Cobra Insurance, adds to the cost and complexity of managing an Employee Benefit Plan. If Federal courts are challenged by the interpretation of COBRA, how can employers be expected to understand and interpret these laws? Group Business Model, Inc. will analyze your Cobra program in order to avoid sanctions which the federal government can impose. Employers who have Term Life Insurance and Disability Insurance plans, can help control increasing costs by redesigning these plans so that they are funded by employee payroll deductions.

Executive Benefits are challenged by the limitations placed on pension plans, which employers are allowed to offer. There is a tremendous need to address the adequacy of key executive retirement planning. In addition, Executives must consider Disability Insurance. Think a disability can't happen to you? Think again . If you're between the ages of 30 and 50, there's a 42 percent probability you could become disabled for 90-days or longer between now and retirement.

Group Business Model, Inc. will help you meet the challenges of ERISA, COBRA and other legislation. We will take the time to understand your unique objectives and help you to develop a strategy that can allow for savings and for an improved employee benefit plan. If you need a quote for your group insurance program or need information for alternatives to your group insurance benefits, such as voluntary products, Group Business Model, Inc. can help you.

Services are provided as a special project or as part of an ongoing relationship. Our mission is to provide businesses and professionals with customized solutions specific to individual needs. We offer a solution focused consultancy service. The plans we design and the solutions we provide will enable you to successfully address existing and future issues.

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Many executives are finding that the combination of additional taxes and reduced pension contributions will mean many thousands of dollars lost at retirement. Group Business Model, Inc. specializes in helping clients to reverse executive retirement discrimination. The Executive Benefit Plan design, will supplement the Group Insurance offered to all employees. Eecutive Benefit plans which might be considered are: Personal Life Insurance - Based on ability to pass physical To avoid estate and gift tax problems, all incidents of ownership should be held by the beneficiary from the issuance of the policy Key Person Coverage - Whether a business is likely to be continued, sold or liquidated upon the death of a key employee. Premiums are shared between the business and the employee. Most of the death benefit is received by the business and the employee owns all policy cash values. Employees premium could be paid with bonuses. Business Continuation Funding - Similar to key person. Stock agreement is made and purchased with the life insurance death benefit. Deferred Compensation - Funds controlled by the company and not constructively received by the employee. Funds are company assets, possibly subject to creditors.