Welcome to the MFG Benefits Difference!
Our approach to your benefits and insurance is comprehensive
MFG Benefits looks at more than financial and medical compensation, we focus on improving the financial, physical, personal, health & well being of your employees and their families. We strive to help you be the employer of choice in your industry by providing comprehensive benefits to you and your team.
Benefits Cost Management
Analysis makes the most of your benefits dollar based on YOUR needs.
Cutting-edge Technology for Benefits Renewal
Advanced quoting and renewal platform delivers the most accurate rates possible and securely stores employee data to streamline future renewals.
Local Full Time Benefits Advisor
Can meet with every employee/new hire one-on-one to explain benefits and save you time.
Save Company and Employees’ Time on Insurance Claims
We are the single point of contact for insurance claims inquiries and questions. Our renewal technology streamlines the process for current and future benefit enrollments.
Increase Your Bottom Line with Insurance and Benefits Plans
Our plan design capabilities include fully integrated benefit products to save you money.
MFG Benefits designs group insurance and benefit packages that fit your needs at a price that fits your budget. These packages, whether they are medical insurance, group health or employee benefits hold value for your employees and the long range goals of your business, in turn giving you an edge over your competition and retaining long term employees while reducing your costs.
"They take an educational approach to managing our plan and offer exceptional customer service at competitive rates. Their personalized support for our employees has created value we would not be able to find elsewhere."
--Julie Williams, HR Coordinator RSVA
Major Medical insurance is one of the most crucial benefits that an employer can offer their employees. Not only does it allow your company to remain competitive in the eyes of the workforce, but also it projects the care you have about the health and wellbeing of your employees. The insurance industry is ever-changing. With its almost limitless plan design possibilities, ongoing legislative changes, and the like, it is nearly impossible for a business owner or a plan administrator to maintain their business’s Major Medical insurance without the expertise of a broker.
Group Dental insurance is a great ancillary benefit for employers to offer to their employees. This is particularly beneficial to employees’ with one or more children. Dental insurance can be fully-funded by the employer, fully-funded by the employees, or somewhere in-between. Although Dental insurance is known to be less complex than Major Medical, there are still multiple levels of benefits that can be offered. Consequently, a broker’s ability to analyze and determine the benefits that best match your company is a must.
Group Vision insurance is another valuable ancillary benefit to offer to your employees. Being that not all people need Vision coverage, it can be offered on voluntary basis. This means that employees have the choice of whether electing this coverage makes the most sense for them. Moreover, those that do elect the coverage are responsible for fully-funding their benefits. Vision insurance coverage can also be fully-funded by the employer.
Long-Term Disability & Short-Term Disability
Short Term Disability is a type of insurance that pays part of your salary if you are temporarily disabled (not able to work due to sickness or off-the-job injury). Long Term Disability is a type of insurance that picks up when short-term disability expires and can cover part of your salary from 2-5 years (depending on your policy).
A Section 125 (or cafeteria plan) allows an employer to set up benefit plans that are paid for by an employee’s pre-tax dollars. This gives employees an opportunity to have additions to their health insurance while saving them money.
Voluntary benefits allow employees to purchase additional insurance products through
their company at rates that are lower than if they bought them on their own. Premiums
are paid from pre-tax dollars and deducted from the employee’s paycheck, making
payment simple and convenient.Voluntary benefits are also a way for employers to offer an added incentive to employees without having to pay extra. Everybody wins when voluntary benefits are a part of a company’s employee benefits package.
Accidental Insurance Plans
Limited Medical Plans
Flexible Spending Accounts (FSA)
A Flexible Spending Account is set up through a cafeteria plan by an employer that allows an employee to set aside a portion of their salary to pay for medical expenses. Since the money is taken out in pre-tax dollars it offers an employee payroll tax savings.
Health Savings Account (HSA)
A health savings account (HSA) is a tax-advantaged medical savings account available to taxpayers in the United States who are enrolled in a high-deductible health plan (HDHP). The funds contributed to an account are not subject to federal income tax at the time of deposit.
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Alternate Care Benefit
Annual Benefit Cap
Assignment of Benefits
Payment for a special arrangement of services specifically designed to allow the person to reside in a setting other than a nursing facility (i.e. services to provide assistance, capital improvements such as a ramp, and/or durable medical support.
Benefit Increase Options
COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985)
Coordination of Benefits (COB)
Evidence of Insurability
Explanation of Benefits (EOB)
Under ERISA, any person who exercises discretionary authority or control over a plan or plan assets.
Flexible Spending Accounts
Special accounts typically funded by an employee's salary reduction to help pay certain expenses not covered by the employer's plan or insurance contract. The advantage of these accounts is that after-tax dollars are converted to before-tax dollars, thereby reducing the actual cost of expenses.
List of preferred pharmaceutical products to be used by a managed care plan's network physicians. Formularies are based on evaluations of the efficacy, safety, and cost effectiveness.
Time period that follows the premium due date when the coverage and policy remain in force.
Guaranteed Issue Underwriting
The applicant is guaranteed coverage up to an agreed amount or level without evidence of insurability (see Evidence of Insurability).
Health Maintenance Organization (HMO)
An organization that provides a wide range of comprehensive health care services for a specified group of enrollees for a fixed, pre-paid premium. There are several models of HMOs: Group Model, Individual Practice Association (IPA), Staff Model and Network Model.
Hospital Indemnity Insurance
Hospital indemnity coverage is insurance that pays a fixed cash amount for each day you are hospitalized up to a designated number of days. Some coverage may have added benefits such as surgical benefits or skilled nursing home confinement benefits. Some policies have a maximum number of days or a maximum payment amount.
Health care insurance plan providing benefits in a predetermined amount for covered services. Traditionally, the insurer pays on a fee-for-service basis with no involvement in the actual delivery of health care services.
The health status of an insurance applicant, which makes him/her acceptable to an insurance company, i.e. health, financial condition, occupation.
Long-term Care (LTC)
Continuum of maintenance, custodial, and health services to the chronically ill, disabled, or mentally impaired over a lengthy period of time. Services may be provided in long-term care or on an outpatient basis (subacute care, rehabilitation facility, nursing home, mental hospital, outpatient, or at-home basis).
Limited grouping or panels of providers in a managed care arrangement with several delivery points. Enrollees may be required to use only network providers or may have financing liability for using non-network providers for medical services.
Non-contracted or unapproved health providers who are outside a managed care arrangement.
The maximum amount that an insured is required to pay under a plan or insurance contract.
Preferred Provider Organization (PPO)
Third-Party Administrator (TPA)
Represents more than 100,000 licensed health insurance professional who service the health insurance needs of large and small employers as well as people seeking individual health insurance coverage.
Represents the interest of insurance professionals from every Congressional district in the U.S. It’s members assist consumers by focusing their practices on one or more of the following: life insurance and annuities, health insurance and employee benefits, multiline, and financial advising and investments.
Charged with protecting the rights of the consumer and the public’s interest in dealing with the insurance industry and is responsible for regulating the insurance industry for the state of Nevada.
The mission of this organization is to ensure vibrant markets where insurers keep their promises and the health and economic security of individuals, families, and businesses are protected for the state of California.
A FREE statewide prescription assistance program available to all Nevada residents.
Organization whose mission is the simplify public and private health insurance eligibility information in order to help more people access coverage.
The Society for Human Resource Management (SHRM) is the world’s largest HR professional society, representing 285,000 members in more than 165 countries. For nearly seven decades, the Society has been the leading provider of resources serving the needs of HR professionals and advancing the practice of human resource management.