Customized Plan Design

Secure employee benefits that fit both you & your employees.

The benefit industry is ever-changing and laden with rising costs and regulations. DVB Insurance Services has a unique partnership approach that helps employers strike a real balance between costs and quality in employee benefits, while also meeting rigorous compliance requirements.

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DVB Insurance Services takes the time to thoroughly understand each client’s short and long term goals to design, implement and provide high-touch-follow-through management of the best insurance programs and solutions for their business and it’s employees.

  • With deep industry experience, we utilize employee surveys, market data and claims information to pinpoint client’s specific needs.
  • With more than 25 years of industry experience, we leverage our long-term relationships with carriers and vendors to your advantage.
  • Conduct onsite enrollment with effective benefit communication, education, and employee advocacy when needed.
  • Monitor the performance of your group health and employee benefits programs throughout the year to increase the effectiveness of annual renewals.

Click the toggles below for brief descriptions of the types of traditional group benefits we offer.

A Health Maintenance Organization (HMO)

An HMO group health plan requires group members to obtain their health care services from doctors and hospitals affiliated with the HMO.  Thus, members are required to designate a primary care physician within the HMO.  Then, the primary care physician treats and directs health care decisions.  In addition, the primary care physician coordinates referrals to specialties within the HMO network.  Accordingly, HMOs offer access to a comprehensive package of covered health care services in return for a prepaid monthly amount (or “premium”).  However, most HMOs charge a small co-payment depending upon the type of service provided.

Preferred Provider Organization (PPO)

If you belong to a PPO group health plan, you will save the most money on healthcare if you use providers within the PPO network. Thus, if providers outside of the network are used, it is possible that those services may be covered only partially or not at all.  Also, deductibles must be met on this plan before some services will be covered. PPOs require a co-pay for physician visits and some other healthcare services.  However, the great thing about a PPO is it’s rich network of quality doctors and healthcare facilities, and the ability to utilize healthcare services outside of your deductible.  For example, doctors visits.

Health Savings Account (HSA)

An HSA combines a high deductible, lower premium group health insurance plan (PPO) with a savings account.  Accordingly, both employer and employee can contribute, tax-free, to the savings account. Then, the account is used to help fund the deductible and other qualified medical expenses. Once the deductible is met, the insurance starts paying.

Health Reimbursement Account (HRA)

An HRA combines high deductible, low premium health insurance plan with a tax favored savings account.  Consequently, this plan requires that the employer contribute to the savings account.  Then, the account can be used to fund co-pays and other qualified expenses submitted by the employee, prior to the deductible being met.

Single, Dual or Triple Option Plans offer eligible employees a choice between several different types of plans as described above.

Through our thorough analysis and plan design process, we can help you determine which traditional health plan is right for your company.

When employers self-fund their own group health plan, they will benefit from a significant savings in the overall cost of their benefit programs.  For example, savings may be in premiums, increased cash flow and certain tax advantages.  Additionally, employers have more control over the benefits that the plan offers. Typically, self-funding was not available to small employers in the past.  However, today self-insured group health plans are considered to be good options for both small and large employers.

The experienced benefit consultants at DVB Insurance Services specialize in helping employers set up and maintain self-funded health plans.  Accordingly, we would be happy to give you a no cost analysis to determine if a self-funded health plan option is right for your company.

How self funding works.

A self-funded group health plan requires the employer to become the insurer. Most often, employers will partner with a PPO to provide services for the plan. Then, a third party administrator (a TPA) is engaged to handle claims and processing.  Self-insured employers run the risk of large catastrophic claims. As a result, they will purchase stop-loss insurance to protect them in such an event. Even with the additional expense of stop-loss insurance, employers can enjoy saving thousands in premiums and other advantages.

Shared Funding Plans allow small employers to take advantages of all the cost saving and benefit design features of a self-insured plan.  Typically, these plans have been designed for larger groups. However, in today’s market, any small or large group could benefit greatly by the cost saving opportunities of a shared funding plan.

Here’s how it works.

An employer will select any of the fully insured plans that the carrier offers.  Then rates will be determined by the group’s claim history.  Next, stop-loss insurance is added to protect against catastrophic claims.  Additionally, just like an insured plan, the carrier will handle the administration of the plan. This includes processing claims, in addition to offering members online access to their benefits.

Advantages of Shared Funding

The premiums for shared funding plans are generally much lower than fully insured plans.  That is because the employer shares some of the risk. Additionally, an employer may save even more by implementing wellness programs into the benefit programs.  Our thorough plan analysis will help you determine if shared-funding is right for your company.

A Premium-Only Plan allows employees to purchase their own individual insurance with pre-tax dollars. In other words, employees can potentially save thousands annually in taxes and premiums combined.

How does a POP work?

Employees elect a set amount of pre-tax dollars to be deducted from each payroll. Then, the employee purchases an individual health insurance policy from a carrier of their choice.  Accordingly, the employee is responsible  responsible for paying the monthly premiums directly to the carrier. Then, the employee is then reimbursed by the employer for the monthly premium with the pre-taxed dollars.  After a thorough plan analysis, we can help you determine if a POP program would benefit you and your employees.

