NFP Maschino, Hudelson & Associates

 

Established in 2002, NFP Maschino, Hudelson & Associates (NFP MHA) has become a leading provider of employee benefits, insurance and wealth management. 

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

-Knowledge 
NFP MHA 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

Can an employer reimburse an employee for an individual policy if they decline group coverage and purchase their own?

Oct 14, 2014
Can an employer reimburse an employee for an individual health insurance policy if the employee would rather decline group coverage and purchase his or her own coverage? Read More

What federal laws may be implicated where an employer chooses to offer a telemedicine program?

Oct 13, 2014
Increasingly, employers are offering telemedicine programs either in lieu of or in conjunction with their major medical plan. What federal laws (ERISA, COBRA, PPACA, etc.) may be implicated where an employer chooses to offer a telemedicine program? Read More

Guidance onLook-back Measurement Period Changes

Oct 10, 2014
This change may occur in two different situations addressed in the notice. In the first situation, the change may occur because the employee transfers within the same applicable large employer (ALE) member from a position to which one measurement period applies to a position to which a different measurement period applies. For this purpose, two measurement periods are different if they are of different durations or if they start on different dates (or both). Read More

Optional Section 125 Midyear Qualifying Events

Oct 9, 2014
he two new events apply in very specific situations and – like all Section 125 events – are optional. Employers who wish to include these new Section 125 qualifying events as options in their plan design need to amend the plan document accordingly. These events will be especially relevant for employers sponsoring non-calendar-year plans and those utilizing look-back measurement periods for variable and seasonal workforces. Read More

REGTAP FAQ on FF-SHOP Employer Billing in Certain Situations

Oct 8, 2014
The Registration for Technical Assistance Portal (REGTAP), operated by CMS, continues to issue FAQs and guidance related to PPACA. The FAQ and information below address an issue that may be of interest to employers.
Read More

U.S. Supreme Court Rejects Same-sex Marriage Appeals

Oct 7, 2014
On Monday, Oct. 6, 2014, the U.S. Supreme Court began its October Term 2014 by declining to review cases involving the issue of same-sex marriage. The U.S. Courts of Appeals for the Fourth Circuit, Seventh Circuit and Tenth Circuit had previously ruled that same-sex marriage bans in Indiana, Oklahoma, Utah, Virginia and Wisconsin were unconstitutional. Read More