Mon – Fri | 9:00am – 5:00pm
Mon – Fri | 9:00am – 5:00pm
Group Sales Agent
Do you want to provide Group Medical Insurance and other benefits such as Dental, Vision, Disability, Life Insurance, and Supplemental health-related products to your employees?
We serve employers with anywhere from 2-250 employees. Let’s join forces today and give your employees the best benefits at the best price!
Fully insured ACA plans and level-funded arrangements can work differently. A fully insured small-group plan follows ACA rating and coverage rules. A level-funded arrangement generally combines employer funding for claims with administration and stop-loss protection, and the quote may involve group health underwriting.
Compare total costs, provider access, prescription benefits, renewal terms, claims obligations, and administrative responsibilities. Lower initial payments do not guarantee lower long-term costs. Ask what happens if claims are higher than expected and what obligations remain when the arrangement ends.
The need to comply with government regulations with regards to employee benefits in Georgia is a reality. Failure to comply can cost your company a lot of money. Georgia Health Insurance will ensure that you have the tools you need to stay compliant with ERISA and ACA requirements.
Employer health plans can have document, disclosure, and notice obligations. For ERISA-covered plans, a Summary Plan Description explains the plan to participants. It is generally provided within 90 days after someone becomes a participant, or within 120 days after a plan first becomes subject to ERISA, with other rules for updates and particular circumstances.
Whether a wrap document or a Section 125 premium-only plan is appropriate depends on the employer’s arrangement. Ask the plan administrator or benefits adviser which documents are required and who will prepare and maintain them. Read the federal Summary Plan Description rule.
When an employee loses group coverage
Federal COBRA generally applies to group health plans sponsored by employers with at least 20 employees on more than half of the employer’s typical business days in the previous calendar year, subject to applicable exclusions. Part-time employees count under the federal calculation; this is not simply a full-time employee threshold.
State continuation rights may apply in other situations, depending on the policy and circumstances. Before telling an employee what continuation coverage is available, confirm the employer’s obligations, the plan’s rules, the qualifying event, and the required notices with the plan administrator or benefits adviser. Read the Department of Labor’s COBRA guidance.
Other Compliance Requirements
Other compliance requirements for large groups and Level-Funded groups include: Form 5500 filing (100+ employees), form 1095/1094, PCORI fees, RxDC, and more. It is important you work with an agency that will make sure that you have the knowledge and tools you need to remain complaint. Our goal at Georgia Health Insurance is to always be one step ahead in making sure our groups remain compliant.
The support a business needs can change as it grows. Our services vary by client, coverage, and service arrangement. Chuck and Brandyn will discuss the enrollment, billing, administration, and compliance-resource support appropriate for your business and explain what our team will handle.
Before your business relies on a platform or outside provider, we will clarify who provides it, what is included, any outside charges, and who is responsible for ongoing work. Access to a particular platform or preparation of a particular legal document is not included automatically.
In this section we are going to recommend some payroll companies that are highly rated and integrate well with our benefit administration system. When you partner our specialized knowledge and service in employee benefits with a payroll company that provides excellent products and service…you win!
Paylocity is the TOP RANKED payroll software on G2crowd (a reputable business software review website).
It is no surprise that other businesses have ranked Paylocity as the best payroll provider. They are committed to elevating the Payroll and HR experience. They provide top of the line technology, service and integrations. Just like us, they are experts at what they do. Our friend at Paylocity, Zach Schirtz, would be happy to come out and show you why they are the best Payroll provider!
(Please note we get no commission or payment for referring Paylocity, we truly think they are a great company and that they are an asset to every company that uses their service!)
Benefit Mall is good for companies with less than 50 employees. They offer a simple payroll and HR system that integrates with Employee Navigator.
There are many “Payroll” companies that also try to handle employee benefits. The problem with these companies is that they usually do not fully understand Group Health Insurance and Employee Benefits. They operate with a limited selection of plans and are slow to adapt to changes in the marketplace. Usually the account manager you will work with has little to no experience in employee benefits.
Tell us about your business, where employees work, approximately how many people need coverage, and when you want benefits to begin or renew. We will explain the next steps and arrange a secure way to collect any information needed for quotes.
Contact Chuck or Brandyn or call 770-452-9335.
