Services: DRB Benefits Group are innovators in the field of employee benefits design and administration.

Our level of experience and knowledge is unsurpassed, giving us the ability to customize for every client unique programs designed to elevate employee satisfaction and productivity. As a result, employers are then empowered to continue moving the business forward through enhanced recruiting and improved retention.

• Pre-Tax ‘Cafeteria’ Plans

  A win-win for both employers and employees. Allows premiums for health insurance, dental, vision, and more to be deducted from paychecks BEFORE payroll taxes are calculated and subtracted!

  As a result, everyone will pay less in Federal, State, and Local taxes! This has the effect of ‘discounting’ payroll deducted insurance premiums anywhere between 13% - 24%. Better still, these payroll deducted insurance premiums ‘disappear’ from the employer-supplied, year-end W-2 Annual Earnings Statement and are, therefore, NOT reported as income.

  Bottom line: A 100% tax write-off for ALL insurances purchased through the employer.

• Medical Flexible Spending Accounts

  Can be offered as a ‘menu item’ on a Cafeteria Plan, or as a separate, stand-alone employer benefit. Allows the participant to defer on a pre-tax basis through systematic payroll deductions, ALL of their family’s projected out-of-pocket medical expenses for the entire plan year!

  Any expense relating to co-pays, deductibles, prescriptions, vision, eyeglasses, contact lenses, dental, orthodontics, chiropractic, acupuncture, diabetes test strips & supplies, over-the-counter medicines & implements, and much, much more, can be included. These deferred monies are linked to a MasterCard Smart Debit Card for immediate access.

  All dollars paid through this process are done so on a TAX-FREE basis! Just like the insurance premiums paid pre-tax through a Cafeteria Plan, these monies ‘disappear’ from the employer-supplied, year-end W-2 Annual Earnings Statement and are, therefore, NOT reported as income.

  Bottom line: A never-before experienced 100% tax write-off of ALL family out-of-pocket medical expenses. The tax savings realized through this process are even greater than those attained by attempting to itemize the exact same medical expenses at year-end, on the Schedule-A and 1040A.

• Dependent Care Flexible Spending Accounts

  Can be offered as a ‘menu item’ on a Cafeteria Plan, or as a separate, stand-alone employer benefit. Allows the participant to defer on a pre-tax basis through systematic payroll deductions, ALL of their family’s projected out-of-pocket expenses associated with providing care and oversight for any dependent child under the age of 13, a disabled child or spouse, or an elderly parent. Any expense relating to traditional off-site daycare, before and after-school care, private in-home or out-of-home care, etc., can be included. Expenses are reimbursed as they are incurred, on a TAX-FREE basis! Just like the insurance premiums and out-of-pocket medical expenses pre-paid through a Cafeteria Plan, these monies ‘disappear’ from the employer-supplied, year-end W-2 Annual Earnings Statement and are, therefore, NOT reported as income.

  Bottom line: A 100% tax write-off of ALL family out-of-pocket dependent care expenses. Except for certain, special circumstances, the tax savings realized through this process are even greater (and more easily received) than those attained by attempting to itemize the exact same dependent care expenses at year-end, on the Form 2441, Form W-10, and Schedule-2 of the 1040A.

• Health Reimbursement Arrangements - HRA’s

  A tax-free monetary arrangement made between an employer and their employees where monies are made available to be used be used exclusively toward certain medical expenses specifically identified by the employer. These monies can supplement or offset all sorts of out-of-pocket medical, dental, and vision expenses, as well as many others. This arrangement can exist alongside any other form of health insurance benefit.

  These employer-provided funds are linked to a MasterCard Smart Debit Card for ease of access and convenience of use. All dollars paid through this process are done so on a TAX-FREE basis! Also, these dollars NEVER appear on employer-supplied, year-end W-2 Annual Earnings Statement and are, therefore, NOT reported as income. In many instances, unused funds from this account can roll forward into the next health plan year and can accrue, tax-free, from year to year.

• Health Savings Accounts - HSA’s

  Also known as “Health IRA’s”, these special accounts may be tax-deductibly funded by an employer, an employee, or both! The caveat to owning and funding a personal HSA is this: One must be insured by what the IRS defines as a “Qualified High Deductible Health Plan” (sometimes referred to as a Consumer-Driven Health Plan or CDHP) Annual deduction limits vary between individual coverage vs. family coverage.

  Bottom line: A fully portable, tax-free bank account owned by the insured and NOT the employer, where funds can accumulate on a tax-deferred basis and rollover from year to year. Qualified out-of-pocket medical expenses can be paid TAX-FREE from this account, via use of a MasterCard Smart Debit Card.

• Defined Contribution Health Plans

  Benefit arrangements where employers provide employees with an annual, ‘fixed bucket’ of tax-free monies to be utilized exclusively toward a ‘menu’ of assembled health, dental, & vision plan choices, etc., along with various tax-deferred medical expense accounts such as FSA’s, HRA’s, & HSA’s (as described above.)

  This approach allows an employer to more precisely plan and control their annual benefits budget, while eliminating the adverse financial impact of unexpected ‘surprise’ carrier rate adjustments. This method also empowers employees to more precisely allocate employer benefits dollars towards those only those benefits and financial areas of greatest need and or impact.

• 401(k)s, Profit Sharing, and other Retirement Plans

  These types of arrangements can vary widely from employer to employer, with differing rules and features. In general, however, they represent an opportunity for employees to defer money toward their retirement on a pre-tax basis. Every dollar deferred to the retirement plan is one less dollar that appears on the employer-supplied, year-end W-2 Annual Earnings Statement. Meaning, each participant enjoys a 100% tax-deferral of these monies, which are NOT reported as income.

  Better still, the participant can invest and grow their retirement nest egg over time on a completely tax-deferred basis! Along the way, employers may also make tax-free contributions to these accounts, as well.

• Tax-Free Transportation Plans (Parking Expenses, Transit Passes, Van Pooling)

  Allows an employer to provide, on a tax-free basis, certain amounts of money to be used exclusively to offset various daily, weekly, & monthly employee parking expenses, mass transit and bus fees, and other forms of related expenditures.

  Methods of reimbursement and tax-free payment can vary between special transit cards, tokens, and other forms of remuneration.

DRB Benefits Group is different from any of our competitors. Our passion and personal attention fosters and builds relationships which, over time, become as important to us as the actual services we deliver. DRB Benefits Group is not to be confused as an insurance brokerage. Rather, we are creative benefits design specialists who expertly bridge the gap between employers, insurance companies, financial institutions and current tax law to provide superior benefits solutions while reducing overall expenses. Our integrated, tax-advantaged strategies arm employers and employees with meaningful options to their benefits challenges.

DRB Benefits Group makes available endless combinations of tools and techniques to achieve the best possible outcomes for every business, regardless of size or location. By educating and partnering with our clients, money-saving plan designs are collaboratively developed to work in concert with each employer’s overall goal and vision for their company and their employees. Our client service model promotes intimacy, accessibility, and results-oriented responsiveness. We excel in customizing and administering the following tax-advantaged solutions: