How can you be sure your company is on the right benefits plan? Is it possible you are paying too much for the coverage you are receiving?

Here are the key considerations to evaluate your coverage:

  • How big is your company today in terms of sales, employees and locations?
  • How big was your company the last time you reviewed your benefits plans?
  • How comprehensive do you plan to be next year? In five years?
  • How healthy is your workforce? Are there health risks inherent to the work they perform or where they perform it?

Our goal is to ensure you are equipped to make well-educated decisions about the strength, effectiveness and compliance of your current and future benefits plans. We gladly offer a free, no-obligation initial consultation.

FREE Claims Support

Our service to you will continue long after you are settled into a plan. Should you have a problem with a claim, we can help you. We will work directly with the insurance carrier to expedite resolution.

Whenever possible, we will help maximize your benefits and reduce your overall liability with regards to co-pays, deductibles and denied claims.

Strategic Benefits Consulting is a service provided to our clients who require competitive strategy during times of growth. Considerations are made of the key values and strengths of the company, broader societal expectations, employee needs/retention and industry opportunities.

Not all COBRA administrators are created equal. Your choice of provider may depend on your company size and how “hands on” you want to be with benefit administration.

The volume and types of claims your employees are filing annually could raise red flags about your company’s overall risk and liability. Recommendations vary by industry.

We can offer clients monthly and quarterly reports about their claims activity. Our analysis spots potential trouble areas and offers solutions that can keep premiums and payouts to a minimum while increasing overall employee health, which is often a direct link to productivity and job satisfaction.

  • Employee health is often a direct link to productivity and job satisfaction.

Is your current healthcare plan working for your company — or against it? We can aggregate and analyze employee claims data from this year and previous years to determine if you are better off funding all or a portion of your company’s healthcare expenses. Our reports will detect trends to see if overall worker health and on the job safety is improving, staying stable or getting worse. Our experts can ensure your healthcare plan is on track to grow with your company.

Working with your insurance carrier, we can make sure major claims are handled properly for the maximum benefit of your employees and company. Severe injuries, chronic medical conditions and terminal illnesses can be costly for everyone involved without expert case management.

Reams of data are always available, but what do you need to know — and when — in order to make informed healthcare choices for your company? Employee Owned Benefits will develop the right reporting process and schedule to meet your company healthcare needs today and long into the future.

What employee medical claims are justified? Which ones signal red flags? Your management of this issue will directly affect employee health, satisfaction and retention; mitigate litigation and reduce overall risk. Employee Owned Benefits can review claims with an expert eye and advise you accordingly.

If your company is funding all or a portion of your annual healthcare expenses, you must maintain a proper reserve at all times. By monitoring monthly claims reports and comparing trend data from your claims analysis, we can advise you if and when your healthcare plan, services covered, and other benefits need to be modified, deleted or expanded.

Some healthcare strategies require a Third Party to review claims and administer benefits to employees. Other strategies give employers the option of doing it themselves or hiring out this service. We can match you to a specialty TPA that best meets your needs.

Employee wellness not only affects the cost of administering healthcare benefits, it also directly affects productivity and job satisfaction. Employee Owned Benefits can help your company take a proactive role in improving the wellbeing of your employees. Worker hygiene, on the job safety, nutritious cafeteria and vending machine options, gym membership discounts and on-campus walking trails are just a few of the simple fixes that can help employees lead safer and healthier lives.

Your company’s wellness plan begins with a detailed review and analysis of your current programs and activities. We will review what is offered and what is actually being used to spotlight cost effective areas of improvement.

The Affordable Care Act (aka: Obamacare) is rapidly evolving as changes continue to roll out. We keep our clients constantly informed and in compliance as reforms arise that affect their benefits packages.

Starting in 2015 (for tax year 2014), the IRS will penalize taxpayers for failure to purchase healthcare insurance (individual plans or though an employer).

As healthcare reform continues to changes and evolve, employers will face new challenges and reporting requirements. Employee Owned Benefits will be here to assist.

Federal Labor Laws by Number of Employees

Special Note on Health Care Reform: The Affordable Care Act includes comprehensive health insurance reforms with compliance requirements affecting employers of various sizes.


Fair Labor Standards Act (FLSA) (1938)

Establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in federal, state, and local governments.

