| Broker | Address | Carrier | Commissions | Fees | Total comp | % of premium |
|---|---|---|---|---|---|---|
| BENECO3 | 9089 E. BAHIA DRIVE, SUITE 100 SCOTTSDALE, AZ 85260 | UPMC HEALTH PLAN | $36K | — | $36K | 12.69% |
| BENECO3 | 9089 E BAHIA DR. SUITE 100 SCOTTSDALE, AZ 85260 | SUNLIFE AND HEALTH INSURANCE COMPANY | $15K | — | $15K | 76.68% |
| BENECO3 | 9089 E BAHIA DR. SUITE 100 SCOTTSDALE, AZ 85260 | UNUM | $9K | — | $9K | 67.88% |
| BENECO3 | 9089 E. BAHIA DRIVE, SUITE 100 SCOTTSDALE, AZ 85260 | VISION SERVICE PLAN | $2K | — | $2K | 18.52% |
No Schedule C service providers reported on this filing.
Benefits declared on the Form 5500 main form (✓ = also has a Schedule A insurance contract; otherwise the benefit is funded out of plan assets or via a Schedule C TPA).
The plan reports several different headcounts depending on which form you read. Each one measures a different slice of the population.
| Active participants | 0 | Currently employed and enrolled or eligible. |
| Total participants (= "Plan participants" tile) | 0 | Active + retired/separated + beneficiaries. No dependents. |
| Coverage | Top carrier | Persons covered EOY | Premium |
|---|---|---|---|
| Health (medical) | UPMC HEALTH PLAN | 39 | $287K |
| Dental | SUNLIFE AND HEALTH INSURANCE COMPANY | 39 | $20K |
| Vision | VISION SERVICE PLAN | 39 | $12K |
| Life insurance | UNUM | 39 | $13K |
| Persons covered (= "Persons covered" tile) | Max across the rows above | 39 | — |
Why the numbers differ. Form 5500 line 6 counts employees + retirees + beneficiaries; no dependents. Schedule A persons-covered counts everyone enrolled, including spouses and children, so it usually exceeds line 6 by 30-60% on a working-age workforce. The medical row is normally the broadest single line because it has the highest take-up; dental/vision/life often dip below it. Stop-loss / reinsurance contracts sometimes report the carrier's full underwriting pool rather than this filer's headcount; the row is shown for transparency but shouldn't be read as "people in this plan."
Total premium grew more than 20% over prior year. Renewal pain — prime candidate for re-shopping the carriers.
Broker compensation exceeds 5% of premium. Either a small-plan minimum-fee dynamic or an inefficient broker structure ripe for a counter-bid.
Top carrier holds >85% of premium. If that carrier hits a rate increase, the entire plan moves.