Welcome to AMS Blog

Let us know your thoughts, question and suggestions!



Friday, June 19, 2009

Do you know what to do when hiring your first employee to letting your first employee go?

Most small employers have little experience with the ins and outs of employees. What do you do first; I suggest a good HR program where there is no HR department to manage the day to day issues in managing employees.

A good HR program has the necessary resources to help you with;

1. Guidelines to conduct an interview
2. Employee Application
3. Employee Evaluation
4. IRS forms required to obtain a Tax ID number
5. State Guidelines and forms for taxes and insurance
6. Employee Handbook
7. State and Local laws
8. Maintain employee files
9. Employee termination and layoff, i.e., guidelines, forms, notification

When you will be hiring it will be necessary to have a payroll system in place to manage the necessary book work, form and checks required to pay an employee;

1. Payroll programs like bank systems and quicken
2. Payroll services
3. PEO (employee leasing)

Consider Benefit programs which will help you hire and retain employees. Part of you operational budget for employee cost like salary, bonus, benefits are important considerations. You can create a modest budget with the right plans and consultant.

1. Health, Dental, Vision and Life benefits
2. Pension Plans
3. Health Management and Education programs
4. Vacation and Sick leave

Resources are easy to obtain so that you can maintain the best employee management programs. Many small business employers do not always consider the many issues regarding employees and due to the constraints of managing a business it can be challenging.

While you can do the research by using the Federal Tax and Labor sites along with local State sites it is much easier to have all the information in one place.

A good online system such as our value added HR ANSERLINK program is free to clients when using one of our benefit programs or ABC Payroll our Payroll Affiliate.










































Thursday, June 18, 2009

Health Insurance



Agency Marketing Services
Lic.# 0294220
Individual and Family Health Plans Shop Online for an affordable Individual & Family HMO or PPO plan. All Major Companies represented.Short-Term Plans - Up to 12 Months of Temporary Coverage. Between Jobs, Temporary Employment & Students.
Medicare Supplements - Click for rates if you are 65+


Dental InsuranceGet Rates for individual and family dental plans. Rates, Benefits and Applications online...


Term Life Insurance Compare level premium low cost term life insurance plans. Provide security for your family at very affordable rates.
click on the blue links above:



Agency Marketing Services - Insurance License: 0294220

Need Insurance For Your Small Business? Health, Dental, Life, Vision Plans and More. Shopping for group insurance has never been easier or more convenient. We offer a wide selection of the biggest and best names in the business. With over 750+ group insurance plans in our nationwide database, you're certain to find a plan that will offer you the most value for your insurance dollar.

Shop and Compare Group Insurance Plans OnlineInsurance For Today's Progressive Small Business.

Click Here

Health care reform impacts dental benefits


Delta Dental educates Americans
The importance of considering how health care reform might impact dental benefits is the focus of the national Delta Dental Plans Association and located. They are helping to educate the public, regulators, lawmakers and policymakers about how oral health might be helped or hindered under new health care proposals put forward by Congress. The web site includes information about:


· The effects of poor oral health
· The connection between oral and overall health
· The significant differences between medical and dental benefits
· The importance of preventive dental treatment
· Implications of the potential new taxes on those who currently enjoy employer-sponsored dental benefits.


“Delta Dental is committed to including wider access to affordable dental care in overall health care reform,” says Gary D. Radine, president and CEO of Delta Dental of California, Pennsylvania and affiliated companies. “Given how important we know dental benefits are for promoting overall health, it is critical to preserve the deductibility of dental benefits for employers and individuals who purchase them,” says Radine.


Contact us for additional information;




800-334-7875

Largest nationwide dentist network


Delta Dental provides more access and cost-saving opportunities


Delta Dental maintains the largest network of dentists in the nation, a position we have held for more than five decades. A new report by NetMinder shows that our Delta Dental Premier® network has more than 128,500 dentists – 61,000 more dentists than our closest national competitor.


