Flexible Benefits Plans, also referred to as Cafeteria Plans, were made possible through Section 125 of the Internal Revenue Service code created by the Revenue Act of 1978. These plans help make benefits more affordable for employees and provide additional benefit choices. Both employers and employees benefit from employee participation.
Flexible Benefits Plans offer both Premium Conversion Programs and Flexible Spending Accounts (FSA), which includes Dependent Care and HealthCare Reimbursement Plans. Flexible Benefit Plans allow employees to pay for qualified benefits with pretax dollars, which decreases their taxable income and increases their spendable income. As a result, the plans lower an employer’s payroll base and provide tax savings. These tax dollars saved can give employees the ability to pay for the additional options that are provided with Voluntary Insurance Benefits.
IRS Code Section 106 allows several types of Voluntary (employee-paid) Insurance products to be among the qualified benefits under a flexible benefits plan such as; Group Term Life, Accident, Cancer, Short Term Disability, and Medical Supplement plans.
Chimienti & Associates has partnered with various Third Party Administrators with a proven track record for service. These partnerships have allowed our Agency to offer discounted Administration Fees for a Flex Plan Set Up, when including our Voluntary Benefit Plans.
Through our market knowledge, Chimienti & Associates stays informed of all the trends and developments associated with Flexible Benefit Plans.
Chimienti Benefits Counselors can effectively communicate Flexible Benefits Plans to our clients through extensive program knowledge, interpersonal skills, and enrollment support materials. We utilize state of the art electronic enrollment capabilities including one-on-one Laptop Benefits Enrollment or Internet Web-based Enrollment options designed to best suit the client’s needs.