| Broker | Address | Carrier | Commissions | Fees | Total comp | % of premium |
|---|---|---|---|---|---|---|
| BELL-ANDERSON AGENCY INC3 | 676B WOOLAND SQUARE LOOP SE STE 410 LACEY, WA 98503 | UNITED OF OMAHA LIFE INSURANCE COMPANY | $1K | — | $1K | 15.01% |
| BELL-ANDERSON AGENCY INC3 | 600 SW 39TH ST STE 200 RENTON, WA 98057 | UNITED OF OMAHA LIFE INSURANCE COMPANY | — | $452 | $452 | 6.16% |
| BELL-ANDERSON AGENCY INC3 | 676B WOODLAND SQUARE, LOOP SE STE 410 LACEY, WA 98503 | UNITED OF OMAHA LIFE INSURANCE COMPANY | $257 | $162 | $419 | 16.34% |
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 | 132 | Currently employed and enrolled or eligible. |
| Total participants (= "Plan participants" tile) | 132 | Active + retired/separated + beneficiaries. No dependents. |
| Coverage | Top carrier | Persons covered EOY | Premium |
|---|---|---|---|
| Vision | VISION SERVICE PLAN | 76 | $7K |
| Life insurance(2 contracts) | UNITED OF OMAHA LIFE INSURANCE COMPANY | 132 | $10K |
| Other(2 contracts) | UNITED OF OMAHA LIFE INSURANCE COMPANY | 132 | $10K |
| Persons covered (= "Persons covered" tile) | Max across the rows above | 132 | — |
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.