| Broker | Address | Carrier | Commissions | Fees | Total comp | % of premium |
|---|---|---|---|---|---|---|
| FUQUA- BRYSON BENEFITS GROUP3 | 410 S TAYLOR STE 1102 AMARILLO, TX 79101 | AMERITAS LIFE INSURANCE CORP. | $40K | $2K | $42K | 10.55% |
| FUQUA- BRYSON BENEFITS GROUP3 Filed as: FUQUA-BRYSON BENEFITS GROUP | 410 S TAYLOR, STE 1100 AMARILLO, TX 79101 | OPTUMHEALTH FINANCIAL SERV | $7K | — | $7K | 2.17% |
| FUQUA- BRYSON BENEFITS GROUP3 | 401 S TAYLOR STE 1102 AMARILLO, TX 79101 | UNITED HEALTHCARE INSURANCE COMPANY | $4K | — | $4K | 2.31% |
| FUQUA- BRYSON BENEFITS GROUP3 | 401 S TAYLOR STE 1102 AMARILLO, TX 79101 | LIBERTY LIFE ASSURANCE COMPANY OF BOSTON | $25K | $3K | $27K | 24.51% |
| FB BENEFITS GROUP3 | 410 S TAYLOR STE 1102 AMARILLO, TX 79101 | UNITED HEALTHCARE INSURANCE COMPANY | $2K | — | $2K | 2.24% |
| FUQUA- BRYSON BENEFITS GROUP3 | 410 S TAYLOR ST SUITE 1102 AMARILLO, TX 79101 | AMERICAN GENERAL LIFE INSURANCE COMPANY | $18K | — | $18K | 22.00% |
| FUQUA- BRYSON BENEFITS GROUP3 Filed as: FUQUA-BRYSON BENEFITS GROUP | 410 S TAYLOR, STE 1100 AMARILLO, TX 79101 | NATIONAL UNION FIRE INSURANCE COMPANY OF PITTSBURGH | $2K | — | $2K | 2.22% |
| FUQUA- BRYSON BENEFITS GROUP3 | 401 S TAYLOR STE 1102 AMARILLO, TX 79101 | LIBERTY LIFE ASSURANCE COMPANY OF BOSTON | $8K | $900 | $9K | 24.50% |
| FUQUA- BRYSON BENEFITS GROUP3 | 401 S TAYLOR STE 1102 AMARILLO, TX 79101 | LIBERTY LIFE ASSURANCE COMPANY OF BOSTON | $5K | $550 | $5K | 24.50% |
| Provider | Services | Address | Compensation |
|---|---|---|---|
| MAXOR ADMINISTRATIVE SERVICES EIN 75-2676894 TPA | Recordkeeping and information management (computing, tabulating, data processing, etc.) Service code 15 | 320 S POLK ST 100 AMARILLO, TX 79101 | $233K |
| FUQUA-BRYSON BENEFITS GROUP EIN 44-9989307 INSURANCE AGENT | Insurance agents and brokers Service code 22 | 410 S TAYLOR, STE 1100 AMARILLO, TX 79101 | $160K |
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 | 520 | Currently employed and enrolled or eligible. |
| Retired/separated still receiving benefits | 42 | Continuation coverage (COBRA, retiree health). |
| Retired/separated still eligible | 0 | Vested but not currently using benefits. |
| Total participants (= "Plan participants" tile) | 562 | Active + retired/separated + beneficiaries. No dependents. |
| Coverage | Top carrier | Persons covered EOY | Premium |
|---|---|---|---|
| Health (medical) | UNITED HEALTHCARE INSURANCE COMPANY | 53 | $156K |
| Dental | AMERITAS LIFE INSURANCE CORP. | 880 | $401K |
| Vision | AMERITAS LIFE INSURANCE CORP. | 880 | $401K |
| Life insurance(2 contracts, 2 carriers) | LIBERTY LIFE ASSURANCE COMPANY OF BOSTON | 510 | $196K |
| Short-term disability(2 contracts, 2 carriers) | AMERICAN GENERAL LIFE INSURANCE COMPANY | 510 | $106K |
| Long-term disability(2 contracts, 2 carriers) | AMERICAN GENERAL LIFE INSURANCE COMPANY | 510 | $120K |
| Prescription drug | UNITED HEALTHCARE INSURANCE COMPANY | 53 | $107K |
| Stop-loss / reinsurancereinsurance | OPTUMHEALTH FINANCIAL SERV | 531 | $343K |
| Other(2 contracts, 2 carriers) | AMERICAN GENERAL LIFE INSURANCE COMPANY | 531 | $168K |
| Persons covered (= "Persons covered" tile) | Max across the rows above | 880 | — |
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."
Broker compensation exceeds 5% of premium. Either a small-plan minimum-fee dynamic or an inefficient broker structure ripe for a counter-bid.