Dominating the industry for over 40 years, TASC was founded to help the nation’s farmers and small businesses, and offer them the tax-savings solutions and employee benefits options that were commonplace at large companies.

• Consolidated Omnibus Budget Reconciliation Act (COBRA)
• Employee Retirement Income Security Act of 1974 (ERISA)
• Flexible Spending Accounts (FSA’s)
• Family Medical Leave Act (FMLA)
• Health Reimbursement Arrangements (HRA’s)
• Health Savings Accounts (HSA’s)
• Payroll Services with PayPath

For more information, contact us at 800.696.4543 or info@claremontcompanies.com.

COBRA requires employers to extend group health benefits to employees (and their families) who lose health benefits due to specific qualifying events.

With considerable cost savings over administering COBRA in-house, TASC COBRA includes easy-to-use online tools and services for complete plan management 24/7.

ERISA regulates group-sponsored benefits and imposes strict employer deadlines for disclosing Plan information to eligible employees. Per this federal law, ERISA plan sponsors must follow a strict fiduciary code of conduct.

With audits escalating, it’s more important than ever to trust a compliance expert. TASC manages all necessary documents, forms, and record keeping.

Commonly referred to as Flexible Benefit Plans, FSA’s provide significant savings to employees and employers. Employees save nearly 30% on eligible healthcare and dependent care expenses. And employers save on payroll taxes for every dollar of employee participation, often enough to cover the plan’s cost.

The exclusive TASC Card lets participants substantiate and pay for eligible FSA expenses, with just a swipe. And when a participant can’t use the TASC Card, reimbursements load into its MyCash account automatically, to be used wherever Mastercard is accepted or withdrawn via an ATM. Plus, participants can use a mobile app to access accounts and submit requests for reimbursement.

FMLA guarantees employees the right to up to 12 workweeks of unpaid job-protected leave (annually) for specific medical and family-related reasons. With significant regulations and requirements, FMLA administration is time consuming, costly, and complicated. TASC’s cutting-edge FMLA helps employers limit risk, reduce workload, and save time.

The right choice for employers who want to provide maximum employee healthcare benefits in conjunction with a high-deductible health plan (HDHP). Employers allocate a set dollar amount for employee medical expenses, and employees pay for healthcare expenses with tax-free, employer-provided funds.

With a TASC HRA, employers create a plan that’s best for their organization, with three plan options to fit types of expenses covered. Plus, TASC’s unique funding arrangement allows claim payment to employees before full plan funding has been received.

Employees covered under a High Deductible Health Plan (HDHP) are eligible to participate in an HSA — a tax-advantaged saving and investment vehicle that offers three separate tax benefits:

• Contributions are pre-tax.
• Withdrawals for qualified expenses are tax-free.
• Earned interest on investment funds is tax-free.

HSA’s have more advantages than an FSA because they have higher annual contribution limits, no use-it-or-lose-it rule, no limit on carryovers, and offer an investment option in which earnings grow tax-free.

With no risk of forfeiture, employees can maximize tax savings by contributing up to the annual limit every year. They use this tax break to pay for current healthcare expenses and are able to plan for future expenses. And without the pressure to spend unused funds before year-end, employees are able to make better, smarter healthcare choices.

The TASC HSA Plan (full service) provides comprehensive administration for every aspect of the Plan and delivers value-added features to ensure optimal customer experience. Limited Service HSA’s and Plan Only HSA’s are options also.

A reliable, convenient, and flexible payroll solution available online with 24/7 access. The features include a fully paperless payroll, or as close to paperless as the employer feels comfortable. Employers can spend far less time adapting to their payroll provider and more time on what matters most…running a successful business.