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Then welcome to Benefit Advisors!

Benefit Advisors is a leading provider for Group Insurance, Human Resource Management and Employee Engagement Programs. We assist employers in attracting and retaining the best possible employees by providing valuable employee benefits such as group health insurance, life insurance, short and long term disability insurance, dental and vision insurance packages. These same employers look to us for their Human Resource Compliance Management and Employee Engagement Programs.

Featured News


Tip Tuesday! FMLA violation? Worker said he was sick, walked off the job and was fired

by Christian Schappel

Here’s a scenario any manager could learn a valuable FMLA lesson from. 

An employee gets into an argument with his supervisor. A while later, still a little shaken up from the argument, the man begins to experience chest pains. He then tells a co-worker he thinks he may be having a heart attack.

The employee then tells the co-worker to tell their supervisor that he’s leaving for the day as a result of his symptoms, which the co-worker does.

But it was a well-known company practice that employees had to inform a supervisor directly before leaving work.

So the company fired the man that afternoon. The employee then sued, claiming FMLA interference (shortly after his termination had been processed, he submitted paperwork that he was suffering from a serious health condition).

Was this interference?

That’s how it happened … for real

This is the story of Randy Greene, a truck driver, and his employer YRC Inc., a freight company.

Greene thought he might have been having a heart attack, so he left work without completing his route for the day.

YRC essentially took this as a “voluntary quit” and processed his termination.

Click [more] to continue reading. 


Tip Tuesday! 3 topics your 401(k) investment committee probably needs to revisit

by Tim Gould


Is your 401(k) investment committee doing everything it should? With the feds starting to take a more active role overseeing companies’ retirement plans, that’s a question that needs to be examined on a regular basis.  

As employers are well aware, the DOL has said a few execs acting as a plan sponsor isn’t enough to constitute an “independent review” of the plan and satisfy a plan sponsor’s fiduciary responsibilities.

Committees should be made up of a broad sample of the company. Example: A few senior execs (CFO or vice president), some department heads and HR or benefits reps.

The big 3

Here’s what a committee should be tackling on a regular basis, according to Mercer senior defined contribution consultant Bill McClain.

1. Government regs. In recent years, the feds have taken a strong interest in employers’ retirement plans. So committees must be able to understand exactly how these complex regs apply to their situations.

Because this often requires expert understanding, many committees go to a plan advisor for a simple breakdown of confusing reg issues.

Another best practice that helps with this topic: Looking at actual lawsuits and what the companies being sued could’ve done differently.

Click [more] to continue reading. 


Tip Tuesday! 3 awkward conversations DOL’s new overtime rule will spark

by Christian Schappel

Are you ready for the three most difficult conversations you’ve had in a while? 

The DOL’s changes to the FLSA white collar overtime exemption regulations aren’t just going to be a financial headache for employers; they’re also going to be a managerial dilemma.

If the final rule resembles anything close to the DOL’s proposal — which would crank up the minimum salary threshold for all exempt employees to $50K (or at least $47K) — large chunks of some companies’ workforces are about to go from exempt to non-exempt.

Financial implications aside, that creates a huge management problem: The change in classification could feel like a demotion to employees.

They’ll blame the DOL, right?

If you think employees will curse the Obama Administration for what could essentially be an overnight change in their work arrangements/classifications, you’re in for disappointment.

Odds are the average worker’s going to blame you, their employer. After all, not everyone keeps up to date with what the feds are doing. So, on its face, the shift from exempt to non-exempt status may come off looking like something your company did for its own benefit — unless you’re willing to set the record straight right now.

Click [more] to continue reading.

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Benefit Advisors has been chosen as one of Florida Trend's again in 2014. Benefit Advisors has been chosen as one of Florida Trend's top 100 Companies to work for the past four years, 2009 to 2013.