Group medical benefits are essential for employers and employees, crucial for talent retention with options including fully insured, level funded, and self-funded plans with stop loss coverage; ASO plans typically offer the lowest costs, and at SIS, we optimize service and pricing through close collaboration with administrators and carriers, emphasizing cost management via coaching, counseling, and health programs, while rising healthcare and pharmacy costs prompt employers to seek brokerage advice for effective spending management and enhanced benefits, necessitating ongoing review and training with carrier partnerships to sustain cost containment strategies.

Pharmaceutical costs are rising sharply, creating an opportunity for our clients to manage expenses amid industry transparency issues; competitive RX/network pricing and services are essential, serving both large chains and local pharmacies to meet workforce needs. At SIS, we evaluate client pharmacy networks, propose solutions to cut costs, and potentially enhancing benefits and employee satisfaction with our in-network drug cards and RX discount cards, reducing expenses for employers and employees while effective pharmacy benefits can reduce claim costs or prevent occurrences altogether.

Dental plans are essential components of a comprehensive benefits package, providing employees with extensive provider networks and opportunities for savings, choice, and convenience. Managing overall costs involves considerations such as cost efficiency, claim service quality, provider networks, and adherence to reasonable pricing standards. Employers typically cover employee costs and share dependent costs. At SIS, we collaborate with top Dental providers, continually assessing their networks and pricing to ensure they align optimally with our clients’ needs while containing costs effectively.

Vision plans play a critical role in enhancing workplace performance and safety by improving visual acuity on-site. At SIS, we work closely with leading Vision providers to offer robust coverage options that support employee wellbeing and productivity. Continual evaluation of provider networks and pricing helps us maintain cost-effective solutions for our clients, ensuring comprehensive vision care coverage.

Group Long Term Disability (LTD) and Short-Term Disability (STD) are highly valued benefits for our clients’ workforce. These plans can be employer-paid, cost-shared, or employee-paid. Their primary purpose is income replacement when disability prevents work, requiring effective claims management and thoughtful plan design to facilitate employees’ return to work. Given today’s rising living costs, selecting the optimal plan design is crucial. Employers often supplement with Voluntary STD to enhance income replacement. SIS excels in delivering cost-effective disability solutions tailored to employee needs.

Today’s workforce requires sufficient life insurance coverage; our clients provide employer-paid life insurance and optional Supplemental Term Life, with personalized counseling to determine suitable coverage reflecting diverse lifestyles, emphasizing its importance through career changes or retirement. Clients also offer Employee Paid Voluntary Term Life, Voluntary Whole Life, or Universal Life plans with extended coverage and Long-Term Care riders to manage rising care costs, aiming to equip employees with resources for future financial and emotional challenges, including concierge care, accelerated death benefits, and chronic disease riders.

HRA’s are employer funded plans that reimburse employees for qualified medical expenses. These plans have the feature of a tax deduction for employer for reimbursements made through the plans and the reimbursement funds received by employees are tax-free.

FSA’s are special plans where employees can set aside pre-tax income into an account that that pays for healthcare costs and dependent care costs and can include over the counter items, Dental and Vision care. We have multiple carrier partners who provide these services to the employer at no cost!

HSA’s are tax-favored savings accounts plans that pair with a High Deductible Health plan (HDHP) and used to help employees pay for qualifying medical expenses. As with FSA’s, our carrier partners will provide the administration of HSAs at no cost to our clients.

Voluntary Benefits include Cancer Insurance, Critical Illness, Hospital Indemnity, Short Term Disability, Permanent Life. In addition, other benefits such as Pet Insurance have become extremely popular. Voluntary Benefits are very beneficial to employers today and in demand by your employees. This can include a host of products that can fill gaps in coverage such as deductibles, out-of-pocket costs, wellness visits and co-pays.

Group medical benefits are essential for employers and employees, crucial for talent retention with options including fully insured, level funded, and self-funded plans with stop loss coverage; ASO plans typically offer the lowest costs, and at SIS, we optimize service and pricing through close collaboration with administrators and carriers, emphasizing cost management via coaching, counseling, and health programs, while rising healthcare and pharmacy costs prompt employers to seek brokerage advice for effective spending management and enhanced benefits, necessitating ongoing review and training with carrier partnerships to sustain cost containment strategies.

Pharmaceutical costs are rising sharply, creating an opportunity for our clients to manage expenses amid industry transparency issues; competitive RX/network pricing and services are essential, serving both large chains and local pharmacies to meet workforce needs. At SIS, we evaluate client pharmacy networks, propose solutions to cut costs, and potentially enhancing benefits and employee satisfaction with our in-network drug cards and RX discount cards, reducing expenses for employers and employees while effective pharmacy benefits can reduce claim costs or prevent occurrences altogether.

Dental plans are essential components of a comprehensive benefits package, providing employees with extensive provider networks and opportunities for savings, choice, and convenience. Managing overall costs involves considerations such as cost efficiency, claim service quality, provider networks, and adherence to reasonable pricing standards. Employers typically cover employee costs and share dependent costs. At SIS, we collaborate with top Dental providers, continually assessing their networks and pricing to ensure they align optimally with our clients’ needs while containing costs effectively.

Vision plans play a critical role in enhancing workplace performance and safety by improving visual acuity on-site. At SIS, we work closely with leading Vision providers to offer robust coverage options that support employee wellbeing and productivity. Continual evaluation of provider networks and pricing helps us maintain cost-effective solutions for our clients, ensuring comprehensive vision care coverage.

