Total Benefit Solutions, Inc

09/16/2026

Are student loan payments keeping your employees from saving for retirement?

SECURE 2.0 gives employers a practical plan-design option: qualifying student loan payments may be treated like employee 401(k) contributions for matching purposes. That means employees paying down education debt may still receive an employer match: helping them build retirement savings without choosing between today’s debt and tomorrow’s financial security.

Radical honesty: this is not a plug-and-play feature. Employers should:

1. Confirm the plan document and recordkeeper support student loan matching.
2. Decide which loans and payments qualify under the plan and applicable rules.
3. Communicate clearly so employees understand the benefit and how to enroll.
4. Work with a qualified advisor on compliance and plan design.

For small and mid-sized businesses, this can strengthen recruitment and retention by showing younger talent that your benefits support their real financial challenges.

At Total Benefit Solutions, we provide zero-cost consulting and advocacy to help employers evaluate benefit strategies. We never accept no when better solutions may be available.

Call 215-355-2121 or visit www.totalbenefits.net for a complimentary consultation.

09/16/2026

HR: Oct. 15 = Part D notice deadline. Sponsors test annually, disclose to CMS, notify as coverage changes or employees become eligible. Zero-cost help: 215-355-2121 | www.totalbenefits.net. We Work For Your Benefit!

09/15/2026

Zero Copay Coverage: How to Cut Healthcare Costs and Improve Employee Access with Level-Funded Plans

If you manage employee benefits for a small to medium-sized business, you are likely all too familiar with the relentless pressure of rising healthcare costs....

If you manage employee benefits for a small to medium-sized business, you are likely all too familiar with the relentless pressure of rising healthcare costs. Traditional group health plans often f…

09/15/2026

Are you comparing a high-deductible Medigap Plan G or F for 2026? The deductible is $2,950: about $245.83 per month when viewed as an annual cost.

Here’s the Radical Honesty:

• Only Medigap Plans F and G offer high-deductible versions.
• High-Deductible Plan F is generally available only to people who were eligible for Medicare before January 1, 2020.
• High-Deductible Plan G is available to people new to Medicare on or after January 1, 2020.
• High-Deductible Plan G and standard Plan G cover the same benefits. The difference is when coverage begins: immediately with standard Plan G, or after you meet the deductible with High-Deductible Plan G.

Example: A 65-year-old nonsmoker might pay approximately $46/month for High-Deductible Plan G compared with $135/month for standard Plan G. But don’t compare premiums alone. Compare total annual costs: premiums plus potential out-of-pocket expenses: across High-Deductible Plan G, standard Plan G, and Plan N.

An HD plan may be cost-effective if you expect enough Medicare-covered medical expenses to meet the deductible each year. If you rarely reach it, standard Plan G may provide better value and more predictable costs.

Important: You cannot buy a Medigap plan while enrolled in Medicare Advantage.

Have questions? Total Benefit Solutions Inc provides complimentary consultations. Under our Never Accept No philosophy, we’ll help you compare the numbers and coverage: not just sell you a plan.

Call 215-355-2121 or visit www.totalbenefits.net.

09/15/2026

Before relying on Marketplace coverage for the next plan year, what should you verify during renewal?

Do not simply assume passive renewal will protect you. Review your application and confirm:

• Household size and current address
• Expected annual household income
• Tax-filing information
• Whether your current plan is still available
• Whether your doctors, prescriptions, and preferred pharmacies remain covered
• Premium, deductible, copays, and out-of-pocket maximum

Outdated application information can create unexpected premiums, eligibility results, or coverage gaps. If the Marketplace application data or eligibility decision does not look right, save your confirmation documents and ask for help before accepting the result.

At Total Benefit Solutions, our Personal Navigators provide complimentary health insurance advocacy and consulting. We believe in Never Accept No when you need answers and support navigating the system.

Call 215-355-2121 or visit www.totalbenefits.net for a complimentary consultation.

Educational information only: not individualized tax or insurance advice.

09/13/2026

Medicare Question of the Week: What is the Medigap free-look period: and how can it protect you when changing Medicare Supplement policies?

When you receive a new Medigap policy, you generally have 30 days to decide whether it is right for you. During this free-look period, you may need to keep your current policy and temporarily pay premiums for both policies.

Important: Do NOT cancel your existing Medigap policy until you have reviewed the new policy and are sure the replacement meets your needs. Confirm the coverage, premiums, exclusions, provider considerations, and prescription coverage coordination in writing.

Switching rules and guaranteed-issue rights can vary based on your situation and state. Never rely on a verbal promise when your healthcare coverage is at stake. Get the policy terms in writing and seek guidance before accepting an unsuitable change.

At Total Benefit Solutions, we are your Personal Navigator through confusing Medicare decisions. We believe in “Never Accept No” when fighting for your rights and benefits.

Call Total Benefit Solutions Inc for a complimentary, zero-cost consultation: 215-355-2121 or visit www.totalbenefits.net.

09/12/2026

The 32-Hour Workweek Bill: The Hidden Benefits Crisis for Small Employers

A new proposal in Congress could change how many employers schedule and compensate hourly workers. The…...

A new proposal in Congress could change how many employers schedule and compensate hourly workers. The Thirty-Two Hour Workweek Act, introduced this week by Senator Bernie Sanders (I-VT) and Repres…

09/11/2026

If this is your new P*P... it might be time for new health insurance! 👽 We help you find doctors you trust.

Total Benefit Solutions Inc
215-355-2121
www.totalbenefits.net

*P

https://cdn.marblism.com/PoZxHZvUqhB.

09/11/2026

Demystifying the Blue Card PPO: How Nationwide Network Access Actually Works for Your Employees

As a growing business owner or HR leader, offering competitive employee health benefits is vital for talent attraction and retention....

As a growing business owner or HR leader, offering competitive employee health benefits is vital for talent attraction and retention. But when your workforce expands across state lines, or when key…

09/10/2026

Stuck on hold, repeating your story to 5 reps? Skip the call-center maze. Total Benefit Solutions provides personalized local advocacy, and we never take “no” for an answer. 215-355-2121 | www.totalbenefits.net