With medical coverage, are these various alternative funding arrangements considered?  Fully insured, non-participating, fully insured participating, split-funded, minimum premium, and self-funded (ASO).   Is there a tolerance for some risk to reduce probable cost?  Have you been educated on these solutions to make the best decision?  S&A Benefits is here to educate you on these solutions. 



Have year over increases began to take their toll on your bottom line?  There are many ways to conserve your funds and reduce your cost for dental coverage.Often time’s consideration is not given to alternative funding for dental coverage. Many clients could benefit from using a participating contract or a self-funded benefit plan. The underlying benefits are unchanged; the difference is what you pay as the fixed cost and what the claims are anticipated to be over the course of the year. Is your current carrier the best fit for your needs? 



When creating a life insurance benefit plan, the goal is to provide a benefit plan that provides a benefit for the majority of your employee population. Usually, you hear about people being under-insured, however what about being over-insured?Do your older established executives no longer need large amounts of employer-provided term insurance?  Executives normally have their own personal policies plus any Key Man Insurance you have on them.  The reason is that the population would have to pay a tax for the imputed income on the premium cost in excess of $50,000 of term life coverage.  The easiest solution is to create a class that only grants $50,000 of basic term insurance avoiding the imputed income issue altogether.



Our primary commitment is building a solid & dedicated partnership with our clients. We provide an ongoing dialogue and comprehensive education. If we see a developing trend that could affect your benefits program, we advise you accordingly. Although the insurance industry and relevant laws are ever changing, we will focus on what influences and affects your operations and employees.

Are you continually renewing your policy year after year? This could be detrimental with a Long Term Disability policy if:

  • The majority of your workforce is born after 1960 and yet the LTD policy only provides income replacement to age 65 and not to the Social Security Normal Retirement Age [SSNRA], these former employees would have a shortfall with the income replacement until full Social Security benefits begin.
  • The original LTD benefit plan has not been adjusted over the years to keep up with the pace of inflation, the current income replacement



In California, Hawaii New Jersey, New York, Puerto Rico, and Rhode Island, an employer with employees working within that jurisdiction must provide a benefit to cover a portion of the employee’s salary while that employee is out of work due to a sickness or with an injury that is non-job related.

For those employers in New York State, effective 1/1/2018, New York is mandating Paid Family Leave [PFL] in addition to the disability benefit. PFL is job-protected paid leave for the following events:

  • Bond with a newborn, adopted or foster care child during the first 12 months
  • Care for a seriously ill family member
  • Address important needs that are related to a family member’s military service

Paid Family Leave is NOT available for an employee’s own health condition(s). As with all else, there are many details that an employer must work through - and for this reason, should engage the services of a professional to ensure compliance with the law.



Do you have employees on business outside the USA? Whether you have an employee on a short-term assignment, long-term assignment, or an international office requiring assistance, we have solutions for you.  Many times the solutions are with domestic carriers who also offer international benefits or using international carriers and international brokers.  Each situation is unique and we can provide guidance.