Comprehensive Capabilities

  The foundation of AWP Life Brokerage is the belief that firms are strengthened by the ability to work in tandem as a unified consortium.  Our specializations include insurance concepts and...


Industry Leader

  AWP has proven continual leadership in delivery of benefits solutions for companies of any size as well as we continue to be a leading enterprise in life insurance planning and...


Institutional Relationships

Institutional accounts are integral to our overall distribution plan.  We define institutions as banks, wirehouses, regional broker dealers, and CPA networks. AWP has acquired recognition as a player in the institutional...


Pioneering Captive Insurance

Introduction Despite the fact that the concept of “captive” traces its origins to the beginnings of formalized trade, many people believe captive insurance companies to be a relatively new phenomenon.  Formed...


Premium Financing

Many affluent clients are aware of the benefits that life insurance can provide.  However, clients often harbor concerns that a substantial income tax liability will result from liquidating low basis...


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Ancillary benefits

 

Ancillary benefits are insurance and benefit plans designed to help round out the health insurance component of an employee benefits program.  These benefits can be employer funded or offered on a voluntary basis (employee pays for coverage).

 



 

Ancillary benefits include but are not limited to:

 



 

Group life insurance

 

Accidental death & dismemberment insurance (AD&D)

 

Dental coverage

 

Vision coverage

 

Disability coverage

 

Long-term care insurance

 

Voluntary benefits

 

 

 

Group Life Insurance

 



 

Term Life Insurance provides for temporary simplified coverage and no cash value.

 

Whole Life Insurance provides for permanent coverage with guaranteed premiums, death benefits, and cash value growth.

 

Universal Life Insurance provides for permanent coverage, flexibility and less emphasis on cash value.

 

Variable Universal Life Insurance provides for permanent coverage and potentially higher cash value through investment options, but involves some risk.

 

 

 

Accidental Death & Dismemberment Insurance (AD&D)

 



 

In the event of an accidental death, this insurance will pay benefits in addition to any life insurance held by the employee.  In addition, fractional amounts of the policy will be paid out if the covered employee loses a bodily appendage or sight because of an accident.

 

 

 

Dental Benefits

 



 

Dental benefits are the second most popular benefit following group health insurance and are offered by 66 percent of employers.  Dental benefits provide coverage for services such as oral exams, x-rays, fillings, root canals, gum disease, orthodontics, crowns, dentures, and implants.

 



 

Dental plan benefits can be:

 



 

Employer funded, fully insured (the employer funds a significant portion of the premium).  The employer pays the premium and carrier pays the claims.  Strong discounts in pricing are offered when the employer funds 100 percent of the premium.

 

Employer funded, administrative services only (the employer selects an administrator/dental PPO network to access their claim logic/network discounts and funds the plan based on claims activity).  This option may be attractive to employers who have had dental plans for long periods of time and have steady employee workforces.  The employee can contribute toward the cost of the plan.

 

Employer sponsored, 100 percent paid for by the employee.  These plans usually have less robust coverage than do employer funded dental plans—especially in the area of major dental services.  Pricing is typically higher due to the adverse selection that exists in voluntary dental plans.  The load for adverse selection is inversely related to participation.

 

 

 

Vision Benefits

 



 

Vision insurance plans provide coverage for eye exams and glasses/contacts and can include discounts for services such as Lasik eye surgery.

 

Vision plan premiums are generally priced very reasonably, especially when considering that 70 percent of adults wear some form of vision correction.  Additionally, vision exams help assess overall health and correct vision problems.

 



 

Vision plan benefits can be:

 



 

Employer funded, fully insured (the employer funds a significant portion of the premium).  The employer pays the premium and carrier pays the claims.  Strong discounts in pricing are offered when the employer funds 100 percent of the premium.

 

Employer funded, administrative services only (the employer selects an administrator/vision PPO network to access their claim logic/network discounts and funds the plan based on claims activity).  This option may be attractive to employers who have had vision plans for long periods of time and have steady employee workforces.  The employee can contribute toward the cost of the plan.

 

Employer sponsored, 100 percent paid for by the employee.  These plans usually have less robust coverage than do employer funded vision plans—especially in the area of major dental services.  Pricing is typically higher due to the adverse selection that exists in voluntary vision plans.  The load for adverse selection is inversely related to participation.

 

 

 

Disability Insurance

 



 

Most employees highly prioritize protection of income in the event of a tragic event, yet many are unaware of the programs they have access to at work or whether they exist in their workplaces.  Indeed, some employers do not provide disability programs while many others offer disability coverage with problematic or subpar contracts.  These deficiencies require an advisor to define where the employer’s coverage ends.  Outside the scope of employer-sponsored insurance benefits, people understand the importance of maintaining insurance on their personal assets such as their homes, car, and other items of substantial expense.  Nonetheless, people tend to overlook protecting the single asset allowing them to acquire all other assets: their ability to earn income.

 



 

AWP possesses the knowledge, expertise, and resources to guide employers in finding the most appropriate income protection solutions for both rank-and-file and highly compensated employees, including:

 



 

Short-term disability (STD)

 

Long-term disability (LTD)

 

Multi-life disability

 

Individual and business overhead

 

Buy/sell

 

High limit disability for high-income professionals

 

 

 

Long-term Care

 



 

Many employers are unaware of a sizeable shortcoming in their employee retirement savings plan – the risk of their employees requiring long-term care services.  It is crucial that employees plan for accommodations during their working years when insurance is affordable.  Beyond this, employees look to their employers for confirmation and encouragement to begin the planning process – employers are, after all, the known and trusted resource helping them plan for retirement.  Employer-based long-term care insurance is an integral component to a comprehensive benefits package.  Ranging from the federal government to the majority of S&P 500 companies, may firms now offer long-term care insurance to their employees.

 



 

It Helps Protect Assets

 



 

Those who are informed and financially savvy understand the dangers that a long-term care episode can present to their financial portfolios.  It is known that paying for long-term care stays out-of-pocket can be a large contributor to the depletion of assets throughout the retiree population.

 



 

It Gives People a Choice about Care

 



 

Even though Medicare and Medicaid cover long-term care costs, coverage may still be limited.  Long-term care insurance policies make it truly possible to receive care when wanted and most needed, with some policies even paying benefits internationally.

 



 

It Eases the Burden on Family Members

 



 

Providing care is well known to be an inducer of extreme physical, emotional, and financial burden on loved ones.  Long-term care insurance reduces this burden by allowing family members to be involved in the care-giving process without being beholden as the primary provider.

 

 

 

AWP can help you through all phases of implementing corporate, individual, nonprofit, of association long-term care plans.

 

 

 

Voluntary Benefits

 



 

Voluntary benefits continue to gain momentum in the workplace by enabling employers the opportunity to maintain a robust benefits program while providing employees with access, choice, and affordability.  AWP recognizes the critical role that voluntary benefits play in a total benefits strategy, but also realizes that its administrative ramifications differ vastly from those of more traditional group solutions.  Distinguishing us from the rest of the industry is our consultative and analytical approach to each client’s benefits product lineup and unique administrative process.