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Designing, Implementing, and Servicing all aspects of employee benefit plans

What We Do For Clients


  • We will build intensive Product to Premium to Carrier, spread sheets that will define the cost to employer

  • Online Enrollment and remote conferencing capabilities

  • Process all applications Health, Life, Dental Vision, Disability, HIPAA Form with Cafeteria Plan

  • 125-C Administration

  • COBRA administration

  • Assist in updating Employee handbook

  • Employee Assistance Programs (EAPs)

  • Unique phone service to page us after hours on every client call.

  • Tax Attorney available for questions.


Provide alternate solutions:

Medical expense reimbursement plans 105 C,H employer participates in over-under funding of High deductible lower cost vs. Low deductible higher cost. The fund generate is managed and owned by employer.

Health savings account (HSA) for employee's. COBRA notification and monthly administration.


We believe in service! Service! Service!

In Summary:

"At DEBS we care about employer's premium and understand employee and dependents needs to utilize thier BENEFIT PLAN. "


There are two variables:

"We EDUCATE employer and employees on UNDERSTANDING their BENEFIT PLAN so they may be more involved in their healthcare."

Stephen Geri, MGA

Analyzing Carrier Product & Premium


  • Monitor provider payments using medical management software with the latest EMR.

  • Implement and educate employee on employer sponsored wellness programs.  Wellness will help lower overall premium costs.  Provide information for weight loss programs for employees & dependents.

  • Generic RX education. Reducing Generic co-pays from $20, $15, $10 to $2 and $5.  This is a great advantage for wellness which will help your overall claims experience.

  • DEBS conducts Webinars using the latest technology on implementation of the new Federal Health Laws.

  • Enrollment via email broadcasts, online, and/or face to face meetings with employees.



Premium Increase Prevention Plan


  • Maximizing Wellness via lower Generic co-pays

  • Implementation of Medical Expense Reimbursement Plans (MERP) 105 C,H or self funding deductibles; whether fully insured or self-funded; is the way to manage the carrier's rate increases.  DEBS audits large claims for employer through deductible analysis. 

  • Tenure of Employees

  • DEBS believes carrier should be audited to reduce premium increases.  Typically employer acccepts carrier analysis without audit or 3rd party claim review.

  • Large prescription claim, DEBS will contract directly with the pharmaceutical company to lower RX net cost. Several pharmaceutical companies offer debit/ discount cards to lower RX cost.


Alternative Benefit Plan Funding


  • HR 3590 law, DEBS has the availability to offer the employer Federal funding to the employee and/or dependent premium if income is below 200% to 400% of poverty level.

  • Employees and dependents suffering with major claims such as Diabetes, Kidney, Heart, Liver etc. DEBS will assist with National organizations and charities that contribute to claim payments.

Group Retiree Medical

(pre 65 and post 65 program)


  • They may include Dental, Vision, Life, and Medicare Advantage Plans; average cost is much cheaper than a traditional medical plan which removes a huge expense from employer's claim exposure and employees pockets. 

  • Spouses are also eligible

        For more information email: 

        [email protected]

PEO/Staff Leasing


Can a PEO help your business?

More businesses are discovering how a Professional Employer Organization can help meet their many, government compliances and fulfill their management needs. Here are several reasons why a "PEO" could help your company:

  • Will pay your employees and handle payroll taxes such as FUTA, FICA, and SUTA.

  • Will help you comply with all state and federal government regulations.

  • Will provide a complete insurance and fringe benefits package.

  • Will pay state/federal unemployment taxes and handle any claims when you have to terminate any workers.

  • Will design and monitor workplace safety programs.

  • And, will help screen, hire, and retain key employees besides handling all major human resource functions such as preparing your employee handbook.

If you're tired of spending extra time dealing with these administrative annoyances, perhaps it's time for us to show you how a PEO can save you time and money.  For more information please email:

[email protected]com

Health Care Options

After Retirement

You spend most of your life working, setting an alarm each morning, living by deadlines and hopefully saving enough for retirement. As you approach retirement, it is important to consider how this milestone will affect many aspects of your lifestyle, including your health insurance coverage. Most people have heard of Medicare, the federal government program that provides health care insurance to most Americans aged 65 years or older, as well as certain disabled individuals. Yet, many people wait until they turn 65, or are ready to retire, before they familiarize themselves with Medicare and its many details even though it is an important part of a healthy retirement. Questions to consider before you retire:

  • When will I be eligible for Medicare?

