We will provide your company with innovative employee benefit programs that will meet your organization’s goals and objectives, helping you recruit and retain top-quality employees.

With employee benefits now comprising the largest non-payroll expense for most employers, it is important to partner with a brokerage firm that can offer a benefit program that meets your organization’s goals and objectives. The mission of Hoffman Brown Company’s Group Benefits Department is to support our client’s desire to provide the best possible benefits options for their employees and their families at the most competitive pricing. We seek to simplify the lives of your human resources administration by providing benefits, tools, and education designed to make the process of employee benefits management as easy as possible.

It is our objective to assist you in building an innovative employee benefits program which includes plan design and analysis, broad-based marketing, carrier selection and implementation, employee communication and renewal/contract negotiations and ongoing administrative assistance.  We offer these hands-on comprehensive services to businesses of all sizes and industries and our team strives to ensure that you fully understand all aspects of the benefits package and helps you make an informed decision that is right for your business.

We focus on your Employee Benefit needs which can include health, life, dental, vision, long-term care, disability and supplemental insurance coverages for both groups and individuals. We seek to customize insurance options to meet the specific needs of our clients while seeking affordable, yet comprehensive insurance products.

It is our commitment to building partnerships through collaboration with our clients and their insurance carriers.

  • Medical Insurance
  • Dental

    In an increasingly competitive environment, a strong benefits package can play a key role in attracting and retaining good employees.  A majority of Americans agree that taking care of their mouth, teeth and gums is a necessity and yet only about one-third say they do an “excellent” job. Having dental benefits can fill in the oral health gap as it encourages visits to the dentist that more than likely will prevent current and future dental problems. DHMO (also known as Pre-paid Plans) DHMO Plans contract with specific dentists to provide a defined set of comprehensive benefits.  A participant must select a dentist from the carrier’s list of providers at the time of enrollment.  There are typically no deductibles, no waiting periods and no annual maximums with DHMO plans.  Members simply pay a scheduled co-pay when services are rendered. PPO Dental Plans Dental PPO plans typically have deductibles, co-insurance (shared costs such as 80/20%), and annual maximums.  Like Medical PPO plans, Dental PPO plans provide two levels of coverage:

    • In Network: Using dentists who agree to a reduced fee, saving the member on their dental.
    • Out of Network : Members may opt to go outside of the list of providers, however, their out-of-pocket costs will be substantially higher.

    Pricing can vary greatly based on plan design – such as coinsurance levels, copayment amounts, maximums, deductibles, waiting periods, limitations and exclusions – are all levers used to control price.  Generally, the more the plan covers, the higher the premium.

  • Vision

    Vision Insurance can provide an answer to the high cost of necessary eye exams, eye glasses or contact lenses. Annual eye exams are an indispensable component of overall good healthcare for the whole family. A recent publication from VSP Vision reported the following: Babies: About 80% of what they learn is through their eyes. Children: Studies show that 60% of students identified with learning disabilities have undetected vision troubles. Adults: Even if you’ve had laser vision surgery or have naturally good eyesight, you still need an annual eye exam.  Vision care doctors can detect signs of health conditions during your eye exam. Seniors:  As we age, we are more susceptible to cataracts, glaucoma and macular degeneration.   Detecting these conditions early can help keep your eyes. Most vision plans have a network of eye doctors they contract with to provide you with the maximum level of benefits.  On average, benefits include:

    • Eye Exams
    • Contact Lenses
    • Eye Glass Frames & Lenses
    • Discounts on laser vision correction
  • Health Savings Accounts (HSA)

    A health savings account, or HSA, is a valuable supplement to standard health insurance.  High deductible health plans associated with these savings accounts allow individuals or family members to pay lower insurance premiums while avoiding taxation on their medical expenses.  The funds that accumulate in an HSA help people build up a nest egg for any medical or non-medical needs they may have after retirement.

  • Health Reimbursement Arrangements/Accounts (HRA)

    Health reimbursement accounts or (HRA) are internal revenue service (IRS) sanctioned programs that reimburse employees for qualified medical expenses including health insurance premiums.  HRA is an employer sponsored and funded health insurance plan in which an employer reimburses a participating employee with the amount that he/she has paid as medical expenses, thus earning tax advantages to offset health care costs.  An employer can limit their HRA by establishing a limit on their contributions. HRA’s are initiated by an employer and serviced by a third-party administrator or plan service provider.

  • Group Term Life Insurance

    A group term life insurance plan provides coverage to a group of people.  Employee workforces, labor unions and organizations are just a few types of groups that can be covered by this type of plan.  Group term life plans provide benefits for both eligible applicants and the plan sponsors.  However, it also has some drawbacks such as portability issues and the potential taxation of policy benefits.

  • Section 125 Plans/Cafeteria Plan

    An employer offers a choice of salary or specified non-taxable benefits from which participating employees may select.  The plan may be funded with employer contributions, employee contributions (usually through salary reduction agreements) or a combination of both.

  • Short and Long Term Disability

    An employer offers a choice of salary or specified non-taxable benefits from which participating employees may select.  The plan may be funded with employer contributions, employee contributions (usually through salary reduction agreements) or a combination of both.

  • COBRA Administration

    COBRA is essentially a temporary continuation of a health plan for a worker and /or his family at their own expense.  The option is available if certain events occur that would otherwise result in a loss of those health benefits.

  • Flexible Spending Plans

    A flexible spending account (FSA) is a tax-sheltered plan that is offered through employers as part of their cafeteria plan benefits.  Employers are not required to offer their employees FSAs however, they can provide a substantial incentive for employees with certain types of expenses, such as medical or dependent care.

  • Voluntary Benefits

    Voluntary benefits are employee benefits paid for by the employee rather than the employer, although the employer will pay for the administration, which is provided by a third-party.

  • AFLAC Supplemental Benefits

    AFLAC is the largest provider of supplemental insurance in the USA.  AFLAC underwrites a wide range of insurance policies which pays cash benefits when a policyholder has a covered accident or illness.

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The information contained on this page is provided for informational and educational purposes only. The descriptions of coverages listed on this website are brief and subject to the provisions, limitations, and exclusions that can only be expressed in your policy and related endorsements. Additionally, this site contains only general information on insurance issues and may not reflect the most current developments in insurance coverage and is unlikely to apply in all factual scenarios. The information does not include all the terms, coverages, exclusions, limitations or conditions that may be contained in the actual insurance contract language. The policies themselves must be read for those details.

COVID-19 Update:

The Coronavirus, officially COVID-19, has become a global health emergency. One of the measures Hoffman Brown Company has taken to keep our CLIENTS and Teammates safe was to design a complete virtual work environment. For the foreseeable future, our colleagues will be conducting business virtually to avoid any disruption in our ability to serve you. These measures are based on the CDC’s guidance and will evolve with the situation. Please know that we are fully functional, available and look forward to being of service.