“Having the largest network of dentists in the nation is tremendously important because it offers more cost-saving opportunities to clients and enrollees through our fee agreements with network dentists. It also fulfills our commitment to promoting good oral health by creating greater access to affordable dental care,” says Gary Radine, president and CEO of Delta Dental of California, Pennsylvania and affiliated companies.


Delta Dental Premier® network
128,500 dentists

198,000 dentist locations
Delta Dental PPOSM network
68,000 dentists

120,000 dentist locations
DeltaCare® USA network
22,000 dentist locations


Statistics from Delta Dental Plans Association Network Analysis Quarterly Reports, March 2009.

Tuesday, June 16, 2009

California Health Insurance - Google Docs

Individual and Family Health Plans Shop Online for an affordable Individual & Family HMO or PPO plan. All Major Companies represented.

Thursday, June 11, 2009

Spot Trends in Business and Adapt!

Your business needs to be able to adapt and evolve with the ever-changing times, which means as a business owner, you need to be tuned in to what’s coming down the pipeline in your industry.

How can you spot the latest trends in your industry?

Listen – It might seem like a no-brainer, but listening is something business owners don’t do enough of. Ask your customers for feedback on your products and services and find out from them directly what they’re looking for next.

Pay attention – Read up on trade publications for your industry and any related industries that might impact/benefit your business, i.e. fashion, music, technology. Even makes a habit of reading about the industries that have nothing to do with his business.


Follow trends online – Trend-hunting Web (google it-Small Business Trends) can help to keep you in the know by serving up the daily trends. Social networks and chat rooms can also be a good source for discussion. When you see some common themes coming up in discussions, this is a clear indication of a new trend on the verge of breaking.


Trust your gut – When you dabble in an industry long enough, you start to develop an intuition for what to expect next. If you suspect something new might be on the rise, you’re probably right.

International Trend in Pension Plans


Excerpt: "Unless people prepare for it properly in advance, a perfect storm of demographic and financial trends could derail people's retirement plans, a global survey from HSBC Insurance finds. In its fifth annual Future of Retirement study, HSBC's It's Time to Prepare finds 9% of the 15,000 people it surveyed in 15 countries expect to delay their retirement because of the economic downturn and only 19% intend to retire as they had previously planned. Many are doing the opposite of what they should be doing: 17% are reducing retirement savings or have stopped saving for retirement altogether." (The National Post Company)


What should your strategy be for the long run so you do not allow the market to win, and keep you in the game? Dollar cost averaging has been the saving value for most people since it is simple and it works.


The market historically has highs and lows so that a $1 today buys a share of stock, while a $1 tomorrow can buy 2 shares or ½ a share. If you follow this strategy you gain market momentum which produces an upward trend line the same as when you look at the market over 10, 20 or 50 years.


The other consideration is determining your risk tolerance, changing that tolerance over time as you age to a more conservative position from a more aggressive position when you are younger.
If you study this strategy you will be certain of its success and less tempted to allow the market to dictate your be in or out of the market depending the markets ups and downs.

How can your company maintain benefits and reduce cost?

In these difficult economic time I am often asked how can I maintain benefits and reduce costs. While there is no easy answer, there are some way in which an employer may approach these issues. The following are some highlighted ideas to consider.


  1. Create a fixed budget for benefits within the scope of the companies ability to maintain costs. Develop a multiple plan offering for benefits; ie., HMO, PPO, HSA etc. from which employees can choose a plan which will best meet theirs and their family needs considering personal budget for benefits. Offer a Sec. 125 employee tax savings plan to help reduce the cost which are paid by the employee.

  2. Offer ancillary benefits which the employee can choose from and as above pay with tax benefited dollars on a voluntary basis. This may include; life insurance, dental insurance, supplemental accident policies, disability and long term care policies.

  3. Utilize an HRA self funded program with fixed risks to company expenses for claims and benefits, and combine with the above suggestions.

  4. Consider a combination HRA and HSA plan.

  5. Offer an HSA plan where some of the savings is funded by the company from premium savings.

  6. Initiate health and welfare programs for physical fitness, weight loss, smoking, diabetes and other programs. It has been proven that these programs provide for healthier employees, better work attendance, more productivity on the job, lower ultimate health cost and absenteeism.

