Independent employee and executive benefits consultants creating innovative benefit plans with unparalleled expertise. With over 125 years combined experience, the Advantage family has built an impressive and extensive client group. Our leadership will help you construct a long term strategic plan with maximum value to both employee and employer by benchmarking your plans, leveraging the market, incorporating consumerism, providing employees real and valuable choices, and managing health and retirement risks.
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With over 125 years combined experience, the Advantage family has built an impressive and extensive client group. Our leadership will help you construct a long term strategic plan with maximum value to both employee and employer by benchmarking your plans, leveraging the market, incorporating consumerism, providing employees real and valuable choices, and managing health and retirement risks. The result is a successful benefits plan that helps our clients meet their financial goals and recruit and retain top talent.
The management team is essential to the success of any business. Key-man life insurance, deferred compensation and executive wrap disability plans are examples of programs that can be offered. Our background educating and designing customized executive benefit plans for our clients have helped their businesses attract and retain high caliber individuals.
In the almost 35 years I've been in Human Resources leadership positions - including stints with two Fortune 100 companies- I've never had the pleasure to work with a group of men and women like the ones at Advantage Benefits Group who so consistently meet and exceed our expectations in providing timely and effective guidance in the administration of our benefit plans. I heartily recommend them to any other organizations seeking to establish a more effective relationship with their benefits agents.
The U.S. Equal Employment Opportunity Commission on Monday issued final rules that allow employers to offer limited incentives for employees and spouses who provide their personal health information as part of a voluntary workplace wellness program. The rules, which are mainly consistent with the EEOC's proposals last year, clarify how Title I of the Americans. They say that March comes in like a lion and goes out like a lamb - but when it comes to average 401(k) balances, the reverse appears to be true.
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