Immigration Reform & Control Act (IRCA) (1986)

Requires employers to collect information regarding an employee’s identity and employment eligibility and document that information on Form I-9.

Employee Polygraph Protection Act (EPPA) (1988)

 Prohibits employers from using lie detector tests, either for pre-employment screening or during the course of employment, with certain exemptions.

Uniformed Services Employment & Re-employment Rights Act (USERRA) (1994)

Prohibits employment discrimination against a person on the basis of past military service, current military obligations, or intent to serve.  Also addresses health and pension plan coverage for servicemembers.

Equal Pay Act (EPA) (1963)

Prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions.

Consumer Credit Protection Act (1968)

Protects employees from discharge by their employers because their wages have been garnished for any one debt, and limits the amount of an employee’s earnings that may be garnished in any one week.

National Labor Relations Act (NLRA) (Wagner Act) (1935)

Prohibits employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective-bargaining purposes, or engaging in protected concerted activities, or refraining from any such activity.

Labor-Management Relations Act (Taft-Hartley Act) (1947)

Defines certain practices by unions as unfair labor practices and regulates employer-union relations.

Employee Retirement Income Security Act (ERISA) (1974)

Regulates employers who offer pension or welfare benefit plans for their employees.  Sets minimum standards for retirement and health benefit plans in private industry.

Federal Insurance Contributions Act (FICA) (1935)

Imposes payroll taxes to provide benefits for retired workers and their dependents as well as for disabled workers and their dependents.

Occupational Safety & Health Act (OSH Act) (1970)

Created the Occupational Safety and Health Administration (OSHA) and assigns OSHA two regulatory functions: setting standards and conducting inspections to ensure that employers are providing safe and healthful workplaces.

Note: Employers with 10 or fewer employees and business establishments in certain industry classifications are partially exempt from keeping OSHA injury and illness records.

Health Insurance Portability and Accountability Act (HIPAA) (1996)

Provides a number of rights and protections for participants and beneficiaries in group health plans.

Note: Covered entities and business associates must comply with a final rule strengthening the privacy and security protections for health information under HIPAA by September 23, 2013.

Jury System Improvements Act (1978)

Prohibits employers from discharging or taking certain other actions against an employee summoned to serve as a juror in any court of the United States.

Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) (1996)

Requires employers to report certain information on their newly hired employees to a designated state agency.

Fair Credit Reporting Act (FCRA) (1970)

Protects the privacy of consumer report information and guarantees the information supplied by consumer reporting agencies is as accurate as possible.  Sets forth legal obligations of employers who use consumer reports.

[Caution: Many states have laws which prohibit or limit an employer’s use of consumer credit reports or criminal records checks and/or prohibit discrimination based on credit or criminal history information. Be sure to check the applicable laws in your state and consult with an employment law attorney who knows your state laws to ensure full compliance.]

Fair and Accurate Credit Transactions Act (FACTA) (2003)

Requires proper disposal of information in consumer reports and records to protect against unauthorized access to or use of the information.


Title VII, Civil Rights Act (Title VII) (1964) (1991)

Prohibits employment discrimination based on race, color, religion, sex and national origin

Title I, Americans with Disabilities Act (ADA) (1990)

Prohibits employment discrimination against qualified individuals with disabilities.  Requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer’s business.

Note: Updated Enforcement Guidance discusses when employers may have to provide reasonable accommodations for workers with pregnancy-related impairments and the types of accommodations that may be necessary.

Pregnancy Discrimination Act (1978)

Prohibits sex discrimination on the basis of pregnancy, childbirth, or related medical conditions.

Note: Updated Enforcement Guidance, along with a corresponding Q&A document and Fact Sheet for Small Businesses, is now available.

Genetic Information Nondiscrimination Act (GINA) (2008)

Prohibits discrimination against applicants, employees, and former employees on the basis of genetic information.


Age Discrimination in Employment Act (ADEA) (1967)

Prohibits employment discrimination against persons 40 years of age or older.

Consolidated Omnibus Budget Reconciliation Act (COBRA) (1985)

Provides workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events (an updated Model General Notice of COBRA Rights and Model COBRA Election Notice are now available to reflect that the Health Insurance Marketplace is now open and provide information on special enrollment rights in the Marketplace).