We are available to consult with you about these and other programs which will benefit employees and employers.


info@amsinsure.com


800-334-7875

Friday, June 05, 2009

How can your company make the Best Employer list in your area.

Here is how one company made the Bay area list of best employer for the second year.

We are thrilled to be on the list for our second year in a row," said John Sensiba, Managing Partner of Ireland San Filippo. "While it's rewarding to make it on the list, even more important are the tangible changes we're able to make based on the survey's employee feedback. Particularly in today's economic climate, we are consistently challenging ourselves to be a role model in our industry and are actively improving what has already been established and recognized as a great working environment. Our goal is to not just be a 'best place to work' company, but to be the 'best place to work.'"

Over the three years that ISF has participated in the Best Places to Work Survey, the firm has utilized survey feedback to build upon existing best practices. The results include improved employee benefits, creative flexible working schedules, competitive compensation programs, increased software training tools, increased team-building activities and continuing education programs for employees.

We would like to know your thoughts.

Thursday, June 04, 2009

Why Government-Run Public Plan is Misguided

NOTE: There are many views on Health Care in the U.S. and many professionals in the Insurance and Health Care field share these views. Its our goal to present the facts and look for comments as the country moves into a major review and process of change.

• Reforms to the private insurance markets are widely recognized as necessary. But
the creation of a government-run public plan is a bad idea and a waste of
resources that would likely displace tens of millions of happily insured Americans
and exacerbate the worst elements of our current system: gross inefficiency, high
costs, and bureaucracy. Creating a mammoth, complex, hugely expensive, illdesigned
reform that is not likely to be popular when understood.

• As a prominent Lewin study concluded, a government-run public plan would
likely attract consumers not by virtue of superior performance on cost control and
quality, but by its ability to exploit unfair advantages that would tend to shift and
hide its costs away from enrollees and enrollee premiums.1 Nearly 6 out of every
10 Americans (118 million) with private coverage could lose their current health
care coverage, and 130 million Americans could end up on a government-run
health care plan if the government sets payment rates at Medicare rates.

• Expansion of government-run programs could also exacerbate the cost-shift that
already drives up average health care spending by $1,788 (or 10.7 percent)
annually per family.2 A government-run plan would exacerbate the cost shift
because when government payment rates are too low, providers shift costs to
private payers to make up the difference.

• Existing public plans provide less coverage and restrict provider access more than
the average employer-sponsored plan. The Congressional Budget Office (CBO)
estimated that the benefit package for Medicare is 15 percent below the average
employer-sponsored plan. Under Medicaid, specialists are often inaccessible
without long waits. Under a new government-run plan, Americans will find it
more and more difficult to make appointments with physicians and other health
care providers. This is because lower payments will make it increasingly
unaffordable for providers to see patients—particularly the increasing number of
patients with public coverage. o MedPAC: 30% of Medicare enrollees seeking a new primary-care physician have difficulty finding one o MedPAC: 30% of physicians taking no new Medicaid patients

• Public programs like Medicare moreover lag behind the private insurance industry
in terms of containing cost and improving quality. Medicare just recently started
refusing to pay medical care providers for ‘never events’ where a patient suffers a
knowable and catastrophic mistake such as having the wrong limb removed. The
private insurance market has been doing this for years.

• A government-run plan like Medicare does not have to comply with varying state
insurance regulations nor does it have to underwrite applications because
1 The Lewin Group, “The Cost and Coverage Impacts of a Public Plan: Alternative Design Options,” Staff Working Paper #4, April 6, 2008. 2 Millman, “Hospital and Physician Cost Shift Payment Level Comparison of Medicare, Medicaid, and Commercial Payers,” December, 2008. Medicare is open to all seniors at the same cost. Reforming the insurance market could significantly reduce administrative costs for private plans.

• Private insurers must build provider networks. These networks can include highvalue
providers and exclude low-quality providers. Except for certain
circumstances, including criminal acts, Medicare is forbidden from excluding
poor quality providers. It lets in everyone who signs up. So one question to ask is,
will a public plan have Medicare’s indifference to quality -- or invest in the cost
of a network?

