| Provider | Services | Address | Compensation |
|---|---|---|---|
| HUMANA HEALTH PLAN INC EIN 61-1013183 | Contract Administrator Service code 13 | 500 WEST MAIN ST LOUISVILLE, KY 40202 | $304K |
| HUMANA DENTAL INSURANCE COMPANY EIN 39-0714280 | Contract Administrator Service code 13 | 500 WEST MAIN ST LOUISVILLE, KY 40202 | $7K |
| ZIZZL,LLC EIN 81-2419332 | Insurance agents and brokers Service code 22 | N67W29393 RICHTER RD HARTLAND, WI 53029 | $1K |
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 | 110 | Currently employed and enrolled or eligible. |
| Total participants (= "Plan participants" tile) | 110 | Active + retired/separated + beneficiaries. No dependents. |
| Coverage | Top carrier | Persons covered EOY | Premium |
|---|---|---|---|
| Vision | HUMANA INSURANCE COMPANY | 82 | $9K |
| Life insurance | GUARDIAN LIFE INSURANCE OF AMERICA | 145 | $78K |
| Short-term disability | GUARDIAN LIFE INSURANCE OF AMERICA | 145 | $78K |
| Long-term disability | GUARDIAN LIFE INSURANCE OF AMERICA | 145 | $78K |
| Other | GUARDIAN LIFE INSURANCE OF AMERICA | 145 | $78K |
| Persons covered (= "Persons covered" tile) | Max across the rows above | 145 | — |
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."
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.
Top carrier holds >85% of premium. If that carrier hits a rate increase, the entire plan moves.