| Broker | Address | Carrier | Commissions | Fees | Total comp | % of premium |
|---|---|---|---|---|---|---|
| G SCOTT COOKE Filed as: SCOTT & WHITE HEALTH | — | SCOTT & WHITE HEALTH INSURANCE | $41K | — | $41K | 6.46% |
| G SCOTT COOKE Filed as: SCOTT & WHITE HEALTH | — | SCOTT & WHITE HEALTH INSURANCE | $17K | — | $17K | 6.86% |
| IMA, INC.3 Filed as: IMA INC | 6200 LBJ FREEWAY, STE 200 DALLAS, TX 75240 | CIGNA HEALTH AND LIFE INSURANCE COMPANY | $10K | $671 | $10K | 11.61% |
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 | 159 | Currently employed and enrolled or eligible. |
| Total participants (= "Plan participants" tile) | 159 | Active + retired/separated + beneficiaries. No dependents. |
| Coverage | Top carrier | Persons covered EOY | Premium |
|---|---|---|---|
| Health (medical)(2 contracts) | SCOTT & WHITE HEALTH INSURANCE | 159 | $886K |
| Dental | CIGNA HEALTH AND LIFE INSURANCE COMPANY | 151 | $88K |
| Vision | CIGNA HEALTH AND LIFE INSURANCE COMPANY | 151 | $88K |
| Persons covered (= "Persons covered" tile) | Max across the rows above | 159 | — |
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.