• Private insurers must negotiate rates. Medicare just fixes prices using a statutory
and regulatory scheme. And anyone who imagines a public plan would be less
costly than private plans must keep the following issue front and center: In the
many procedure categories where Medicare’s statutory price does not cover full
provider costs, shortfalls are shifted to private payers who end up subsidizing the
public program. So, will a public plan negotiate rates or simply use fiat as a
means of gaining subsidies from private insurance?

• Private insurers must combat fraud -- or go out of business. Indeed, these payers
have every incentive to invest in antifraud personnel and strategies down to the
point where return and investment are equal. But anyone who thinks that a public
plan could serve as a "yardstick" for the private sector needs to consider
Medicare’s dismal record with regard to fraud, waste and other abuse.

• In fact, the total amount of Medicare fraud is unknown. The government does not
measure or estimate fraud in its programs; instead, it measures payments made “in
error.” According to Medicare's own most recent data, payments made in error
amount to over $10 billion annually. (Medicaid's payment errors in 2007 equaled
a whopping $32.7 billion, according to a report by the Department of Health and
Human Services.) Others have claimed Medicare’s payments made in error are
much higher. Even with the inclusion of the budget of the inspector general for
the Department of Health and Human Services, Medicare spends less than onefifth
of 1% on antifraud measures -- a small fraction of what private plans invest
in their efforts to build a network of honest providers.

• And because of the vagaries of politics, in four of the past five years Congress has
turned back Medicare’s pleas for $579 million of additional antifraud funding, on
the grounds that these dollars subtract from the budget funds for curing cancer
and anti-obesity campaigns. Based on experience, Congress will always
underinvest in fraud. Yet according to a House of Representatives Budget
Committee hearing in July 2007, return on investment for certain Medicare
antifraud measures were estimated to be in excess of 13-1. Will a public plan also
hemorrhage from fraud because of chronic Congressional underinvestment?
o “The significant size of Medicare’s erroneous payments suggests that the
program’s low administrative costs may come at a price.” MedPAC, March 2009
o “The traditional fee-for-service Medicare program does relatively little to
manage benefits, which tends to reduce its administrative costs but may raise its
overall spending relative to a more tightly managed approach.” CBO, December
2008 Private administrative costs cover important services like disease management programs
and research to determine which interventions actually work. It is ironic that the same
advocates who frequently cite the need for the government to spend billions in taxpayer
dollars to improve health outcomes are the same who decry the high administrative costs
in health care plans. As Ezekiel Emanuel, an adviser to President Obama on health care
(and brother of White House Chief of Staff Rahm Emanuel), wrote, “The idea that we
could wring billions of dollars in savings [from cutting administrative costs] is seductive,
but it wouldn’t really accomplish that much. For one thing, some administrative costs are
not only necessary but beneficial. Following heart-attack or cancer patients to see which
interventions work best is an administrative cost, but it’s also invaluable if you want to
improve care.”3 Additionally, Medicare loses up to $60 billion to Medicare fraud each
year due to inadequate scrutiny of claims. While private health providers pay (out of
administrative costs) for programs to keep fraud to a minimum, the federal government
invests little, and as a result taxpayers pay more.

• None of these considerations should be interpreted as a defense of the status quo,
or a denial of the fact that major health reform is needed.

• The creation of a government-run public insurance plan would make the
government the gatekeeper – the controller of prices and the provider of coverage.
Health care decisions would increasingly be made in Washington and subject to
political pressures that take into account neither patient needs nor economic
realities. The cost of the program would be such that the effort to pay for it would
become the central concern of American politics – crowding out other
government priorities. As is seen around the world, health care is a central part in
ballooning welfare states.

• There are really only two ways to keep costs under control: by building a real
marketplace in which cost-conscious consumers make choices in a more efficient
delivery system or by imposing arbitrary limits, determined by the government,
on care. 3 Ezekial Emanual and Shannon Brownlee, Washington Post Op-Ed, “5 Myths on Our Sick Health Care System,” November 23, 2008.

