Better Together.
With decades of experience exclusively serving the public sector, two industry powerhouses have combined to bring you an enhanced customer experience, expanded breadth of services, and unmatchable access to industry knowledge and benefit experts.
Better Together.
With decades of experience exclusively serving the public sector, two industry powerhouses have combined to bring you an enhanced customer experience, expanded breadth of services, and unmatchable access to industry knowledge and benefit experts.
Why we joined forces.
Once known separately as BENCOR and MidAmerica Administrative & Retirement Solutions, the new U.S. BENCOR/MidAmerica harnesses the powers of two industry leaders to create a single organization that provides unparalleled cost savings, thought leadership and administrative relief to schools, cities, public safety agencies, and more.
Expanded Service Offering
Joining forces means we have more knowledge, resources and administrative capabilities than ever to uniquely solve your issues.
Unbeatable Service
Dedicated Account Management combined with specially-trained customer service representatives means you and your employees are supported every step of the way.
National Resources
USBMA is a Partner Firm under the U.S. Retirement & Benefits Partners umbrella. This partnership opens up national resources that advances our technology, service and administrative capabilities.
Your Issues, Solved.
Over the years, we’ve come to understand common benefit and budget issues of public sector employers. Lucky for you, we’ve also dedicated almost 30 years to solving them, helping our clients save millions each year in payroll taxes.
Your Issues, Solved.
Over the years, we’ve come to understand common benefit and budget issues of public sector employers. Lucky for you, we’ve also dedicated almost 30 years to solving them, helping our clients save millions each year in payroll taxes.
Attract and Retain Talent
Finding and keeping good employees is no easy task, and we understand that recruiting and onboarding can be a drain on your budget. The benefits you offer are every bit as important as salary when an employee is deciding whether to stay or go.
Social Security alternative for seasonal, part-time and temporary workers.
The FICA Alternative Plan is designed specifically for seasonal, part time and temporary workers. Instead of paying into Social Security, 7.5% of the employee’s wages are contributed pre-tax to an investment account for potential growth over time. The account balance and earnings are tax-deferred, and as the employer, you avoid the matching 6.2% Social Security contribution.
Bridge the gap between retirement and Medicare with a benefit that grows while employees work.
A defined contribution HRA (dcHRA) accumulates employer dollars on a tax-free basis while the employee is actively working, with funds being used upon retirement for tax-free reimbursement of eligible medical expenses. Funds are invested for potential tax-free growth and vesting schedules can be applied to further incentivize employee retention.
Attract and Retain Talent
Finding and keeping good employees is no easy task, and we understand that recruiting and onboarding can be a drain on your budget. The benefits you offer are every bit as important as salary when an employee is deciding whether to stay or go.
Social Security alternative for seasonal, part-time and temporary workers.
The FICA Alternative Plan is designed specifically for seasonal, part time and temporary workers. Instead of paying into Social Security, 7.5% of the employee’s wages are contributed pre-tax to an investment account for potential growth over time. The account balance and earnings are tax-deferred, and as the employer, you avoid the matching 6.2% Social Security contribution.
Bridge the gap between retirement and Medicare with a benefit that grows while employees work.
A defined contribution HRA (dcHRA) accumulates employer dollars on a tax-free basis while the employee is actively working, with funds being used upon retirement for tax-free reimbursement of eligible medical expenses. Funds are invested for potential tax-free growth and vesting schedules can be applied to further incentivize employee retention.
Maximize the value of your employees’ accumulated leave.
Retirement plans such as the Employer Sponsored Plan and the Special Pay Plan enable employers to make deposits into employee accounts with dollar equivalents of unused sick leave, unused vacation pay, or other compensation incentives. The funds are invested to potentially grow over time and become available upon meeting the IRS age requirement.
A retiree HRA (rHRA) similarly utilizes unused sick and vacation pay to fund an HRA designed to reimburse retirees tax-free for their qualified medical expenses. Employers have the option to establish one or more of these plans for an employee, making it possible to divert these unique forms of compensation into multiple buckets.
Reduce Accrued Leave Liabilities
The liability of paying out large banks of leave hours when an employee retires can throw your budget into turmoil. You can reduce or even remove this liability by implementing programs that utilize accrued leave time to fund savings vehicles for employees.
Maximize the value of your employees’ accumulated leave.
Retirement plans such as the Employer Sponsored Plan and the Special Pay Plan enable employers to make deposits into employee accounts with dollar equivalents of unused sick leave, unused vacation pay, or other compensation incentives. The funds are invested to potentially grow over time and become available upon meeting the IRS age requirement.