Note: Group health plans sponsored by employers with 20 or more employees, including both full and part-time employees, on more than 50% percent of their typical business days in the previous calendar year are subject to COBRA (each part-time employee counts as a fraction of an employee, equal to the number of hours the part-time employee worked divided by the hours an employee must work to be considered full time).


Family and Medical Leave Act (FMLA) (1993)

Entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

Note: Private sector employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year are subject to FMLA. An employee must work at a location where the company employs 50 or more employees within 75 miles (and meet certain other requirements with respect to time worked) to be eligible for FMLA leave.


Worker Adjustment & Retraining Notification Act (WARN) (1989)

Requires employers to provide notification 60 calendar days in advance of qualified plant closings and mass layoffs.

EEO-1 Report (annual filing)

Requires employers to provide a count of their employees by job category and then by ethnicity, race and gender.


EEO-1 Report (annual filing)


Requires federal government contractors who have a contract, subcontract, or purchase order amounting to $50,000 or more to provide a count of their employees by job category and then by ethnicity, race and gender.

Executive Order 11246 (1965)

Prohibits federal contractors that generally have contracts that exceed $10,000 from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin.  Requires covered contractors to take affirmative action to ensure equal opportunity in all aspects of employment.

Note: A recent Executive Order directs the issuance of regulations that amend Executive Order 11246 to add sexual orientation and gender identity to the list of protected categories. Executive Order 13665 directs the amendment of Executive Order 11246 to prohibit retaliation by federal contractors against employees and applicants who inquire about, disclose, or discuss their compensation.

Rehabilitation Act, Section 503 (1973)

Prohibits discrimination and requires employers with federal contracts that exceed $10,000 to take affirmative action to hire, retain, and promote qualified individuals with disabilities.

Drug Free Workplace Act (1988)

Requires some federal contractors to provide drug-free workplaces as a precondition of receiving a contract from a federal agency.  Prescribes certain actions for employers to take to comply with the Act.

Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) (1974)

Requires covered federal government contractors to take affirmative action to employ and advance in employment specified categories of veterans and prohibits discrimination against such veterans.  Requires contractors to list employment openings with the appropriate employment service delivery system and that covered veterans receive priority in referral to such openings.  Also includes annual reporting requirements.

Davis-Bacon Act (1931)

Requires contractors performing on federally funded or assisted contracts in excess of $2,000 for the construction, alteration, or repair (including painting and decorating) of public buildings or public works to pay laborers employed under the contract no less than the locally prevailing wages and fringe benefits for corresponding work on similar projects in the area.

Copeland “Anti-Kickback” Act (1934)

Prohibits federal contractors engaged in building construction or repair from inducing an employee to give up any part of the compensation to which he or she is entitled under his or her employment contract and requires weekly statements of compliance.

McNamara-O’Hara Service Contract Act (SCA) (1965)

Requires contractors performing services on covered federal contracts in excess of $2,500 to pay service employees in various classes no less than the monetary wage rates and to furnish fringe benefits found prevailing in the locality, or the rates (including prospective increases) contained in a predecessor contractor’s collective bargaining agreement.

Walsh-Healey Public Contracts Act (PCA) (1936)

Requires contractors engaged in the manufacturing or furnishing of materials, supplies, articles, or equipment to the U.S. government or the District of Columbia to pay employees who produce, assemble, handle, or ship goods under contracts exceeding $10,000, the federal minimum wage for all hours worked and time and one half their regular rate of pay for all hours worked over 40 in a workweek.

WellCard Health empowers members with access to reduce the cost of health care each use of pharmacies, vision care providers, hearing specialists, prepaid lab tests, prepaid imaging tests, patient advocacy services, and more.

WellCard Health gives its members access to top-quality prescription medications with up to 50% in savings. It’s all part of our empowering health and wellness program designed to help you reduce out-of-pocket health care costs for our members.

  • Over 59,000 nationwide pharmacies accept WellCard Health with availability for mail order and specialty pharmacy services.
  • Members save on all brand name and generic drugs with our pre-negotiated discounts
  • One card automatically covers all family members living at the same address.

This is NOT insurance. Special membership pricing available only at participating pharmacies.