Group Long Term Disability (LTD) and Short-Term Disability (STD) are highly valued benefits for our clients’ workforce. These plans can be employer-paid, cost-shared, or employee-paid. Their primary purpose is income replacement when disability prevents work, requiring effective claims management and thoughtful plan design to facilitate employees’ return to work. Given today’s rising living costs, selecting the optimal plan design is crucial. Employers often supplement with Voluntary STD to enhance income replacement. SIS excels in delivering cost-effective disability solutions tailored to employee needs.

Today’s workforce requires sufficient life insurance coverage; our clients provide employer-paid life insurance and optional Supplemental Term Life, with personalized counseling to determine suitable coverage reflecting diverse lifestyles, emphasizing its importance through career changes or retirement. Clients also offer Employee Paid Voluntary Term Life, Voluntary Whole Life, or Universal Life plans with extended coverage and Long-Term Care riders to manage rising care costs, aiming to equip employees with resources for future financial and emotional challenges, including concierge care, accelerated death benefits, and chronic disease riders.

HRA’s are employer funded plans that reimburse employees for qualified medical expenses. These plans have the feature of a tax deduction for employer for reimbursements made through the plans and the reimbursement funds received by employees are tax-free.

FSA’s are special plans where employees can set aside pre-tax income into an account that that pays for healthcare costs and dependent care costs and can include over the counter items, Dental and Vision care. We have multiple carrier partners who provide these services to the employer at no cost!

HSA’s are tax-favored savings accounts plans that pair with a High Deductible Health plan (HDHP) and used to help employees pay for qualifying medical expenses. As with FSA’s, our carrier partners will provide the administration of HSAs at no cost to our clients.

Voluntary Benefits include Cancer Insurance, Critical Illness, Hospital Indemnity, Short Term Disability, Permanent Life. In addition, other benefits such as Pet Insurance have become extremely popular. Voluntary Benefits are very beneficial to employers today and in demand by your employees. This can include a host of products that can fill gaps in coverage such as deductibles, out-of-pocket costs, wellness visits and co-pays.

Group medical benefits are essential for employers and employees, crucial for talent retention with options including fully insured, level funded, and self-funded plans with stop loss coverage; ASO plans typically offer the lowest costs, and at SIS, we optimize service and pricing through close collaboration with administrators and carriers, emphasizing cost management via coaching, counseling, and health programs, while rising healthcare and pharmacy costs prompt employers to seek brokerage advice for effective spending management and enhanced benefits, necessitating ongoing review and training with carrier partnerships to sustain cost containment strategies.

Pharmaceutical costs are rising sharply, creating an opportunity for our clients to manage expenses amid industry transparency issues; competitive RX/network pricing and services are essential, serving both large chains and local pharmacies to meet workforce needs. At SIS, we evaluate client pharmacy networks, propose solutions to cut costs, and potentially enhancing benefits and employee satisfaction with our in-network drug cards and RX discount cards, reducing expenses for employers and employees while effective pharmacy benefits can reduce claim costs or prevent occurrences altogether.

Dental plans are essential components of a comprehensive benefits package, providing employees with extensive provider networks and opportunities for savings, choice, and convenience. Managing overall costs involves considerations such as cost efficiency, claim service quality, provider networks, and adherence to reasonable pricing standards. Employers typically cover employee costs and share dependent costs. At SIS, we collaborate with top Dental providers, continually assessing their networks and pricing to ensure they align optimally with our clients’ needs while containing costs effectively.

Vision plans play a critical role in enhancing workplace performance and safety by improving visual acuity on-site. At SIS, we work closely with leading Vision providers to offer robust coverage options that support employee wellbeing and productivity. Continual evaluation of provider networks and pricing helps us maintain cost-effective solutions for our clients, ensuring comprehensive vision care coverage.

Group Long Term Disability (LTD) and Short-Term Disability (STD) are highly valued benefits for our clients’ workforce. These plans can be employer-paid, cost-shared, or employee-paid. Their primary purpose is income replacement when disability prevents work, requiring effective claims management and thoughtful plan design to facilitate employees’ return to work. Given today’s rising living costs, selecting the optimal plan design is crucial. Employers often supplement with Voluntary STD to enhance income replacement. SIS excels in delivering cost-effective disability solutions tailored to employee needs.

Today’s workforce requires sufficient life insurance coverage; our clients provide employer-paid life insurance and optional Supplemental Term Life, with personalized counseling to determine suitable coverage reflecting diverse lifestyles, emphasizing its importance through career changes or retirement. Clients also offer Employee Paid Voluntary Term Life, Voluntary Whole Life, or Universal Life plans with extended coverage and Long-Term Care riders to manage rising care costs, aiming to equip employees with resources for future financial and emotional challenges, including concierge care, accelerated death benefits, and chronic disease riders.

HRA’s are employer funded plans that reimburse employees for qualified medical expenses. These plans have the feature of a tax deduction for employer for reimbursements made through the plans and the reimbursement funds received by employees are tax-free.

FSA’s are special plans where employees can set aside pre-tax income into an account that that pays for healthcare costs and dependent care costs and can include over the counter items, Dental and Vision care. We have multiple carrier partners who provide these services to the employer at no cost!

HSA’s are tax-favored savings accounts plans that pair with a High Deductible Health plan (HDHP) and used to help employees pay for qualifying medical expenses. As with FSA’s, our carrier partners will provide the administration of HSAs at no cost to our clients.

Voluntary Benefits include Cancer Insurance, Critical Illness, Hospital Indemnity, Short Term Disability, Permanent Life. In addition, other benefits such as Pet Insurance have become extremely popular. Voluntary Benefits are very beneficial to employers today and in demand by your employees. This can include a host of products that can fill gaps in coverage such as deductibles, out-of-pocket costs, wellness visits and co-pays.