A Health Savings Account (HSA) is a great way to help employees plan for their future. An HSA allows participating employees to contribute tax-advantaged funds for qualified medical expenses.
Employers may also choose to contribute to the HSA. This benefit gives employees the ability to accumulate money that will continue to grow, save money on taxes, and earn interest over time. An HSA may only be opened when a participant is enrolled in a qualified high deductible health plan (QHDHP). As a result of enrolling in a QHDHP, the monthly premiums could be lowered.

An FSA is an account that allows employees to set aside a part of their wage on a pretax basis to pay for specifically allowed qualified medical, dental and vision expenses not covered by insurance. Examples are office visits, prescription copays, dental expenses, prescription eyeglasses, contacts, etc.
Expenses that are eligible under the Dependent Care program are the fees incurred while having dependents cared for so the plan participant and their spouse can be at work or school. This includes day care, before and after school care, nursery school, preschool and summer day camp.

COBRA Administration helps employers manage the rotation of employees and their right to continue their group health coverage, in compliance with federal and state COBRA laws. Employers with over 20 employees are required to give their employees the option to continue their group health benefits after they lose coverage through a qualified event.

The Time and Attendance solutions dramatically improve productivity, accuracy and reliability of your payroll process. You no longer have to gather time sheets, compute total hours and re-key into your payroll system thanks to advanced technology that allows your employees to use an electronic time clock or a secure web clock to clock in and out. The result is a simple way to track hours while providing an accurate account of total time worked.