  • What does Medicare provide, and what health benefits will I have to pay for out-of-pocket?

  • Are there health insurance options that can supplement Medicare coverage or provide more coverage than the government Medicare program?

What is Medicare?

Medicare is a government program that provides health care insurance to most Americans aged 65 years or older, as well as certain disabled individuals. More than 55 million Americans receive this health benefit.

Medicare covers many basic medical expenses as explained below, but it does not cover everything. For instance, Medicare does not typically pay the total cost of covered services or supplies, thus beneficiaries often have some out-of-pocket costs . Work with your doctor to help plan for the coverage that will best meet your health care needs.

Medicare Parts A, B, C and D

Medicare consists of four types of coverage, Parts A, B, C and D. According to the government's Medicare website, most people are enrolled automatically in Medicare Part A without taking any action, upon turning 65 or having a qualifying disability.

Medicare Part A helps pay for inpatient hospital care, skilled nursing facilities and hospice care. In most instances, there is no premium for Medicare Part A coverage because people usually pay for Part A coverage through a federal tax while working. If you continue to work after age 65, you will continue to pay taxes to Medicare, while receiving Part A benefits. However, if you or your spouse did not pay taxes while working, you may still be able to purchase Part A coverage.

Medicare Part B helps cover doctors' services, outpatient hospital care, physical and occupational therapy, and some home health care. When you turn 65, you have the option to enroll for Part B coverage, or not. Medicare Part B usually requires payment of a monthly premium. For most people who become Medicare eligible in 2011, Medicare Part B coverage costs $115.40 per month. This monthly premium may vary depending on when you enrolled for Part B coverage and whether the rates increase next year. Higher income beneficiaries pay an additional income-related monthly adjustment amount. To determine your Medicare premium, please visit www.medicare.gov.

Parts A & B are sometimes called "Original Medicare" or "Fee-For-Service" Medicare. When insured under Parts A & B, you may see any provider who accepts Medicare, but are subject to the annual Medicare deductible and for any fees that Medicare does not cover. Medicare Supplement Plans, sometimes called "Medigap" Plans, can help pay for what Parts A & B don't cover. Please see more information about Medicare Supplement Plans below.

Medicare Part C is another way to get your Medicare benefits. Under Part C, you receive your health benefits from what is called a Medicare Advantage Plan. These plans, which are managed by private insurance companies that are approved by Medicare, combine Part A, Part B, and, sometimes, Part D (prescription drug) coverage into a single policy. Medicare Advantage Plans must cover medically-necessary services. These plans take the form of network-provider-based plans such as PPOs, HMOs, and other plan options and co-payments, coinsurance or deductibles vary from plan to plan for these services. Often, Medicare Advantage Plans offer additional benefits not covered under Medicare, which may include 24-hour access to nurses, coverage when you travel, and discounts on products like hearing aids and eyewear.

Medicare Part D provides coverage for prescription drug benefits. Standalone prescription drug plans will generally require you to pay a monthly premium and may require a deductible, co-payment or co-insurance for each covered prescription you fill. Plans vary by cost, number of drugs covered and pharmacies you can use, but all plans must meet a minimum standard for drug coverage set by Medicare. Medicare prescription drug plans work with other types of Medicare health plan options including Original Medicare (Plans A & B) and Medigap plans. Work with your Medicare plan provider to find the Medicare Part D plan that best meets your prescription drug needs. And, as health needs change, it is always a good idea to evaluate your options during the Medicare Annual Enrollment Period from October 15 through December 7. Medicare Supplement Plans, or Medigap plans, are sold by private insurance companies that are approved by Medicare. Medicare Supplement Plans are designed to help pay costs, or "fill in the gaps," that Parts A & B do not cover. Depending on the Medicare Supplement Plan you choose, coverage for the annual Medicare deductible and co-insurance amounts for excess Part B expenses (for example, physical therapy, out-patient hospital services and doctor's visits) and may be included.