In partnership with OneDigital Advisors (www.onedigital.com), Windermere offers a flexible range of products which we tailor into a package that meets your unique needs and specifications. We will explain the options available in terms that are easy to understand, and leverage our experience and relationships to find the best value for your dollar, all while tracking the relative financial impact on your bottom line.
We also are committed to providing the support and resources to implement and maintain your plan. We will coordinate with your HR representatives to ensure you are in compliance with relevant regulations, and assist in communicating your benefits package to your employees, both initially and on an ongoing basis.
Fully Insured
The employer pays a traditional premium to an insurance carrier. The premium rates are fixed for a year, based on the number of employees enrolled in the plan each month.
Level Premium
The employer pays a lower fixed premium relative to a fully insured plan. This is supplemented by individual and group stop-gap insurance that will activate over a certain dollar amount. If the employer payments exceed claims, the difference will be refunded. In effect, this combines the predictable costs of a fully insured plan with the potential savings of a self-funded plan.
Self-Funded
The employer pays for each out of pocket claim as they are incurred instead of paying a fixed premium to an insurance carrier. Typically, an internal fund will be designated by the employer to cover expected expenditures.
Health Savings Account (HSA) / High-Deductible Health Plan HDHP
The employer and/or employee contribute to a tax-exempt account to pay for qualified medical expenses. This health savings account (HSA) is paired with a with a high-deductible health plan (HDHP) to help cover additional qualified healthcare costs that exceed the value of your HSA. This health savings account belongs to the employee, and unused funds may carry over from year to year.
Captive Healthcare Plans
Captive Healthcare is a company-funded “in-house” entity that ensures the assets and risks of a company. Employers utilizing captive insurance assume the risk of insuring their employees, but also are rewarded with any underwriting profits.
These plans can cover preventive care including cleanings, basic services like fillings, as well as major care such as crowns or root canals. The level of coverage and network participation help determine costs. Dental insurance can be included in an overall healthcare plan, bundled with other supplemental coverage, or stand alone to augment regular coverage that does not include dental.
These plans are designed to help cover and budget for ongoing vision care expenses like routine eye exams, prescription glasses and contact lenses. Vision insurance can be included in an overall healthcare plan, bundled with other add-on coverage, or stand alone to augment regular coverage that does not include vision.
This coverage protects anyone who depends on your employee financially. If an employee dies unexpectedly, the policy provides money to offset the sudden loss of income and pay debts. For the majority of employees, term life insurance is the most suitable choice. Term insurance provides coverage for a set amount of time, and the payout can be used to cover any expenses. Premiums can be paid entirely by the employer or in combination with the employee.
Disability coverage insures income against the risk that an off-the-job injury results in disability that prevents an employee from completing the core functions of their work.
Developed in response to the Affordable Care Act (ACA), this alternative is set up by the provider for an employer to offer choices to its employees similar to the government-controlled public exchanges, while giving the employer more control over costs and administration.
The laws and regulations that impact employee benefits are increasingly complex due to the ACA and subject to constant change. Windermere Insurance Group knows these rules, monitors mandates and changes, and understands how they impact your company’s employees and the benefits you provide.
Organizing and implementing internal wellness programs positively affect employees’ overall health and happiness, as well as a company’s balance sheet. Lower insurance costs, less absenteeism due to illness, and higher productivity can result from an active, well-managed wellness initiative.
Creating and maintaining an accurate, concise and useful employee manual is critical to orient a company’s workforce to its policies, procedures and benefits. Sometimes, though, this task can be daunting and time-consuming to handle internally. We can guide you through the process efficiently and offer advice to maintain consistency and communicate expectations.
A 401(k) plan is a qualified employer-established investment plan to which eligible employees may make salary deferred contributions on a tax-favored basis. Employers may make matching contributions to the plan on behalf employees and can add a profit-sharing feature to the plan. Earnings on the investments in a 401(k) plan accrue on a tax-deferred basis.