Sunday, May 31, 2009

Keeping your employees fit!


A study done for the California Department of Health Services on chronic disease, estimated that physical inactivity, obesity, and being overweight cost California $21.7 billion in direct and indirect medical care, workers' compensation, and lost productivity in the year 2000. These costs were projected to rise to over $28 billion in 2005. More than 75 percent of medical care costs are attributable to largely preventable chronic diseases.


Research from diverse and reputable sources report a significant relationship between employee health and fitness and increased productivity, reduced absenteeism, employee loyalty, and decreased health care costs associated with illness, injury, and worker compensation.

In these difficult economic times, implementing an employee wellness program may be one of the wisest business decisions you can make to reduce costs. If you invest in maintenance for equipment and facilities to achieve long-term cost efficiency, it makes sense to do it for your workforce.


In fact, the National Business Group of Health says employers can achieve a potential three to one ROI, or $300 for every $100 spent per employee, on implementing preventive services and health improvement programs.


Let us help you design a low cost employee health and fitness program. Many Health Plans offer value added programs and ancillary health programs can include value added health and fitness programs. One of the best ways to see these programs blossom and work is to offer small incenetives to employees using and maintaing these programs.


Contact us for more information at info@amsinsure.com or 800-334-7875.

Tuesday, May 26, 2009

Despite the Market Downturn, Participants Continue Contributions to Their Retirement Plans


Many financial publications show; a stay-the-course mentality that is either a stubbornness or inertia that could be hazardous to wealth. It's not that experts are suggesting ordinary investors ought to stop kicking funds into the retirement kitty or that they should completely overhaul the investment strategy. It's that investors can't ignore the last few years of volatility, as well as a decade where the broad market has been flat to down, when picking the proper investment strategy for their retirement savings. “Hewitt Associates released a study showing that, despite record losses in 401(k) accounts in 2008, savings and investing habits barely changed at all."


While this view counters the principal of Dollar Cost Averaging, one must consider the nature of savings for retirement. Anything short of a time line where someone is close to retirement and could be adversely affected by a down turn, the advantage of continued savings can far out way the loss of available dollars from not contributing to ones retirement plan.The simple idea of continuing to make contributions allows the principal of Dollar Cost Averaging to work over a long period of time. As one makes a contribution it is invested as the plan is instructed to by the plan participant at the cost of that investment for that contribution. In times of a good market the amount of savings may buy less of unit’s investment and when times are on a downturn the same contribution will buy more units of an investment. This therefore allows over a period of time to have a continual growth in funds and fund values which at any given moment in time may have more or less value.


The timing of when a person is going to retire should reflect the nature of the investment as to risk being high or low. In today’s market one can utilize life style or target investment vehicles where professionally managed funds will help to provide the best tools for someone not wanting to develop their own investment model.The most important consideration is that of time and not market volatility, as time shows that there is a general uptrend over many years, and while the market may dip further or may start a recovery which for some time does not get back to the previous highs, investing over time will prove to be the best hedge for long term growth.

Tuesday, May 19, 2009

2010 Minimums and Maximums for Health Savings Accounts Plans and High-Deductible Health Plans

On May 14, 2009, the Internal Revenue Service (IRS) released Revenue Procedure 2009-29,1 which announced various inflation-adjusted amounts for 2010 for Health Savings Accounts (HSAs) and High-Deductible Health Plans (HDHPs). The IRS calculates the annual adjustments using the 12-month period ending March 31.


The new numbers are shown in the chart below.


2010 Minimums and Maximums for HSAs* and HDHPs


Maximum
$3,050 Individual
$6,150 Family

Annual HSA Contribution
(up $50 from $3,000 in 2009) Individual
(up $200 from $5,950 in 2009) Family

Minimum
$1,200 Individual
$2,400 Family

HDHP Deductible
(up $50 from $1,150 in 2009) Individual
(up $100 from $2,300 in 2009) Family

Maximum
None Individual
None Family

HDHP Deductible
Maximum
$5,950 Individual
$11,900 Family

HDHP Expense ***
Out of Pocket (up $150 from $5,800 in 2009) Individual
(up $300 from $11,600 in 2009) Family


*HSAs, established by the Medicare Modernization Act (MMA) as of January 1, 2004, allow individuals or employers to contribute to an HSA as long as the individual is covered under an HDHP.

