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STORM SEASON
Important Note:

June through November our agency may become prohibited from binding coverage should a “Tropical Disturbance” enter the Gulf of Mexico or Caribbean Sea.

In these cases we may be unable to bind new coverage quoted in open proposals until the storm leaves our area and our binding authority has been restored.

Please arrange your coverage protection early to avoid this type of delay. While we regret any inconvenience, the carriers impose these restrictions on all agencies.

Small Businesses & Benefits: What You Need to Know

If you run a business with employees, employee benefits are a matter of major concern. Small, medium, or large company – if you have employees, you need to be well acquainted with your benefits options.

We know that great workers are drawn to firms that offer
attractive employee benefits. So what are the right benefits that will be most appealing to the kinds of workers you are trying to attract? And for that matter, what are the most relevant benefits you can offer based on your current employees?

The following are key employee benefits guidelines that will
help you hire and retain the best cost-effective workers:

1. Determine the kind of benefits required

The kinds of benefits you consider should be relevant to the kind of activities and risks your employees face. Benefits like wellness, life, vision, dental can be in the mix. It’s a good thing to talk with your employees, and develop a solid sense for what they will find most valuable.

2. Your Insurance Coverage Responsibilities

Working with an independent insurance agency and benefits specialist will help you find suitable benefits at a great rate. But finding and implement a benefits program requires more work.

The following are 3 important steps to follow to ensure employee benefits are to implemented successfully:

a. Deductions from the salary

The common practice today is that employees pay for benefits via their paychecks. It is your responsibility to ensure that this is done. Failure to follow up on this can have serious ramifications. Imagine a situation where the employee’s deductions haven’t been made for a number of months or even years. This can leave your company wide open to lawsuits and prosecution.

b. Workers who have Exited

The insurance coverage provider should be informed when an employee exits the company. This needs to be updated in a reasonable period of time. Otherwise, you may end up paying for benefits for employees that don’t exist.

c. New Employees

It is very important that you have a clearly defined process for new employees to become enrolled in your benefits plan. You also need to have excellent record keeping that tracks the benefits offered and the employee’s response.

3. Legal Compliance

Implementing a benefits plan can be fraught with legal implications. Laws governing benefits require that employee benefits must be offered by a company in a consistent manner. Things like ERISA, COBRA, and Medicare can all have an impact. Working with a rock-solid benefits consultant will ensure you navigate the benefits process while minimizing your risks associated with offering benefits.

And if you aren’t leveraging the expertise of a Benefits expert, please reach out to our team with questions. We’ll be sure to help connect you with the resources you need to help your company with whatever benefits challenges you face.