Health Insurance:

A traditional indemnity plan or fee for service:

Employees choose their medical care provider; the insurance company either pays the provider directly or reimburses employees for covered amounts.

Managed care: The two most common forms of managed care are the Health Maintenance Organization (HMO) and the Preferred Provider Organization (PPO). An HMO is essentially a prepaid health-care arrangement, where employees must use doctors employed by or under contract to the HMO and hospitals approved by the HMO. Under a PPO, the insurance company negotiates discounts with the physicians and the hospitals. Employees choose doctors from an approved list, then usually pay a set amount per office visit (typically $10 to $25); the insurance company pays the rest.

Self insurance: When you absorb all or a significant portion of a risk, you are essentially self-insuring. An outside company usually handles the paperwork, you pay the claims and sometimes employees help pay premiums. The benefits include greater control of the plan design, customized reporting procedures and cash-flow advantages. The drawback is that you are liable for claims, but you can limit liability with "stop loss" insurance--if a claim exceeds a certain dollar amount, the insurance company pays it.

Our competitive compensation and benefits program, combined with a strong employee relationship focus has allowed us to attract and retain a growing team of consultants.

Employee benefits and benefits in kind (including fringe benefits, perquisites, or perks) include various types of non-wage compensation provided to employees in addition to their normal wages or salaries.

  • Bi Monthly Paychecks.
  • Performance Awards.
  • HMO/PPO Medical Insurance.
  • Group Term Life Insurance.
  • 401(K) Plan including matching for qualified candidates
  • Sponsorship of H1 Visas for International Consultants
  • Sponsorship of Green Card for International Consultants
  • Candidate Referral Bonuses