What is the Flexible Benefit System?

    CapStone Insurance Group designed the Flexible Benefit System at the urging of our clients. Providing a comprehensive, flexible plan that is presented in a simple to follow format, has proven to be a win-win formula.  We know the small business owner wears many different hats throughout the day and that time is a valuable commodity.  We have stream lined the process ensuring the time you spend with us is valuable. There are 3 plan types, Platinum Plus, Platinum and Gold. Each plan is designed for specific levels of an organizations development. Knowing that every business is unique and face uniqe challenges, we wanted to design plans that lay solid foundations but yet are  flexable to address your specific areas of concern.    

     We understand that the largest benefit an organization provides is employment itself. By specializing in small business we have been able to leverage years of experience to provide benefit solutions at NO-COST to your organization. For years the small business owners have been competing against corporate America for quality employees. In many cases these small business have been able to deliver a much better work environment and have even been able to be competitive in pay. However, offering employee benefits for some have been out of reach.  

     Funding employee benefit programs remain a top concern for business owners of all sizes. This is especially true for the clients we serve.  Unfortunately these are real concerns that  don’t look to change in the near future.The key strategy for most employers is to find a program that their employees can participate in without the business owner having to contribute. The plans we have developed allow for this strategy.  

Platinum Plus

• Group Health Coverage (Company contribution required)
• Personal Retirement Counseling
• Flexible Spending Accounts (F.S.A.)
• Section 125 Pretax Plan
• Disability (Group/Individual)
• Life Insurance (Group/Individual)
• Medical Bridge Plan
• Cancer Plan
• Accident Plan
• Critical Illness
• Dental/Vision
• Computerized Enrollment System
• Cost Containment Strategy Counseling
• Monthly Employee Appreciation Awards
• Human Resource  Data Base Website (CHR Answers Now)
• Hidden Pay Check Analysis
• Stay Fit Health Programs

Platinum

•  Limited or Individual Health Plans (Company Contribution Optional)
• Personal Retirement Counseling
• Section 125 Pretax Plan
• Disability (Group/Individual)
• Life Insurance (Group/Individual)
• Cancer Plan
• Accident Plan
• Critical Illness
• Computerized Enrollment System
• Cost Containment Strategy Counseling
• Monthly Employee Appreciation Awards
• Human Resource  Data Base Website (CHR Answers Now)

Gold

•  Limited Health Plans (Company Contribution Optional)
• Personal Retirement Counseling
• Section 125 Pretax Plan
• Disability (Individual)
• Life Insurance (Individual)
• Cancer Plan
• Accident Plan
• Critical Illness
• Computerized Enrollment System
• Cost Containment Strategy Counseling
• Quarterly Employee Appreciation Awards
• Human Resource  Data Base Website (CHR Answers Now)

According to a recent survey employer-sponsored health coverage premiums have rose 87% over the last 6 years. Employers recognize the value of voluntary benefits as a cost containment strategy to those increases. As well, these products have no direct cost to the employer. Employees embrace these types of plans because of their versatility to be tailored to the individual persons needs. Our clients report higher employee satisfaction, increased productivity and a competitive hiring advantage after establishing these types of programs. Many Americans have found themselves in financial crisis as a result of a serious illness or accident. 

        Current studies indicate that many Americans live pay check to pay check. Missing a week or more of work can be catastrophic to their financial stability. Because typically these policies pay cash directly to the policy holder, and in many case much more than a Short Term Disability policy would allow under Federal Law. Numerous policy holders have expressed that these policies where the only financial support they received while recovering from their debilitating event. It’s easy to see why so many Employers have made this a part of their benefit packages.