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  • Fully Insured/Conventional Funding
  • Protected Self-insured: ASO and Minimum Premium
  • Experience Rated
  • Indemnity
  • Health Maintenance Organization (HMO)
  • Preferred Provider Organization (PPO)
  • Point of Service (POS)
  • Section 125 Flex and Cafeteria Plans


  • Group Life/AD&D coverage
  • Group Carve Out
  • Voluntary Life/AD&D
  • Individual


  • Group Dental coverage
  • Preferred Provider Organization
  • Dental Maintenance Organization (DMO)
  • Indemnity


  • Group Long-Term Disability
  • Voluntary Long-Term Disability
  • Individual Long-Term Disability


  • Group Short-Term Disability
  • Voluntary Short-Term Disability


  • Fully Insured & Self Funded
  • Pharmacy Prescription Drugs / Mail Order Drug Programs


  • Group Vision Care
  • Capitated Vision Care (prepaid)
  • Preferred Provider Organization


  • Tax Shelter Annuities (TSA's)
  • 401 (k) and Profit Sharing Plans

Retirement Planning

  • Safe Harbor 401(k) Plan Designs
  • Employer 401(k) multiple funding options
  • Executive Carve-outs Benefit Designs
       New Comparability Funding
       Defined Benefits Carve-out
  • IRC 412(i) plan design
  • Self directed brokerage accounts under 401(k) plans
  • Deferred Compensation with employers match
  • Supplemental Executive Retirement Plans
  • IRC 401(a) Executive Carve-out for non profit organizations
 Key Employee Tax Deductible Benefit Programs
  • Executive Class group coverage for long term disability and long term care insurance
  • 419 key employee life insurance
  • IRC 162 Executive Bonus Plans

Cafeteria Plan Designs Providing Pre Tax Benefits

  • Medical Reimbursement Accounts
  • Flexible Spending Accounts
  • Dependent Day Care
  • Medical Savings Accounts

Business Continuation Planning

  • Split Dollar funding of Irrevocable Trust
  • ESOP
  • Creative Buy/Sell Agreements

Financial Planning for Key Employees

  • 401(k) Asset Allocations
  • Retirement Income Analysis
  • College Funding - IRC 529 Plans
  • Strategies for Need Analysis
  • Charitable Giving
 Professional Referrals
  • CPA's
  • Attorneys
  • Bank/Lenders
  • Venture Capital
  • Pension Specialists
  • Business Referrals

Scope of Services

The first step for CGR in any client situation consists of an introductory meeting. This meeting is often attended by one or more CGR representatives along with an organization's primary human resource personnel. At this meeting probing questions are asked to identify such things as company size, locations, ownership structure, existing employee benefit plans, current carriers and renewal dates. In addition, problem areas are discussed, as well as the ongoing goals and objectives of the organization with respect to their employee benefits. Also, the identification of any existing programs specific to executives will be noted.

The second step in the process is the first of two commitments we ask from an initial client prospect. As a follow up to the introductory meeting, CGR will prepare a check list of information that we deem necessary to conduct an analysis of your existing programs. We ask that your best effort be made to make available the information being requested. Our analysis will include, but is not limited to the following:

Plan Design - Effective plan design promotes employee satisfaction while positioning the organization to take advantage of, or position for, current and future changes due to corporate size, industry trend, legislative changes (including HIPPA, COBRA and FMLA) and expenses. Today more and more organizations are asking employees to share the cost of benefits. In these instances, plan design is critical. Where possible, multiple offerings should be explored to address varying needs among employees. Tax favored programs under Section 125 of the Internal Revenue Code will be evaluated where appropriate.

Proposals - Once the various benefit plans to be reviewed are identified, CGR will draw upon our insurance carrier knowledge and relationships to explore alternatives. Where appropriate CGR will review different funding methods. Whether a particular benefit should be self-funded, fully insured or some combination of the two. Multiple carriers will be asked to submit proposals for each benefit under review. In many instances, they will be asked to quote on more than one design of a particular benefit. Varying markets will be analyzed such as insurance companies and third party administrators. Carrier products will be reviewed such as Traditional, Preferred Provider Organizations (PPO), Point of Service (POS) and Health Maintenance Organizations (HMO) for group health plans options.

Presentation - The second of the two commitments we ask of an initial client prospect is their time to allow us to present our analysis and their faithful consideration of the presentation. Upon the receipt of numerous quotes from various providers for each benefit, CGR will summarize the quotes, in spreadsheet form, for ease of presentation and review. Since it is not always possible to present an "apples to apples" comparison, the significant plan design characteristics for each proposal will be highlighted for review. Usually, at this point in the process it becomes evident that the philosophy of CGR is, not only to sell, but to educate our prospects on the alternatives available.

Implementation - Before implementation we recommend that existing contracts be reviewed against proposed contracts and variances either modified or agreed upon and that any rate reductions from initial offerings be explored. To maximize the goodwill between an organization and its employees, benefit programs need to be effectively communicated. This is especially true when changes are made. CGR will conduct employee meetings with appropriate handout material to effectively communicate all benefits being serviced by our firm.  CGR does not charge for reasonable travel requirements or handout material. Excessive travel and bulk printing requirements will be addressed and negotiated before expenses are incurred.

Compensation - CGR does not maintain a fee schedule for any of the services documented above. All of the insurance products used to implement employee benefits are commissionable to the servicing agency. We accept that commission as payment in full for our services (except where noted for excessive travel and printing). In the majority of instances commissions are paid from a standard schedule. For instances where they are negotiable, reasonable compensation will be agreed upon for the services rendered. Consultation only services are negotiated on a case by case basis.

10 West Square Lake Road, Suite 303, Bloomfield Hills, MI 48302
p 248.352.6220 | f 248.352.6221