FAQs

Frequently Asked Questions.  Our Answers.

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Our Answers to your Frequently Asked Questions (FAQs)

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How can AEB make a difference for our employee benefit plan?

With our expertise and commitment, AEB can make a significant difference in shaping your benefits program. We understand the importance of providing comprehensive and tailored plans that truly work for your organization. Our approach begins with Strategic Plan Design - a discovery and analysis as part of our 365 Client Care Process. Our team of talented professionals will work closely with you to understand your specific needs and design a benefits package that attracts top talent and supports your employees' overall well-being. With AEB, you can rest assured that your company's benefits will genuinely make a positive difference.

In addition to our subject matter expertise, as brokers, we are different and offer our Unique Benefits and 365 Client Care Process.

BENEFITS THAT WORK.

What are the required Essential Healthcare Benefits?

The Affordable Care Act requires non-grandfathered health plans in the individual and small group markets to cover essential health benefits (EHB), which include items and services in the following ten benefit categories: (1) ambulatory patient services; (2) emergency services; (3) hospitalization; (4) maternity and newborn care; (5) mental health and substance use disorder services including behavioral health treatment; (6) prescription drugs; (7) rehabilitative and habilitative services and devices; (8) laboratory services; (9) preventive and wellness services and chronic disease management; and (10) pediatric services, including oral and vision care.

Which employee benefits are not required by law?

There are many benefits that you may discover are popular among employers and employees alike, but not required by law. Some benefits that aren’t legally required but are still common include:

  • Life Insurance
  • Dental Insurance
  • Vision Insurance
  • Retirement Plans
  • Paid Vacations, Holidays, or Sick Leave

AEB suggests that you work with us to build a strategically designed employee benefits plan that meets your unique business needs and helps you to attract and retain top talent.

What types of benefits can AEB offer?

  • Medical
  • Vision
  • Dental
  • Life
  • Disability
  • Telemedicine
  • Accident/Critical Illness
  • Voluntary Benefits
  • Health Savings Account
  • e-Enrollment
  • Medicare Supplement*
  • Compliance

*We do not offer every plan available in your area. Currently, we represent five organizations that offer 52 products in your area. Please contact Medicare.gov, 1-800-Medicare, or your local State Health Insurance Plan (SHIP) to get information on all of your options.

How can a benefits plan protect against employee turnover?

The value of a well-designed benefits plan goes beyond attracting top talent. AEB's innovative benefits programs are strategically designed in part to retain personnel, ensuring you avoid costly losses to competitors or high turnover. We always have this in mind as we work with you and learn about your business. With our expert guidance, we create employee benefits plans that not only work, but also keep your valued team members motivated, as healthy as possible, and committed. Discover the power of benefits that truly make a difference.

BENEFITS THAT WORK.

Are wellness and preventive care included automatically in healthcare plans?

No, wellness programs and preventive care are not automatically included but are worth considering in the strategic design of your employee benefits plan. In partnering with AEB to incorporate these types of innovative programs, you can set your benefits package apart from the rest (as in the competition that might otherwise attract your employees). In today's competitive marketplace, offering wellness programs and preventive care, among other benefits, not only has the potential to save money but also promotes employee retention in the long run.

What are ancillary benefits and does AEB help provide these?

Ancillary benefits are a type of supplemental benefit that employees may receive in addition to their regular wages. This can include things like health insurance, dental insurance, and vision insurance. Other ancillary benefits may include things like life insurance, disability insurance, and 401(k) contributions.

What are the most popular employee benefits a business should consider?

There are many popular types of employee benefits that employers may offer to incentivize their staff, attract job candidates, and ensure their teams are receiving benefits commensurate to their industry’s expectations. Some examples of the most popular employee benefits include:

  • Health Insurance
  • Dental Insurance
  • Vision Insurance
  • Disability Insurance, Long- and/or Short-term
  • Paid Time Off (PTO, vacation time, and sick days)
  • Retirement accounts such as 401(k), or 403(b) for Nonprofits
  • Healthcare Reimbursement or Spending Accounts like HSAs, FSAs, and HRAs
  • Childcare Benefits
  • Tuition Reimbursement
  • Wellness Programs & Gym Memberships
  • Relocation, telecommuting, or travel assistance
  • In-workplace Perks (Flexible hours, snacks, company activities)

What employee benefits are employers required to provide by law?

In the US, all employers must follow basic employee benefits laws. These laws center on which benefits employers must, by law, provide for employees. Legally required employee benefits include:

  • Worker’s Compensation Compliance
  • State & Federal Unemployment Tax Contributions
  • Short-Term Disability Program Contributions (vary by state)
  • Federal Family and Medical Leave Act (FMLA) Compliance
  • Time off to vote, serve jury duty, or perform military service