the program. We provide two service options to assist you in designing the plan that best suits your client's needs.
ADVANCED CERTIFICATION IN FLEXIBLE COMPENSATION INSTRUCTION
Benefits Design Group, Inc. is a long time member of the Employers Council on Flexible Compensation (ECFC). ECFC is a non-profit organization dedicated to the maintenance and expansion of private employee benefit programs on a tax advantaged basis. The organization has two driving missions. The first is to represent and promote flexible compensation programs through effective lobbying. The second is to provide information on flexible compensation programs to member, national opinion leaders and the general public to help create a positive climate for the growth of flexible compensation.
Flexible compensation, in its many forms, is constantly changing and expanind as new regulations, laws and interpretations affect the design and administration of tax advantaged plans. ECFC has developed certification programs to develop and train industry leaders you can rely on to help you wade through the health care reform mandates. The following Benefits Design Group, Inc. (BDG) employees recently obtained the Flexible Compensation Specialist (FCS) designation through ECFC and the Academy for Professional and Ethical Standards: Deb Weiner and Deb Schwertel. BDG is proud of these employees and their desire to keep their skills and knowledge honed to the sharpest edge through their study and examination. The exam covered flexible benefit programs, claims management and payment cards, and Health Reimbursement Arrangements and Health Savings Accounts.
There are four levels of achievement through ECFC certification programs. ACFCI Certified in Flexible Compensation Instruction held by Sue Sieger and Kim Ness, as well as an Advanced Certificate in Flexible Compensation held by Shawn Bresnahan and Certificate in Flexible Compensation held by Brenda Manke. With the addition of three more employees to the list of those already certified on staff, this further demonstrates our commitment to the excellence and one of the reasons we remain leaders in employee benefit plan administration.
The newsletter is sent to all clients and agents in January, April, July, and October each year. This has been an excellent resource for regulatory updates. It also is a forum to communicate system and administrative news or changes.
Our website has the latest in tax law updates, on-line brochure, downloadable forms, and more! See our client services section where employers and employees can check the status of their accounts on-line.
"AT-RISK" INDEMNIFICATION FEATURE
Under the IRS Regulations, the General-Puprose and/or Limited-Purpose Medical flexible spending account (FSA) is required to exhibit the same type of risk shifting characteristics as insurance. At any time during the plan year, the FSA must provide 100% reimbursement of incurred expenses up to a maximum annual benefit amount elected by a plan participant. The funds must be made available to the participant, even though the deductions for that account have not yet been deducted from the employee's pay. If the employee terminates prior to the end of the plan year, the employer is "At Risk" for the amount not yet deducted from the employee's pay. In order to offset the potential loss to the employer, we provide protection that limits the employer's out-of-pocket exposure for voluntary terminations, regardless of how many employees are participating in the General-Purpose and/or Limited-Purpose Medical account. This service is unique to Benefits Design Group, Inc.
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Want a Proposal?
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Want to Set up a Section 125 Plan for your client?
Click Here Section 125 Plan Installation Kit
Want to Set up a Health Reimbursement Arrangement (HRA) for your client?
Click Here Health Reimbursement Arrangement Installation Kit
Want to Set up a Section 132 Transportation Plan for your client?
Click Here Transportation Plan Installation Kit
Contact Benefits Design Group, Inc. TODAY, to find out more about partnering with us for value-added services!