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... 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk ... . However, it's also important not to lag too far behind the industry in offering benefits. This could put the agency at a competitive disadvantage when attracting top talent. Most mid-size to larger agencies today offer something like the following benefit program: Group Health insurance is paid for the employee by the agency. Sometimes, a minimal monthly co-payment of $10 to $25 is deducted. Dependent Health coverage is fully paid by the employee. Long-Term Disability is paid by the agency for the employee. Dental and Vision coverages are provided ... more than half of agencies, with the employee paying any coverage for dependents. Life insurance to the $50,000 maximum is paid by the agency, while voluntary Life to three times salary is typically paid by the employee. Retirement plans are limited to 401(k ) programs in at least 70% of agencies. The agency contribution tends to be either a 50% payment matching the first 6% contributed by the employee, or a fixed 2% agency contribution. Only rarely do we see profit-sharing or pension plans ...

... 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk ... an employee during his lifetime) . The employer will want to know the lump sum required to fund this benefit at Fred's death. In order to determine this sum, we need only to know the amount of the desired benefit; the duration it is to be paid; the corporate tax bracket and the amount of interest the corporation can earn on the funds being reserved for the benefit payout. In our example the benefit is $25,000 per year for 20 years. The Corporation is in a state and federal combined ... % tax bracket and they tell us they can earn 6% after tax on investment income. The InsMark program tells us that $218,876 is needed to fund this benefit. Refer to Exhibit A to verify that this sum, paid out after-tax at 6% interest will be exactly the correct amount to fund the desired benefit. The only financial instrument available that will guarantee this $218,876 exactly when it is needed is life insurance. So, the Corporation applies for a key person life insurance policy on Fred's ...

... Offer Health Insurance To Their Employees?
Often employers that offer good... Care Group insurance can have many benefits in comparison to individual poli...

... 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk ... the repurchase of the book will take the agency 15 years to deduct. If the agreement has the exact same financial value to the producer but the agreement is in terms of deferred compensation, the agency will be able to deduct the payments at the time they are paid to the producer. In other words, a minor change in the agreement can enable the agency to reduce taxes now, rather than spread the benefit over 15 years. KEY OPTIONS/BENEFITS Deferred compensation is much more flexible than typical retirement plans such as a ... or profit-sharing plan. Amount: The benefit amount is extremely flexible, with no pre-determined upper limit. Vesting/Forfeiture: Vesting and forfeiture have no predetermined rules. For instance, you can design a golden handcuff' plan that the producer forfeits if he or she goes to work for a competitor. Non-Compete: A non-compete agreement with a producer who has already been hired is generally not enforceable unless the producer receives adequate consideration in exchange for signing. The deferred compensation plan can be that consideration. Death/Disability: The plan ...

Analyzing Employee Benefit Levels
 ANALYZING EMPLOYEE BENEFIT LEVELS by John Jaques ...'s marketplace. Revisiting your employee benefit program should be a part ...

... 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk ... Recent All Back How Healthy Are Your Agency's Finances?4/30/2013 12:00:00 AM by CompleteMarkets Editor , Tom Doran This content has not been rated yet. To keep your agency finances sound, balance revenue generated (production) with benefits paid. In 1950, there were 16.5 workers paying in to the Social Security system for each benefit recipient. Today, there are only 3.2 workers per recipient. According to current projections, in 2029 there will be fewer than two workers per recipient. Current projections ... indicate that the Social Security system will continue to operate in the black until 2012, at which time system expenditures will exceed contributions. By 2029, the accumulated surplus ($ 2.6 trillion) will become exhausted and the system will become bankrupt. That's pretty scary stuff, both for baby boomers who'll be counting on Uncle Sam to provide meaningfully for their retirement and for our children and grandchildren, who'll be left with a very sizeable retired population to support. The reality is that any system with an excessive number of beneficiaries will eventually ...

...ust begin to treat the owners as employees for initial compensation purposes. ...create a dynamic group of motivated employees who are, through their own effor...

... 3. Why did you choose this rating? Submit This Anonymously Submit Cancel Contact Us contact_phone Click to call Unfollow First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk ... life. Surveys have found that these benefits consistently rank higher than the nature of an employee's work, job security, and salary. The study found that agencies and brokerage firms are offering more flexible benefits, as well as work schedules. Designated leave benefits such as paid sick and vacation days are giving way to Paid Time Off Plans. The percentage of respondents offering flexible work hours has grown steadily from 39% in 1999 to 53% in 2001. This year's survey found Sales Manager, Marketing Manager, and Marketer/Placer ... appearing more frequently than in the past. Agencies and brokers are restructuring to provide producers with more sales management and training, allowing them more time to focus on new business development. The position of Network/Systems Administrator is appearing more frequently, as automation becomes increasingly technical and agencies need to network with branch offices or carriers. Most participants indicated that their planned compensation increases for 2001 would be between 3.6% and 4.9%, with the Southeast and Pacific Regions averaging 4.8% and 4.9%, respectively. The higher increases in ...

...t year. Both the company and the employee benefit. The Medicare tax does not ...E' COMPENSATION The money actually paid in a given year, plus the amount de...

...“system”: Revenue per employee: Agency revenue divided by the number of full-time employees. This essentially represents the m...et specific and realistic goals for employees that can be measured and then t...