NFP

Established in 2002, NFP Corporate Services (OK) has become a leading provider of employee benefits, insurance and wealth management. 

At NFP, our commitment to excellence is reflected in every aspect of our company, from our superior client service teams, to our nimble service model, to our deep resources and expertise. 

OUR CORE PRINCIPLES: 
What we offer is a rarity. We combine the experience and savvy of an established company with the innovation and flexibility of a start-up. We are a team of passionate, smart, loyal individuals who strive to be the best in our field while supporting not only each other, but also our clients. This commitment stems from our core principles: 

-Personalization 
Experienced, client-focused consultants provide access to a wide choice of products and services from the leading institutions to provide our clients solutions designed to meet their personal needs. 

-Innovation 
As a leading provider of employee benefits, insurance and wealth management services, we’ve made substantial investments in compliance and HIPAA Privacy, and we hold ourselves to highest standards of transparency and integrity. 

-Creativity 
NFP provides entrepreneurs and business leaders with the advantage of one coordinated and comprehensive resource across employee benefits, insurance and wealth management. 

-Knowledge 
Our consultants provide valuable industry expertise backed by access to the intellectual capital found within National Financial Partners (NFP) broad resources. Supported by the strength of our technology and tools, we bring clients innovative solutions and sophisticated, effective planning ideas. 

Compliance & Regulatory Support

If an employer chooses to offer employee benefits, it must comply with many legal requirements. Benefits compliance can often be challenging as the requirements are complex and ever changing. MHA provides resources that will help you understand what legal requirements apply to your company's benefit plans and what you need to do to be in compliance. With MHA you will receive insights, solutions and support for your business on issues such as Healthcare Reform, COBRA, ERISA, 5500 Forms, FMLA, HIPAA, and Retirement Plans. To learn more click here.

Comprehensive Services

Designing a comprehensive benefits and retirement program requires incisive consultation and tools to determine your needs, as well as appropriate products and support to develop and maintain a successful benefits platform. Our client service model helps illustrate our communication strategy and provides an overview of the many products and services we offer our clients. We strive to deliver a robust portfolio of comprehensive corporate benefits solutions, decision support resources and signature services to meet your needs, as well as the needs of your employees and their families.

          

                                

News Flash

Plans that include an integrated HRA must allow employees to opt out of coverage.

Mar 5, 2015
Do plans that include an integrated HRA have to allow employees the ability to opt out of that coverage? Read More

What is an ERISA fidelity bond? Does our plan need one?

Mar 4, 2015
According to ERISA Section 412, plan officials who handle plan funds or other plan property generally must be covered by a fidelity bond. A fidelity bond is a type of insurance that protects the plan against loss by reason of acts of fraud or dishonesty on the part of persons covered by the bond. Read More

how should an employer determine full-time status for an employee who moves from a full-time position to a variable hour

Mar 3, 2015
Under the employer mandate’s look-back measurement period rules, how should an employer determine full-time status for an employee who moves from a full-time position to a variable hour position? Read More

If open enrollment has closed for an employer-provided group health plan can an employee make an election change outside

Mar 2, 2015
If open enrollment has closed for an employer-provided group health plan (coverage which is offered through a cafeteria plan), can an employee make an election change outside of permitted qualifying events? Must the employer or plan sponsor allow such a change? Read More

Employer's responsibilities under the Form W-2 cost of coverage reporting requirement?

Feb 27, 2015
What are an employer's responsibilities under the Form W-2 cost of coverage reporting requirement? Read More

U.S. Supreme Court Rejects Presumptions Favoring Vested Retiree Health Benefits

Feb 26, 2015
On Jan. 26, 2015, the U.S. Supreme Court rejected presumptions established by the U.S. Court of Appeals for the Sixth Circuit, holding that whether an employer provides continued health benefits to retirees is a matter of contractual interpretation. As background, M&G Polymers USA, LLC (M&G) entered into a collective bargaining agreement that entitled certain retirees to 100 percent employer-provided health benefits for the duration of the agreement. Read More