A Flexible Spending Account is a cafeteria plan under Section 125 of the tax code. In other words, it is a tax favored savings account and is funded solely by the employee through regular pre-tax payroll deductions. Accordingly, the funds (account) can be withdrawn tax-free to pay for eligible medical, dental, vision, prescription and dependent daycare expenses.  Additionally, employees elect how much they want withdrawn from each pay period, which can be changed annually or upon a qualifying event such as marriage or divorce.  For example, the average working employee in America spends more than $1,000 annually on these types of benefits. By participating in a FSA, an employee’s taxable income is reduced, which increases the percentage of pay they take home.

Employees always appreciate vision coverage as part of their Employee Benefits Package. DVB Insurance Services offers individual, group or voluntary Vision  through many of our major insurance carriers.

Vision Plans

Similar to dental policies, vision plans are inexpensive and save employees money on routine eye care.  Examples of care include exams, eyeglass frames and lenses, contacts, and even discounts on procedures like LASIK.  Additionally, monitoring your eye health with regular exams helps to prevent serious eye diseases like glaucoma and cataracts.  In addition, regular eye exams help to detect early stages of diabetes, high blood pressure, and high cholesterol.

Employees always appreciate vision coverage as part of their Employee Benefits Package. DVB Insurance Services offers individual, group or voluntary Vision  through many of our major insurance carriers.

Vision Plans

Similar to dental policies, vision plans are inexpensive and save employees money on routine eye care.  Examples of care include exams, eyeglass frames and lenses, contacts, and even discounts on procedures like LASIK.  Additionally, monitoring your eye health with regular exams helps to prevent serious eye diseases like glaucoma and cataracts.  In addition, regular eye exams help to detect early stages of diabetes, high blood pressure, and high cholesterol.

Employees are more productive when they feel secure that their loved ones will be taken care of, in the event of illness or an untimely death. Thus, you should consider life insurance a key part of the benefit package for your employees.  And, also a valuable tool in attracting top talent.

Whether employer paid or voluntary, a good life insurance policy provides for an employee’s final expenses, taxes, and mortgage.  Additionally, it may even pay for their children’s education.

Accordingly, DVB Insurance Services can help employers protect their employees and their employees’ families with a variety of different life insurance products.

Permanent Life Insurance

This type of life insurance builds cash value which is sometimes used as collateral for loans, if needed.  However, most employers only offer basic term life insurance (see below), but also offer permanent life insurance on a voluntary basis.  Even so, employees appreciate the opportunity to widen their safety net.

Term Policy

This type of life insurance does not build cash value.  However, it will pay a set amount to the named beneficiary upon the death of insured within the stated term. Additionally, some policies may also make payments upon terminal or critical illness.

Disability Insurance

National surveys have shown that Short Term Disability and Long Term Disability remain of high importance for most employees. Thus, savvy employers attract and retain top talent by offering both STD and LTD insurance as part of the employer paid benefit package or as a voluntary (worksite) benefit.

Here’s how Disability plans typically work.

Short Term Disability

During the time an employee is unable to work due to a qualifying disability (illness or injury), STD generally allows for income payments to the employee to begin after about a two-week waiting period and will continue to pay the employee until he/she recovers or maxes out the benefits–usually anywhere between one month to two years, depending on the policy.

Long Term Disability

During the time an employee is unable to work due to a qualifying disability (illness or injury), LTD generally allows for income payments to the employee to begin after about a 90-day waiting period.  However, it could be much longer depending on the policy.  The policy will pay the employee far longer than STD–for a few years, up to age 65, or even for life.

The prospect of long-term care is one of the most important issues your employees may have to face.  However, the cost of long-term care is expensive and generally isn’t covered by other employee benefits, disability or even Medicare.  If someone requires long-term care, it is not just an emotional strain but a financial one as well. It could also impact an employee’s retirement savings and overall financial position.  Accordingly, Group Long-Term Care plans are becoming an increasingly common voluntary benefit offered by employers today.

Savvy employers know that access to additional resources can increase employee productivity when confronted with managing long-term care situations. Long-Term Care plans demonstrate to your current and prospective employees that your company cares about them.  Thus, you also increase your ability to attract and retain the very best talent.

LTC plans provide benefits for care through nursing homes, assisted living centers, home health care and adult day care.

Employers can provide a base benefit while giving the employees the opportunity to buy up the policy.  Thus, they can obtain the level of coverage that they need for their families.

DVB Insurance Services helps employers who provide medical benefits to their retirees tackle the challenges of ever increasing premiums and health care costs.  We offer a guaranteed issue “true group” approach where eligible employees and their spouses will receive all the benefits of Medicare and more with a quality Group Medicare Supplement through one of our top carriers.

What is a Medicare Supplement?

Medicare Supplement Insurance policies complement your retiree’s original Medicare Parts A and B. They cover some, if not all, of the expenses that Part A and B do not cover, like co-pays, deductibles and other charges.  Dental, vision and hearing wellness benefits may be included.

EMPLOYEE BENEFITS

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877-769-6945

Client Testimonial

“I have had the pleasure of working with Jerry and his team at Diablo Valley Benefits for quite a while. We have multiple concepts and they seem to know everything about any insurance needs. They are very professional in person and prompt with any calls we make with questions. Jerry makes it a point to meet with us a couple times a year and has great suggestions on ways to make our business run smoothly. There are many brokers competing for our business and there is no reason for us to make a change. I highly recommend DVB for all your insurance needs.”.
Randi Negi, Owner, Bridges Restaurant, The Vine at Bridges, Danville Brewing Co., Cafe Venue

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