EMPLOYEE HEALTH INSURANCE & BENEFIT SERVICES NATIONWIDE
© 2005- 2007 JAGDirect; jag insurance & benefit services; all rights reserved.
Gross Monthly Salary:
State & Federal Tax Rate:
Number of Pay-rolled
Total FICA Savings:
Gross Monthly Salary: $3,000 $3,000
Section 125 - Cafeteria Plan: $0 $300
Taxable Monthly Salary: $3,000 $2,700
State & Federal Tax @ 28% $840 $756
FICA Tax @ 7.65%: $230 $207
Gross Take Home Pay: $1,931 $1,737
After Tax Expenses: $300 $0
Equal Net Take Home Pay: $1,931 $1,737
Monthly Employee Increase
in Net Pay Received: $106
Average Employee Paycheck Analysis
Section 125 Cafeteria Plans
Strategic Planning & Workplace Solutions
JAGDIRECT Strategic Planning is constantly striving to provide benefit solutions for our
customers. With a considerable portion of operating budgets going toward employee related
expenses, it seems logical to look for ways to lower costs. Business today view cost
containment as an important key to their success. Our commitment to finding workplace
solutions through employee-funded benefits, coupled with benefit communication services,
has grown our list of satisfied customers far and beyond what we had projected.
Employee funded benefits, conveniently payroll deducted, are popular because they include
streamlined underwriting and portability. And added incentive is the appreciations extended to
employers by employees who see their insurance needs being met.
Welcome to JAGDIRECT!
The rising cost of employee funded benefits has resulted in a corresponding increase in the
JAGD-provided Section 125 documentation and communication implements a discounting effect
on qualifying employee contributions. Other customized feature, including Flexible Spending
Accounts (FSA's) and dependent child care, increase the tax savings to the employer and
Overall incidence of life insurance ownership among households has dropped, from 62% to 55%
from 1984 to 1992. In the lowest income segment, 4 in 10 own individual life insurance.*
JAGD has an extensive assortment of life insurance plans and riders available for the employee,
spouse and children. Two programs, Simplified Issue and Contingent Issue, make the
application process simple and efficient. 51% of employees surveyed prefer to purchase life
insurance through payroll deduction.*
*LIMRA International, Inc., Operational Issues, 1995.
The demographics in the workplace have changed significantly in the last 20 yrs. The benefit
needs are varied and are not being completely served by "blanket" group coverage's.
JAGD provides one of the broadest insurance portfolios in the industry. The program can be
customized with the additions of riders and levels of coverage. A benefit review at employer and
employee levels will result in the proper program being recommended to fill coverage gaps and
- Flexible Premium Annuities
- Group Voluntary Term Life and
Term Life Riders for
spouse and children, plus
long term care, future
purchase option, critical
illness, primary insured
term, decreasing term,
accidental death, disability
income, disability premium
waiver and living benefit
* Disability Income * Hospital Indemnity -
Supplemental Health Options Policy (SHOP) *
Accident * Long Term Care * Home Health Care *
Cancer/Specified Disease with optional Cancer
Treatment Rider * Intensive Care coverage option
with Cancer and Heart/Stroke Products *
Heart/Stroke with optional Cancer Initial
Diagnosis Rider * Group Voluntary LTD and STD. *
Group Voluntary Cancer * AHL minimedical
Limited Benefit Plan
JAGDIRECT Resources department continue to be burdened by the ever-increasing demands
of legal compliance. The departments are spread thin and find benefit communications and
enrollment processes more cumbersome than ever.
JAGD Workplace system provides paper-less enrollment capabilities. Core benefit
communications can be conducted through this system. A separate benefit communication can
be produced which creates an awareness among employees of non-salaried benefits and
provides documentation for Human Services audits and Personnel records.
A recent U.S. Chamber of Commerce Study states that employers are spending an average of 38% in addition to payroll for ** U.S. Chamber of Commerce, Employee Benefits Report, 1994.
benefits.** Professional communication of this fact will improve employee understanding and appreciation of benefits.
This can lead to greater productivity, decreased employee turnover and greater job satisfaction. * The enrollment system
can communicate this in a summary format. * Expanded enrollment systems can actually enroll core benefits. * A separate
benefit statement can be produced by our Fringe Facts System.
Maximization of tax advantage in regard to Pension and Retirement Plans. Tax leverage benefits
for the highly-compensated appears more complicated than ever.
The need for financial security is shared by employers and employees alike. JAGD provides
financial solutions from the lunchroom to the boardroom. Discriminatory Plans and Tax
Leveraged Plans are available to provide solutions for the company and highly-compensated.
We offer assistance to business for succession planning and personal life insurance planning.
Funding concepts include: Group Carve Out * Salary Continuation * Deferred Compensation *
Executive Restricted Access Plan * Corporate Planning / Buy-Sell Fundings.
|Car Insurance |
Depending on your situation,
your car insurance coverage
needs will vary. Whether
you're buying a new car or
adding your teenager to your
car insurance policy,
JAGDIRECT has auto
insurance coverage options
that can help provide the
liability, property and injury
protections that are right for
you. And, if you drive a safe car
or if your teenager has good
grades, you may even qualify
for our auto insurance
click here for further details