Employer Solutions
Optimize Your Workforce.
Better benefits. Better retention. Better economics.
Explore supplemental wellness and benefit options for your team, including programs described as tax-advantaged. Eligibility, total costs, and tax treatment need careful review before you commit.
The idea
Three questions worth asking.
The right starting point is whether a program adds meaningful value for your team at a cost that makes sense. Compare the complete economics, administration, and eligibility before assuming any savings.
Add meaningful support your team actually uses, alongside the coverage you already offer.
People stay where they feel taken care of. Strong benefits are a quiet, powerful part of that.
Review fees, employee impact, payroll treatment, and ongoing administration with your CPA and appropriate benefit professionals.
What this can include
Depending on your team and your goals, this can involve supplemental wellness and benefit solutions, telehealth, prescription support, behavioral health, and hospital-stay indemnity, among others. I look at your situation first, then match the right pieces.
What this is not
This is not major medical insurance and it does not replace it. I don't hand you one product off a shelf. Because I keep flexibility across programs, I can fit the solution to your team instead of forcing your team into one product.
The difference
Outcomes over vendors.
I'm not loyal to one platform. I'm loyal to your result. That's why I keep the flexibility to use whatever program actually fits your team, now and as things change.
How we'd approach it
Understand the team. Run the numbers. Match the fit. Support the rollout.
Understand your team
Headcount, current benefits, what's working, and where the gaps are. No numbers, no opinion.
Run your numbers
See what's actually possible for your people and your business before anyone commits to anything.
Match the right solution
From the options that genuinely fit, not a one-size product I happen to sell.
Implement and support
Roll it out cleanly, communicate it well so the team receives it, and stay in it after.
Is this health insurance?
No. It's supplemental. It's designed to work alongside major medical, not instead of it.
Will it save us money or cut our taxes?
No savings or tax result is assumed. Ask your CPA and qualified benefits counsel to review the actual plan, payroll treatment, fees, eligibility, and documentation. A promotional illustration is not a determination of your tax treatment.
Which vendor do you use?
Whichever one actually fits your team. Keeping the options open is the entire point.
Charge Forward Advisors provides guidance and helps match employer benefit and workforce solutions. Programs described here are supplemental and are not major medical insurance, nor a substitute for it. Availability, features, eligibility, and outcomes vary by program and group. Nothing on this page is tax, legal, or insurance advice. Confirm any tax treatment with your own qualified advisor.
Find the right next step
Start with the opportunity.
Tell me what you want to improve and what is getting in the way. The first step is to check fit, then decide whether a focused conversation, a practical solution, or a different resource makes sense.
- A useful next step starts with fit. If I'm not the right fit, I'll tell you.
- If I know someone better suited, I may connect you.
- No sensitive documents needed. A short description is enough.
Tell me what needs to work better.
A few details help us work out the right next step before putting time on the calendar.