Additional Services

Recruiting, retaining, and managing your employees is not just about offering health insurance. As you know, there are many direct and indirect costs associated with human resources, payroll and benefits. At HealthPlan Headquarters (HPHQ), we offer additional solutions that will help you save time and money in the management of these key functions.

Payroll Services» Human Resources/HR Outsourcing» HIPAA/COBRA Administration» Section 125 Plans» Financial Planning» Retirement Plans»


Let HealthPlan Headquarters (HPHQ) be your one stop solution for all of your Human Resources, Benefits and Payroll needs! Our HPHQ Gurus will work with you to set up your health insurance plans, as well as help you evaluate the additional services we offer which will enhance the overall employment related functions of your business.

To get started right now:

Integrating your payroll system with your benefits program is an easy way to streamline and consolidate workflow processes to make you and your company more productive. Let your HPHQ Guru show you payroll solutions that will optimize your efficiencies.

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Knowing everything there is to know about Human Resources is a hefty task. There is a lot to think about: from recruiting… to training… to retention… to company policies… to compensation and benefits administration… to compliance and labor laws… to performance management… to strategic planning… the list goes on and on. Let your HPHQ Guru provide you with ideas for outsourcing some or all of your Human Resources functions.

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Companies with 20 or more employees are subject to a federal law called COBRA, the Consolidated Omnibus Budget Reconciliation Act. COBRA gives employees and their family members covered under your health benefits plan the right to continue their coverage for a limited period of time if they lose the coverage for certain reasons, such as job loss, reduction in hours, divorce, and death. Some companies with less than 20 employees may have State Continuation Coverage programs (often called mini-COBRA) available which are similar to federal COBRA rules, but fall under state-level regulations.

HIPAA, or the Health Insurance Portability and Accountability Act of 1996, refers to a federal law that includes protections for limiting pre-existing condition exclusions when a person moves from one group-sponsored health plan to another (known as portability of creditable coverage). HIPAA also provides a special enrollment period for a person to join a new health plan provided they meet certain criteria, such as loss of creditable coverage due job loss, divorce or death.

When it comes to health benefits administration, HIPAA and COBRA are two areas you want to make sure you get right. The complexities of COBRA can be overwhelming, and there are stiff penalties and fines when the law is not followed properly. So, let your HPHQ Guru show you options to implement a COBRA administration solution and leave it to the experts to manage for you!

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Section 125 refers to a U.S. Code that describes certain employee health care benefits that can be excluded from the calculation of gross income for federal income tax purposes.  Such plans include:

  • Premium Only Plans (POP) for Medical, Dental and Vision premium payroll deductions
  • Flexible Spending Accounts for Out-of-Pocket Medical and Dependent Care Expenses
  • Employee Health Savings Account Contributions made via payroll deduction


The advantage of offering Section 125 Plans to your employees is that their taxable income for federal, state, and FICA (social security and Medicare) is reduced by the amount of their pre-tax payroll deductions that pay for the cost of health insurance premiums and out-of-pocket healthcare expenses.

With your employees’ FICA taxes being reduced, the key advantage to you, as the employer, is that it also reduces the 7.65% FICA Matching Contribution that you pay for each of your employees.  Therefore, you save 7.65 cents for every dollar that is part of a Section 125 plan.  As an example, if you have 40 employees who each have a $200.00 monthly share of medical premium through a Section 125 POP plan, your company saves $612.00 per month in FICA contributions!

Your HPHQ Guru will discuss Section 125 Plans with you at greater length and help you set up the appropriate types of plans to help you and your employees start saving more money now!

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As a business owner, you have a lot at stake.  Whether managing the day-to-day finances for your growing business or preparing your company and your family for long-term fiscal strength and security, having a team of experts to guide you along the way is a valuable asset.

At HealthPlan Headquarters (HPHQ), we have the resources to help you form a network of key people…your accountant, your financial planner, your banker, your employment attorney, your estate planner…to make sure that you get the advice you need today and the advice you need to plan your future.

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Making a retirement savings plan available to your employees is one key way to show that you are committed to their future.  Two of the most common types of employer-sponsored plans are:

  • 401(k) Plans – employees defer a portion of their salary on a pre-tax basis, and often the employer makes a matching contribution
  • Profit Sharing Plans – employers make 100% of the contributions and have the sole determination of how much to contribute on behalf of their employees

HealthPlan Headquarters (HPHQ) has resources and licensed experts to set up this valuable benefit for your employees!

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