Health & Welfare Solutions

Benefit plans that save employers money. Tell me more.

Properly implemented Flexible Spending Account (FSA) plans will save employees federal, state and FICA tax. Depending on the level of participation, employer FICA tax savings can exceed the cost to administer the plan, making FSA plans one of the only benefits an employer can implement for little to no cost.

Sentinel Benefits & Financial Group is a leading administration firm for FSA, Health Reimbursement Plans (HRA) and Transportation Reimbursement Plans. We have been providing these services since 1987 and now administer more than 650 plans for businesses across the United States.

Things to think about:

  • Increase plan participation and appreciation with immediate access to funds by adding the Benny® VISA Debit Card.
  • A properly implemented HRA plan can lower health insurance costs while running seamlessly for your employees.
  • Make sure your participants have access to your plan’s administration service. Sentinel offers a robust online service plus a toll-free Service Center to answer your participants’ questions.


Outsource COBRA administration to professionals.

COBRA administration is both time-consuming and highly complex. Non-compliance issues, missed deadlines and regulatory demands expose your business to liability and time consuming cost. Employers who outsource COBRA administration realize higher accuracy rates and best-practice administration, which translates into cost savings.

Sentinel Benefits & Financial Group works seamlessly with your HR team to oversee every aspect of your COBRA eligible benefits. We provide dedicated customer support, highly efficient processing and disbursements and administer your plan to limit your exposure to risk.

Things to think about:

  • Audit your insurance carrier bills to make sure that they match your COBRA participant register. If you’re not, you could be paying premium for people you shouldn’t be.
  • Mail your COBRA notice Certificate of Mailing not Certified Mail. You only need to prove that you mailed the notice and not that the Qualified Beneficiary received it.
  • Make sure you add the cost of your HRA to your COBRA notification. If you don't, you could be providing free benefits to terminated employees.