Telamon provides a vast array of employee benefit solutions, aiding companies in a variety of industries. No matter what size your organization is, we will tailor a Health Insurance Program solution for your company's specialized needs. With over 70 top insurance carriers in our network, we can offer the best array of plan designs and services to save you money.
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Telamon offers all types of health insurance to fit your needs, including HMO, POS and PPO plans. In addition, we are well qualified to help you design and implement partially self-funded health and/or prescription drug plans. We are also one of the region’s leading brokers in the design, education and implementation of the new “consumer-driven” healthcare model, which has been successful in dramatically reducing health insurance costs.
Telamon works with all major dental carriers who offer traditional indemnity, HMO & PPO plans.
Group Life Insurance
Group-term life insurance typically has low premium costs, and employers may be able to deduct premiums as a necessary business expense. In addition, employees do not pay income tax on employer-paid premiums for the first $50,000 of coverage.
Group Disability Insurance
What are some advantages of short-term group disability coverage?
– Pays a fixed weekly amount or a set percentage of income
– Waiting periods from one to fifteen days
– Benefits periods up to fifty-two weeks
– Offered many times as a voluntary benefit
– Can cover up to two-thirds of pre-disability income
– Coordinates with Long-Term Care
– Maternity is covered for females
What are advantages of long-term group disability insurance plans?
– Pays a set percentage of employee's regular income generally to age 65 and covers incomes to $100,000
– Ability to “carve out” employee group or offer different classes of benefits
– Coordinates to pick up after Short-Term coverage ends
– Benefits can be designed to offer "own occupation" benefits, cost of living increases, and tax-free income in the event of a disability
Long Term Care Insurance
This type of policy can help a person maintain their independence by covering the cost of care provided in their own home, independent living community, or an assisted living facility. Coverage can range from help with household chores to highly skilled nursing care.
Vision plans supplement the vision benefit of most major medical plans, typically covering one pair of eyeglasses, one pair of contact lenses, one eye exam per year; and in some cases, contact lenses prescribed following cataract surgery. Vision coverage is an important part of a complete health insurance program for your employees.
Employee Assistance Programs
An Employee Assistance Program is a company-sponsored program for employees with life challenges that could negatively affect their job performance. They encourage well-being and a healthful lifestyle, which reinforces a healthy working environment for everyone. Employee assistance programs are cost effective, as it is often less expensive to rehabilitate an employee than recruit new staff. And they can reduce long-term healthcare costs.
Health Care Funding
Flexible Spending Accounts are benefit plan arrangements that allow employees to pay for certain medical or dependent care expenses and transportation expenses on a pre-tax basis. These plans provide both employers and employees with significant financial benefits.
The three most common flexible spending plans are:
– Premium Only Plans
– Flexible Spending Accounts
– Cafeteria Plans
• High Deductible Insurance Plans
For 2007, a High Deductible Insurance Plan is a health plan with a minimum deductible of $1,100 for self-only coverage and $2,200 for family coverage. The maximum out-of-pocket expenses for allowed costs must be no more than $5,500for self-only coverage and no more than $11,000 for family.
• Flexible Spending Arrangements (FSA)
A Flexible Spending Arrangement (FSA) is a type of cafeteria plan authorized under Section 125 of the Internal Revenue Code. Separate accounts can be set up to cover each of the following types of expenses: health insurance premiums (known as a "premium-only plan"), qualified medical expenses, and dependent care expenses. With an FSA, an employee designated amount of pre-tax income is taken from an employee’s paycheck and put into an account to be used for medical expenses throughout the year.
• Health Reimbursement Arrangements (HRA)
A Health Reimbursement Arrangement (HRA) is an employer funded account that reimburses employees for qualified medical expenses, deductibles and co-insurance amounts. An HRA can be used with any medical plan, but must be established and funded with employer dollars. Like an HSA, unused dollars may be used from year-to-year, as long as the employer designs the plan to allow for rollovers (and the employee continues to be a member of the plan).
• Health Savings Account (HSA)
A Health Savings Account (HSA) is a tax-exempt account created exclusively to pay for the qualified medical expenses of the account holder and his or her dependents. To qualify for an HSA, individuals must have a High Deductible Health Insurance, meaning a plan that requires a certain amount of money up front before coverage kicks in.
Long and Short Term Disability
Long Term Disability is commonly available to employees when an illness or injury results in a substantial loss of work time, typically after three to six months. Most Long Term Disability plans replace 50% to 60% of the employee's monthly compensation.
Short Term Disability is a type of disability insurance coverage that can help you make ends meet should you become injured or ill and can’t work. Usually, Short Term disability coverage begins within one to fifteen days of the beginning of your disability. The coverage allows you to continue to receive pay at a fixed weekly amount or a set percentage of your income.
A retirement plans is a plan to put away money on a regular basis for retirement in the future.
– Today, only 42% of Americans have calculated how much they need to save for retirement.
– 30 percent of those who have 401K coverage available don’t participate.
– The average American spends 18 years in retirement.
• Catch-Up Contributions
Created so that older individuals would be able to set aside savings for retirement, Catch Up Contributions allows people over 50 to make additional contributions to their 401(k) s and/or individual retirement accounts. Originally set to end by 2011, the Pension Protection Act of 2006 made catch-up contributions and other pension-related provisions permanent.
Workplace wellness is a service that helps to keep your employees healthy. Some tactics recommended for workplace wellness are:
– Creating an environment that promotes physical activity throughout the workday.
– Promoting the use of walking or biking trails near your office for use during lunchtime.
– Bringing healthy food into the workplace for health-conscious employees to choose from.
– Offering healthy food options in vending machines and provide healthy foods during conferences, meetings and work-sponsored events.
– Providing a fast food guide for employees outlining healthy and unhealthy options when they must grab lunch on the go.
– Making modifications and upgrades to your employee’s workstations to make them more ergonomic.
– Creating an environment that reduces your employees’ stress.
– Enforcing emergency procedures within your facility.