** As in 2009, individuals age 55 or over can contribute an additional $1,000 to their HSAs in 2010 and subsequent years.

*** The out-of-pocket expense does not include premiums.


Group Health Plans




Individual and Family Health Plans





Monday, May 18, 2009

The Business Owner’s Bonus Plan




Are you a business owner?
Is your business organized as an S corporation, partnership, or LLC?

If so, you probably have a big question on your mind: “What about me?” As a business owner, you spend time, money, and other resources to build your business. This includes the costs of recruiting, rewarding, and retaining key employees. But eventually you need to think about yourself and start saving for retirement.

“What About Me?”

Perhaps you have already helped some of your key employees prepare for retirement by offering supplemental benefits such as nonqualified deferral plans or salary continuation benefits. Or maybe you have offered your key employees 401(k) Look-Alike Plans or some sort of split dollar benefit. But as the owner of a “pass through” entity (S corporation, partnership, or LLC), you have been told that these arrangements are not available to you. So after helping your key employees save for retirement, you ask again: “WHAT ABOUT ME?” The answer to “What about me?” is the Business Owner’s Bonus Plan. The Business Owner’s Bonus Plan is personally owned benefit plans which can help small business owners create a tax-efficient source of supplemental retirement income.

Potential Benefits

The Business Owner’s Bonus Plan uses life insurance purchased with after-tax funds to provide both death benefit protection and cash value accumulation which can be used to supplement the business owner’s retirement income. This arrangement can be an effective strategy for providing a tax-efficient source of supplemental retirement income along with death benefit protection for the business or the owner’s family.

The Business Owner’s Bonus Plan can provide the following potential benefits for the business owner:

  • Supplemental Retirement Income – Bonuses are used to purchase a life insurance policy which accumulates cash values.


  • Tax-Deferred Growth – No income tax is payable while money is accumulating inside the life insurance policy.


  • Tax-Free Income1 – Provided the life insurance policy is not structured as a modified endowment contract (“MEC”), the business owner will be able to attain tax-free income through a combination of policy withdrawals and loans.


  • Income Tax-Free Death Benefit2 – The life insurance policy provides protection for the executive’s family in the event of death.


  • No IRS Distribution Requirements or Penalties – Distributions from a Business Owner’s Bonus Plan can occur before age 59 ½ without a premature distribution penalty from the IRS, and there are no required minimum distributions at age 70 ½ or thereafter.


Contact us for additional information: 800-334-7875 or email info@amsinsure.com

Wednesday, May 13, 2009

President Obam's Letter regarding initial Health Care Debate in Congress

Good afternoon,

You are receiving this email because you signed up at WhiteHouse.gov. My staff and I plan to use these messages as a way to directly communicate about important issues and opportunities, and today I have some encouraging updates about health care reform. The Vice President and I just met with leaders from the House of Representatives and received their commitment to pass a comprehensive health care reform bill by July 31.

We also have an unprecedented commitment from health care industry leaders, many of whom opposed health reform in the past. Monday, I met with some of these health care stakeholders, and they pledged to do their part to reduce the health care spending growth rate, saving more than two trillion dollars over the next ten years -- around $2,500 for each American family.

Then on Tuesday, leaders from some of America's top companies came to the White House to showcase innovative ways to reduce health care costs by improving the health of their workers. Now the House and Senate are beginning a critical debate that will determine the health of our nation's economy and its families. This process should be transparent and inclusive and its product must drive down costs, assure quality and affordable health care for everyone, and guarantee all of us a choice of doctors and plans.

Reforming health care should also involve you. Think of other people who may want to stay up to date on health care reform and other national issues and tell them to join us here:

http://www.whitehouse.gov/EmailUpdates

Health care reform can't come soon enough. We spend more on health care than any country, but families continue to struggle with skyrocketing premiums and nearly 46 million are without insurance entirely. It is a priority for the American people and a pillar of the new foundation we are seeking to build for our economy. We'll continue to keep you posted about this and other important issues.