A retiree HRA (rHRA) similarly utilizes unused sick and vacation pay to fund an HRA designed to reimburse retirees tax-free for their qualified medical expenses. Employers have the option to establish one or more of these plans for an employee, making it possible to divert these unique forms of compensation into multiple buckets.
Reduce Accrued Leave Liabilities
The liability of paying out large banks of leave hours when an employee retires can throw your budget into turmoil. You can reduce or even remove this liability by implementing programs that utilize accrued leave time to fund savings vehicles for employees.
Offset Rising Health Care Costs
With the cost of health care benefits on the rise, now is the time to develop creative strategies to offset these costs.
Help your employees manage the cost of health care by providing a tax-free benefit that covers the cost of eligible medical expenses tax-free.
Triple tax-free ways to pay for medical expenses during active employment and retirement.
Health Reimbursement Arrangements (HRAs) and Flexible Spending Accounts (FSAs) share the same goal of allowing employees to be reimbursed tax-free for eligible medical expenses incurred throughout the plan year. FSAs are funded by employee dollars deducted pre-tax from their paychecks, while HRAs are strictly employer-funded with tax-free contributions that can even include unique forms of funding such as unused sick leave and unused vacation pay.
HRAs can be designed to benefit active employees enrolled in a group medical plan or to accumulate health care dollars for employee use upon retirement or separation of service.
Offset Rising Health Care Costs
With the cost of health care benefits on the rise, now is the time to develop creative strategies to offset these costs.
Help your employees manage the cost of health care by providing a tax-free benefit that covers the cost of eligible medical expenses tax-free.
Triple tax-free ways to pay for medical expenses during active employment and retirement.
Health Reimbursement Arrangements (HRAs) and Flexible Spending Accounts (FSAs) share the same goal of allowing employees to be reimbursed tax-free for eligible medical expenses incurred throughout the plan year. FSAs are funded by employee dollars deducted pre-tax from their paychecks, while HRAs are strictly employer-funded with tax-free contributions that can even include unique forms of funding such as unused sick leave and unused vacation pay.
HRAs can be designed to benefit active employees enrolled in a group medical plan or to accumulate health care dollars for employee use upon retirement or separation of service.
We take care of our clients.
And we’d be proud to take care of you. Let us know how we can help by completing our quick contact form. We’ll reach out to you to start the problem-solving process!
Important: This is not a secure form. You should not include sensitive information such as Social Security numbers or account numbers on this form. Please contact our Service Center for account-related questions.
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Current client?
Here’s what you can expect.
What is changing?
Nothing is changing right now. If and when enhancements are made, we will notify you in advance! However, now is a good time to make sure your contact information is up to date. You can update your information online or contact customer service.
Who is U.S. BENCOR/MidAmerica?
Once known separately as BENCOR and MidAmerica Administrative & Retirement Solutions, the new U.S. BENCOR/MidAmerica harnesses the powers of two industry leaders to create a single organization that provides unparalleled cost savings, thought leadership and administrative relief to schools, cities, public safety agencies, and more. The combined organization provides the same benefits, great service and remains 100% focused on the public sector.
Why are you becoming one organization?
BENCOR and MidAmerica are both industry leaders in the public sector benefits space with a 30-year history of serving schools, cities, counties, public safety agencies, and more. When MidAmerica became a member of the U.S. Retirement & Benefits Partners family, it only made sense that BENCOR and MidAmerica should be combined to create an unbeatable organization that provides top-notch service to all of the customers they serve.
What can I expect from this new organization?
You’ll start to see the U.S. BENCOR/MidAmerica logo and name show up more in your communications and benefit resources. We’re always looking for ways to enhance your experience with us, so any new features or resources that become available will be communicated to you, so you know how to take advantage of them! Right now, there’s no change to how you interact with your benefit.
What website do I use to access my account?
You’ll continue to access your plan just like you do today:
- If you are a MidAmerica participant: com or myMidAmericaJourney.com
- If you are a BENCOR participant:usretirementpartners.com
We still have two separate websites because the joining of our two companies can take some time. Please rest assured that if and when a new website is developed, you will be notified ahead of time.
Who do I contact for assistance?
- If you are a MidAmerica participant, click here for contact information.
- If you are a BENCOR participant, click here for contact information.
Why do some things still say MidAmerica Administrative & Retirement Solutions or BENCOR?
As we work to change logos and language on forms, web portals and benefit resources, you may notice some legacy MidAmerica and BENCOR pieces in the mix. That’s OK! Our teams are working diligently to update all of the content and resources you access for your plan.
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