access-benefits.com

The Access Group

Gain a competitive advantage from health care reform. Make health insurance work for you. Acquiring and retaining top talent is a challenge. Non-Qualified Deferred Compensation plans (also known as Supplemental Executive Retirement Plans, Top Hat compensation) vary in complexity. Call us to discuss our proprietary solutions designed for your key employees. 401(K) / Qualified Retirement Plans. Offering a 401(K) retirement plan is a necessary benefit for attracting and retaining top talent, but fiduciary r...

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Access Group

Stewart Logan

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Alg●●●uin , Illinois, 60102

United States

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Access Group

Stewart Logan

50 C●●●● St.

Alg●●●uin , Illinois, 60102

United States

1.63●●●●3000

we●●●●●●●●@futurelinkit.com

View this contact

Access Group

Stewart Logan

50 C●●●● St.

Alg●●●uin , Illinois, 60102

United States

1.63●●●●3000

we●●●●●●●●@futurelinkit.com

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Gain a competitive advantage from health care reform. Make health insurance work for you. Acquiring and retaining top talent is a challenge. Non-Qualified Deferred Compensation plans (also known as Supplemental Executive Retirement Plans, Top Hat compensation) vary in complexity. Call us to discuss our proprietary solutions designed for your key employees. 401(K) / Qualified Retirement Plans. Offering a 401(K) retirement plan is a necessary benefit for attracting and retaining top talent, but fiduciary r...

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The Access Group | access-benefits.com Reviews

https://access-benefits.com

Gain a competitive advantage from health care reform. Make health insurance work for you. Acquiring and retaining top talent is a challenge. Non-Qualified Deferred Compensation plans (also known as Supplemental Executive Retirement Plans, Top Hat compensation) vary in complexity. Call us to discuss our proprietary solutions designed for your key employees. 401(K) / Qualified Retirement Plans. Offering a 401(K) retirement plan is a necessary benefit for attracting and retaining top talent, but fiduciary r...

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access-benefits.com

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Ancillary Benefits | The Access Group

http://access-benefits.com/ancillary-benefits

Fifth Annual Study of Employee Benefits. 66% of employees stated that “offering voluntary benefits increases the overall value of their benefits.” Group health insurance remains the backbone to employee benefit packages, but there are multiple options (both employer-paid and voluntary) which help round out the health insurance component. These benefits include:. Accidental death and dismemberment insurance. Disability insurance (long-term and/or short-term). Critical illness and cancer insurance.

2

MERP | The Access Group

http://access-benefits.com/merp

The Medical Expense Reimbursement Plan (MERP) is designed to reverse “adverse selection.” The MERP is designed as a supplemental medical plan. Employees who are on the existing employer medical plan who are eligible for and entitled to benefits elsewhere are eligible to participate in the MERP. Highlights of the MERP include:. No financial risk to the employer: If costs are not reduced, we do not get paid. Benefits: No reduction in benefits to participants. 2016 The Access Group. Send me a copy.

3

Group health insurance captive | The Access Group

http://access-benefits.com/group-health-insurance-captive

Group health insurance captive. Group health insurance captive. The State of Healthcare in Illinois:. The cost of group health insurance for businesses represents the second largest expense in many cases, trailing only payroll. The average annual cost per family is $13,000. With impending “pay or play” regulations for employers with greater than 50 employees, providing affordable group health insurance is a competitive advantage for a company in this economy. 70% of health insurance claims are preventable.

4

Exit Strategy | The Access Group

http://access-benefits.com/exit-strategy

For a business owner, retiring and walking away from a business that you built from the ground up is a difficult task. This process is made more difficult when tax issues, legal issues, outside business valuation issues, internal business issues, family control issues, and wealth management issues are all part of the equation. 64% of business owners have no plan to minimize capital gains taxes and estate taxes (PriceWaterhouse, 2006). Is the business to stay in our family? Creating an exit plan may not b...

5

401(K) Retirement Plans | The Access Group

http://access-benefits.com/401k-retirement-plans

Is your 401(K) a benefit or a burden? Offering a 401(K) retirement plan for your employees is a necessary benefit for attracting and retaining quality employees, but increased fiduciary risk and compliance burdens create challenges for many small- and middle-market employers. How many business owners and executives sit at their desk and “dig into” the plan documents? As a fiduciary, you have unlimited personal financial liability? Individual participants can sue plan sponsors and fiduciaries? Please incl...

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Gain a competitive advantage from health care reform. Make health insurance work for you. Acquiring and retaining top talent is a challenge. Non-Qualified Deferred Compensation plans (also known as Supplemental Executive Retirement Plans, Top Hat compensation) vary in complexity. Call us to discuss our proprietary solutions designed for your key employees. 401(K) / Qualified Retirement Plans. Offering a 401(K) retirement plan is a necessary benefit for attracting and retaining top talent, but fiduciary r...

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