Choose the safe harbor on purpose.
We choose the safe harbor that fits your payroll and document why.
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The choice should be tested, not assumed.
What Happens In This Step
We run your wage tiers through the available safe harbors and compare the contribution limits each allows.
We consider how easy each is to administer with your payroll.
What You Get From It
A recommended safe harbor with the reasons written down.
If an auditor asks why you chose it, the record is ready.
What this step needs and produces.
What We Need
The wage tier map and your payroll setup.
What We Do
We compare the methods and select one.
What You Get
A written choice and the resulting limits.
Questions on this topic.
Short answers for agency owners.
Can we change the safe harbor later?
Generally at the start of a plan year and applied consistently. We help you do it cleanly.
What if no safe harbor works for some caregivers?
Then the contribution for those caregivers must change or the plan must be redesigned. We show the numbers.
Do we need legal review?
We recommend your attorney review the documented method.
General information, not legal or tax advice. Confirm the rules that apply to your agency with your attorney or tax advisor.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents, two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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