| Broker | Address | Carrier | Commissions | Fees | Total comp | % of premium |
|---|---|---|---|---|---|---|
| PRO-CLAIM PLUS INC | 1700 MAGNAVOX WAY SUITE 201 FORT WAYNE, IN 46804 | THE HARTFORD | $41K | — | $41K | 100.00% |
| PRO-CLAIM PLUS INC | 1700 MAGNAVOX WAY SUITE 201 FORT WAYNE, IN 46804 | GUARDIAN | $3K | — | $3K | 6.20% |
| PRO-CLAIM PLUS INC | 1700 MAGNAVOX WAY SUITE 201 FORT WAYNE, IN 46804 | LINCOLN FINANCIAL GROUP | $979 | — | $979 | 10.00% |
| PRO-CLAIM PLUS INC | 1700 MAGNAVOX WAY SUITE 201 FORT WAYNE, IN 46804 | LINCOLN FINANCIAL GROUP | $725 | — | $725 | 10.00% |
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 | 170 | Currently employed and enrolled or eligible. |
| Total participants (= "Plan participants" tile) | 170 | Active + retired/separated + beneficiaries. No dependents. |
| Coverage | Top carrier | Persons covered EOY | Premium |
|---|---|---|---|
| Dental | GUARDIAN | 105 | $41K |
| Life insurance(2 contracts, 2 carriers) | THE HARTFORD | 180 | $49K |
| Long-term disability | LINCOLN FINANCIAL GROUP | 109 | $10K |
| Persons covered (= "Persons covered" tile) | Max across the rows above | 180 | — |
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.
The primary carrier changed from prior filing. The plan is already willing to move; opportunity to re-pitch on the next cycle.
Broker compensation exceeds 5% of premium. Either a small-plan minimum-fee dynamic or an inefficient broker structure ripe for a counter-bid.