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Group Plans

Reilly Benefits provides a range of consulting services and benefits plans to match the specific needs of your business, small or large. Our expertise will allow you to make informed decisions and negotiate the tangled web of plans and providers currently available in today’s benefits market.

Insurance Plans

The number one reason employers offer a benefit program is to attract and retain quality employees. Benefit programs can consist of a variety of benefits, the composition of which is dependent upon the goals and objectives of the individual employer. Reilly Benefits will work with you to develop a quality benefit program that includes one or more of the following benefits:

Medical

The majority of the U.S. population receives its health coverage through the employer market. As such, and with the high cost coverage, the health plan is often the most important consideration in an employment decision, second only to salary. It’s the keystone to any benefit program. Today’s market consists of all sorts of plan options: PPOs, HMOs, Point of Service Plans, Open Access Plans, Consumer-Directed Plans, and more. Each has their own advantages, disadvantages, and distinct cost and benefit offerings. Offering health insurance however involves much more than simply deciding which types of plans to present to employees. With cost usually the main determinant, other considerations include payroll deduction and contribution philosophy, access to providers, employee expectations, impacts on morale, competition in the labor market, the communication and implementation approach, and more. Our consultants work with employers of all sizes to develop and manage cost-effective programs that address these and other important issues.

Dental

While dental care doesn’t involve the types of potential catastrophic expenses that can come with medical treatment, it nevertheless scores high as a desirable and necessary benefit for employees, particularly those with families. Like medical, dental benefits are offered through a variety of delivery methods, including traditional indemnity plans, PPOs, and DHMOs, and advantages and disadvantages exist for each. This benefit can sometimes be difficult to place for smaller employers, but markets are available for employers of all sizes. Larger employers can realize significant savings by easily self-funding the benefit.

Vision

Many health plans offer basic vision services these days, so employers may not have a real need for a vision plan. Still, employees who don’t elect health benefits don’t have access to the vision care, so employers offer vision plans to allow all employees access. Plans are also offered as a way to provide benefits greater than those found in the basic benefits provided by the health plan. Vision plans are very inexpensive, with most usually covering an annual eye exam for low copay and providing coverage for frames and contact lenses.

Group Term Life Insurance

Many employees do not have individually purchased life insurance (link). For this reason benefits provided by the employer can mean a great deal to the family upon the death of the employee or another family member. Employers can make a difference in the lives of its employees in this regard for an extremely low cost. Policies are offered at group rates for specific policy amounts or for amounts equal to an increment of the employee’s salary. The salary approach allows the employer to provide greater benefits for employees in higher income brackets, often key employees or those in management positions. Many employers offer a variety of benefit levels pursuant to classifications defined by position, seniority, or additional income. Plans can be provided to all employees or may be offered on a contributory or voluntary basis.

Disability Income Protection

Disability insurance is an important component to an employee’s financial plan. It can be a difficult and expensive benefit to secure individually, so many employees only access to coverage is through their employer. Many people tend to relate disability to a permanent injury or illness resulting in the loss of the ability to walk or take care of one’s self altogether. The reality is that most disability claims stem from short term events such as recovery from surgery, extensive medical treatments, or serious but non-permanent injuries or illnesses. It is believed that 1 in 3 people will have a disability event lasting one or more years by the age of 65. Ultimately, people purchase all sorts of insurance to protect one’s assets from financial difficulty. One’s ability to earn an income is perhaps his or her biggest asset, so income protection is arguably most important. Whether offered on a short term or a long term basis, employers do great service by providing employees with access to disability benefits.

Employee Assistance Program (EAP)

Sometimes issues arising at home or at work draw the energies and thoughts of employees in directions detrimental to their mental and/or physical health. This can negatively affect employee productivity at work. An EAP program is designed to provide a confidential resource to help employees triage and work through issues that have the potential to affect areas of the organization in a negative way. Services are usually provided by means of phone access to licensed counselors, whose job is to help the employee work through minor issues and assist the employee determine if additional outreach is needed. Often, the EAP program will assist a member access the mental health benefits available through the member’s health plan.

Pre-tax Plans

For information regarding pre-tax planning – Click Here

Testimonials

'Our experience with Reilly Benefits has been very positive. The courteous and friendly staff has taken care of our every need. Their knowledge and dedication have afforded us the opportunity to thoroughly explain the benefits and importance of insurance coverage to our employees. I would highly recommend this organization to any individual or business for all types of insurance or tax planning.'

Dottie Wyatt, Controller
Atlantic Cycle & Power

'We rely on the recommendations of Reilly Benefits to provide plan options for our employees in a way that controls our costs and we feel great relief knowing that they keep us abreast of health care legislation and other issues that affect the managemnent of our plans.'

Regina Anderson
Vice President
Dennis Anderson Construction
'The commitment Reilly Benefits makes to our company to ensure our benefits and claims are handled promptly and correctly goes beyond that of any agency I have seen in my 20 years of working with insurance brokers.'

Karen Siebert, CFO
Great Mills Trading Post

'Our experience with Reilly Benefits has been very positive. The courteous and friendly staff has taken care of our every need. Their knowledge and dedication have afforded us the opportunity to thoroughly explain the benefits and importance of insurance coverage to our employees. I would highly recommend this organization to any individual or business for all types of insurance or tax planning.'

Dottie Wyatt, Controller
Atlantic Cycle & Power
'The commitment Reilly Benefits makes to our company to ensure our benefits and claims are handled promptly and correctly goes beyond that of any agency I have seen in my 20 years of working with insurance brokers.'

Karen Siebert, CFO
Great Mills Trading Post

Benchmarks

Reilly Benefits, Inc. works with employers in a wide variety of industries. This allows us to understand the uniqueness of specific benchmarks within certain industries and among different market sizes.

Our ability to help employers compare and contrast a benefit plan to these benchmarks provides our clients an advantage in the ultimate goal to attract and retain quality employees.

Professional Employee Benefits Specialists

Contact us

Reilly Benefits, Inc

5419 Deale-Churchton Rd. Churchton, Md. 20733

Professional Employee
Benefits Specialists

Telephone: 1-410-867-0261

Fax: 1-410-867-0262
info@reillybenefits.com

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