Creating the total benefit portfolio piece by piece. TTFG History. Established in 1992 Thousands of clients nationwide No complaints with: Better Business Bureau Chamber of Commerce Insurance Commissioners from any State
With the amount of volume we generate, this has been quite an accomplishment
WE DO WHAT WE SAY WE ARE GOING TO DO AND WE DO IT WHEN WE SAY WE ARE GOING TO DO IT!!
With changes in the healthcare arena (PPACA) more companies are looking for ways to keep up with the demands the federal government has placed on them.
So for the million dollar question, what are we going to do?
Here at TFG we have noticed a trend of companies shifting to 105 plans. Why?
** Over 50% of American Businesses use 105 accounts today
Average savings currently per W-2 employee is $400 per year!!
HOW MANY EMPLOYEES DO YOU HAVE?
No reason to change health carriers, use whomever you want to use.
Ability to go with a higher deductible so you can lower premiums
Carve outs (<25%) or all employees (>70) participation
Tax savings allows you to give more employer paid benefits, if you choose
Use whatever payroll company you want to do your payroll and TFG will reimburse you up to $20.00 per employee per month on the plan.
** All administration fees are a Section 162 business tax deduction saving you MORE money!
YOU ARE THE ONE IN CONTROL OF YOUR COMPANY
John from California
Walter from Kansas
Cynthia from Texas
Evan from New Jersey
HAPPY EMPLOYEES CREATE A BETTER WORKSITE ENVIRONMENT!!
This will lower the taxable income of the employee
The plan qualifies under Employee Retirement Income Security Act of 1974 (ERISA) under employee welfare benefit plans because:
This indicates that the program is maintained by the employer and does not fall under the Safe Harbor exception to ERISA for benefit plans not subject to ERISA. See department of Labor Regulation 2510.3-1(j).
The Program satisfies the requirements of Title I of ERISA and is in compliance with all mandates of the Patient Protection and Affordable Care Act (PPACA) Healthcare Reform.
This section of the IRC requires the program to be nondiscriminatory
THIS PLAN IS EQUAL TO ALL EMPLOYEES AND IS NONDISCRIMINATORY
BOTTOM LINE IS NOT ONLY DOES IT NOT COST YOU MONEY, BUT YOU PAY LESS MONEY OUT THAN YOU DID BEFORE, YOU MAKE A NICE PROFIT.