Thank you,

Barack Obama

P.S. If you'd like to get more in-depth information about health reform and how you can participate, be sure to visit http://www.HealthReform.gov.

Tuesday, May 12, 2009

Benefit News



  • Newsletters: click here to view

    Employee Benefit Newsletter current issue here
    The latest benefit information for Business Owners, HR Managers, CFO’s. We cover changing markets and legislation, along with what others are doing today and looking into the future of benefits.



    Business Edge Newsletter current issue here
    Keeping the business owner up to date on financial news, benefits and resources to help manage your business.



    Financial Monitor Newsletter current issue here
    Stay abreast of current financial topics for Individuals and Families.



    21st Century Retirement Planning Newsletter is up to date, informative and packed with ideas you will want to know about now in planning for retirement."

Insurance Online

click here

Need Insurance For Your Small Business? Health, Dental, Life, Vision Plans and More. Shopping for group insurance has never been easier or more convenient. We offer a wide selection of the biggest and best names in the business. With over 750+ group insurance plans in our nationwide database, you're certain to find a plan that will offer you the most value for your insurance dollar.

Friday, May 08, 2009

Controversary on Taxing Employer Provided Health Care


Chairman of the House Ways and Means committee Representative Charles Wrangle said he could not support the taxing of health care paid for by business.


Under current law, employers can take tax deductions for their contributions to the cost of employee health insurance, and the benefits are not counted as taxable income to workers.


While the Senate Chairman of the Finance committee said he would support this idea and Mr. Wrangle had not suggested an alternative to how to fund health care for the people currently 45 million uninsured, it is President Obama who has suggested that the tax be used for that purpose. This idea was originally floated by Senator MC Cain and rejected by President Obama who latter changed his support on recommendations from his advisers.


Many in Business, Labor Unions and others have stepped up there criticism of the idea of taxing business financed health care for employees. Eliminating the tax break “has a huge potential of destabilizing the private market and leaving more Americans uninsured.


While there will be many more discussions as Health Care is a candidate for change, it is unsure on the direction which the President, Congress and the public take over the next several months. Stay tuned and informed, as well as consider voicing your opinion by writing your congress people and senators.


Thursday, March 26, 2009

Independent Businesses Can Cost Effectively Add Valuable Retirement Planning Tools to Employee Benefits

Independent businesses can cost effectively add value to employee benefit packages by including a simple retirement planning software tool for employees to track and manage their personal retirement scenario, according to financial planning software experts (http://www.amsinsure.com/).

Reported in early march by The Wall Street Journal the Obama Administration’s 2010 budget requires businesses two years and older with more than 10 employees to automatically enroll them in retirement savings plans. Leading associations for businesses affected by the mandate, the National Federal of Independent Businesses (http://www.nfib.com/) and the National Small Business Association (http://www.nsba.biz/), have expressed interest in the financial and risk consequences of the proposal.


"Although the costs and details are under debate, there is almost universal agreement that small businesses will become more involved in their employees’ retirement preparation and planning,”. “Experience tells us that whether by government mandate or voluntary participation, small businesses that deepen their commitment to employees’ long-term financial well-being will gain loyalty and competitive advantage.”


“Employers that Maintain Benefits Through Tough Times Will Gain Loyalty,” an article in the Credit Union Times (http://www.cutimes.com/) cites remarks by Dallas Salisbury, president of the Employee Benefits Research Institute (http://www.ebri.org/).


The entity that can maintain its benefits through this process is going to be in the strongest position in terms of retaining employees and adding to the workforce. If … it worked its way through it and honored all its commitments, it will have earned loyalty … When times are tough is when you can build your strongest bonds with your workers. Don’t be shy about communicating to your employees that you’re doing this as a matter of conscious decision making. It may squeeze earnings a little, but it is important.


Pension Plans…for more on how to start a retirement savings program for your company.