Dental

We offer dental plans through a number of companies. Some dental coverage plans can also be added to a group health plan.

To request more information please use our on-line contact form.

Disability

Most employers may feel they already have disability insurance through Workers' Compensation or Social Security. Unfortunately, this is not the case.

• Workers' Compensation covers only on-the-job occurrences so it cannot pay for sicknesses or accidents that occur off-the-job.
• Social Security disability benefits are meant for severe disabilities.

Having a disability insurance plan in place as an employee benefit protects both the employer and the employee. With the help of a case management approach that encourages the employee's return to work.

Differences between Short Term Disability (STD) and Long Term Disability (LTD)
STD usually pays benefits for non-work related disabilities soon after they start and continues benefits for a limited time… usually up to six months. Employers play a key role in designing the STD plan and usually pay most or all of the cost.

LTD provides benefits after STD benefits end. It is meant for long-lasting disabilities and usually includes benefits that encourage rehabilitation and return to work. In many cases, LTD may be offered on a voluntary basis.

For more details about STD and LTD insurance that employers can offer as employee benefits, please use our on-line contact form.

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Health Insurance

Coverage Plans Designed for You

• Group Health Savings Accounts (HSA)
  An HSA is a tax-exempt trust or custodial account established exclusively for the purpose of paying qualified medical expenses of the account beneficiary who, for the months for which contributions are made to an HSA, is covered under a high-deductible health plan.
  
  HSAs offer an impressive list of attractive features:
  • Funding flexibility — employer contributions and salary reduction contributions are all permissible.
  • No use-it-or-lose-it — employees may accumulate funds and self-direct investment in a tax-exempt trust or custodial account.
  • Ability to use funds for non-medical purposes, but with penalties.
  • Account portability for employees changing jobs.
  • Employees substantiate expenses.
  • Certain eligible family members may make contributions to an HSA on behalf of the eligible individual.
    
  Here's a link to the U.S. Treasury HSA Web site http://www.ustreas.gov/offices/public-affairs/hsa/.
  
  Click here to read the WPS Member HSA Summary Benefits.
  
  Click here to read the WPS Non-Member HSA Summary Benefits.

• Preferred Provider Plan (PPO) WPS Preferred Advantage Plus combines comprehensive benefits and freedom of choice with proven cost-saving strategies and flexible plan options designed to assure that you and your employees have access to affordable, quality health care.
  
  • No referrals
  • Freedom to choose providers
  • Comprehensive health benefits
  • Expansive preferred provider networks
  • Flexible plan options to fit any budget
  • Opportunity to limit annual out-of-pocket expenses
  
  Click here to read the WPS Member PPO Summary Benefits.
  
  Click here to read the WPS Non-Member PPO Summary Benefits.
  
  Participants can choose to see any health care provider, yet will still receive the highest level of benefits when they see preferred providers. That translates into lower out-of-pocket costs for participants and reduced benefit costs for everyone!

Satisfied Customers
In addition to WPS, we work with a number of other group health insurance companies. To request more information please use our on-line contact form.

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Life Insurance

Is $5,000 or $10,000 life insurance enough life insurance for each of your employees?

As employees reach certain life stages: marriage, purchasing a home, raising children, and putting children through college, their need for life insurance also increases. Some families would require more than $5,000 just to close out an employee's final bills and pay for burial expenses. Currently, many employees look to the workplace as a place to get life insurance at a good value.

Employers can offer life insurance in several ways.

They can add a "structured" program of life insurance to their employee benefits.

Or....

They can add a "voluntary" program where employees choose and pay for the life insurance amounts they need.

Finally, some employers blend the two concepts and provide a structured program as an employee benefit for all employees and then a voluntary program so employees can purchase additional amounts to fit their needs.

To find out how you can easily and economically add life insurance to your employee benefits, please use our on-line contact form.

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Long Term Care

What is Long-Term Care? Long-term care refers to a broad range of supportive medical, personal and social services needed by people who are unable to meet their basic living needs for an extended period of time. This may be caused by an accident, illness or frailty. Such conditions include the inability to move about, dress, bathe, eat, use a toilet, medicate and avoid incontinence. Also, care may be needed to help the disabled with household cleaning, preparing meals, shopping, paying bills, visiting the doctor, answering the phone and taking medications. Additional long-term care disabilities are due to cognitive impairment from stroke, depression, dementia, Alzheimer's, Parkinson's and so on. This support can be offered at home or in an institution.

The cost of a nursing home ranges from $30,000 to $80,000 per year. Home and community care can range from $12,000 to $50,000 per year. Statistics show that after paying for 1 year of long term care, 72% of elderly Americans are impoverished (Day, T. 2005. Long Term Link).

Click here for an article from Medigram about long term care.

To learn about how to protect your assets through acquiring Long Term Care Insurance please contact us using our on-line contact form.

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Voluntary Benefits

Voluntary — Means Benefits For Employer And Employee Alike!
Voluntary Employee Benefits can meet the needs of two groups — the employer and the employee. The employer can expand the employee benefit package at little or no additional cost; the employee can get valuable coverage with little or no underwriting requirements. The benefits offered should reflect the gaps in coverage. They could include such products as life insurance, disability income replacement, long-term care, or critical illness plans.

Voluntary employee benefits provide coverage that many people could not afford otherwise. Voluntary employee benefit products can fill gaps, providing employees with a greater choice, giving employers the satisfaction of retaining employees and knowing they are secure.

How effective are the products with employees? Since the inception of the voluntary product industry, most large employers have been offering these products for several years now.

Employees do view these as a tremendous benefit and most importantly they understand that these products are a benefit sponsored by their employer. As a result, the employer has enhanced their employee product portfolio and has incurred little or no additional costs. The employees, however, view these products as a great low cost benefit to themselves and their families.

The Bottom Line is that voluntary employee products and programs will enhance an employer's employee benefit portfolio and should increase the levels of employee satisfaction.

To learn more contact us through using our on-line contact form.