CobraOne and its affiliated divisions offer a broad array of employee benefit services to client partners through the United States. If a Healthcare Flexible Spending Account (FSA) or Health Reimbursement Arrangement (HSA) plan is not currently part of your employee benefit package you could b emissing an oustanding opportunity to enhance your emplyoee benefits package for little or no cost.

In addition, other services such as Family Medical Leave Act (FMLA) Administration may offer your company an opportunity to simultaneously:

Let us know if you would like to learn more about any of the other services we provide.

Flexible Spending Accounts—Section 125 Plan Cafeteria Plans (FSA)

If a healthcare FSA, dependent care FSA and or commuter benefit plan is not part of your current employee benefits package, then you’re missing an outstanding opportunity to enhance your employee benefits package for little or no cost, and potentially improve your company’s bottom line.

Section 125 Premium Only Plan
We can set up your Section 125 Premium Only Plan complete with Form 5500 information and plan document. A Premium Only Plan allows all employees to deduct healthcare premiums, dental premiums, and cancer premiums on a pre-tax basis under Section 125 of the IRS code. This can save on federal taxes, state taxes, and FICA taxes, for your employees. This can easily amount to roughly a 30% savings on their premiums. In addition, the employer saves the 7.65% FICA match on those same premiums, and if your Worker's Compensation premiums are a function of payroll you can save even more by lowering payroll. A double savings is always nice.

Section 125 Plan with Flexible Spending Accounts
We can also install the other portions of the act to include flexible spending accounts - in addition to the Premium Only Plan services mentioned above. If employees elect to participate in a Plan with Flexible Spending Accounts, each employee participating would often be charged a low monthly fee. This allows the employee and their family to pay for deductibles, coinsurance, unreimbursed medical and dental expenses and now some over the counter medicines are eligible too. The employer saves more of the 7.65% FICA on these monies set aside by employees too.

Simple to Implement, Easy to Use
Implementing your fully compliant flexible benefit plan is easy with our highly trained staff and industry leading, user-friendly Web-based system. Our system provides you and your participants’ access to important account and reporting information 24/7.

Additional Service Features

Employee Communication / Education Tools
Employee awareness and education are keys to driving FSA participation and increased contributions. We have developed a variety of effective electronic and printed communications to foster employee awareness about this valuable benefit.

(see www.ezflexplan.com/resourceone*)

*Please note that the information being provided is strictly a courtesy. When you link to any of the websites provided, you are leaving this site. Neither ResourceOne nor CobraOne makes any representation as to the completeness or accuracy of information provided at these sites. ResourceOne and CobraOne assume no liability for any direct or indirect technical or system issues or any consequences arising out of your access to or use of a third-party site. When you access one of these sites, you are leaving our website and assume total responsibility and risk for your use of the sites to which you link.

Family & Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.

FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.

FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:

Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work.

Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave.

Please contact us today so we can provide you a proposal for your FMLA Administration.

Health Reimbursement Arrangement's (HRA) are another major part of the growing trend toward greater healthcare consumer responsibility. With a professionally administered HRA becomes a timely and effective resource that benefits both you and your HRA participants. An HRA can be used in conjunction with a high deductible health plan to curb premium costs or with a Flexible Spending Account to help cover out-of-pocket expenses.

With our FSA and HRA Administration you get:

When it comes to employee benefit administration, we will tailor a benefits plan design exclusively for your company. Through individual consultations, we’ll ensure that your plan design fits your business needs. As your company grows, we’ll be there to adjust your plan to fit your changing needs.

Complete your Benefits Administration package with FSA Administration, HRA Administration, Direct Billing and Premium Only Plans (POP).