Retirement Plan Relationship Manager ERISA Services, Inc. |
Retirement Plan Administrator (TPA) Retirement Plan Consultants |
Pentegra |
Carpenter Morse Group |
Bates & Company |
RTD Financial Advisors |
Jr Retirement Plan Administrator/ Administrative Assistant Hochheiser Deutsch & Co, Inc. |
EPIC: TPA/DPS |
Administrator/Consultant (DC and DB) TPA Professionals |
Nicholas Pension Consultants |
Trucker Huss, A Professional Corporation |
Retirement Plan Documents Specialist Loren D. Stark Company |
Farmer & Betts, Inc. |
Kentucky Trust Company |
Employee Benefits & Executive Compensation Associate Attorney Polsinelli PC |
EPIC Retirement Plan Services |
Plumbers Local Union No. 1 Benefit Funds |
Retirement, LLC |
Employee Benefits and Executive Compensation Associate Attorney Verrill |
Retirement, LLC |
Retirement Plan Legal Specialist Pentegra |
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Why Broker Health Plan Fee Agreements No Longer Work Craig Gottwals, in LifeHealthPro ![]() Feb. 24, 2015 "A carrier can retain 10 percent of the annual premium and pay a broker 5 percent. It can keep 11 percent and pay a broker 4 percent. It can keep 12 percent and pay a broker 3 percent, or it can keep 15 percent and pay the broker nothing. The idea that a broker can 'save' an employer money by going on a fee basis in the new world of health reform is, in and of itself, a demonstration of a lack of knowledge of PPACA.... In fact, a broker who works on a fee arrangement as opposed to a commission will end up costing an employer more. The employer will end up paying 15 percent overhead to the carrier and, in addition to that amount, the employer will pay another fee to the broker." |
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