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This provides notice of the privacy practices and policies of Way Financial. The protection herein set forth that the information we obtain and maintain for our clients and customers is protected. This may also include information about you and your dependents (“Protected Parties”). Note, this privacy policy applies solely to information collected by this web site.
We reserve the right to change the terms of this notice and to adopt any new provisions regarding the protected information that we maintain. If we revise this notice, we will post the revisions on this page. By accessing or using the Way Financial website, you hereby agree to the terms of this Privacy Policy.
Like most websites, we use cookies and web beacons to enhance your experience, gather general visitor information, and track visits to our website. Please refer to the ‘do we use cookies?’ section below for information about cookies and how we use them.
There are questions on our site that are geared to help us match our customers with the very best carrier(s) and product(s) to meet their needs, though each insurance company bases its final prices on its own criteria. We will ask for your name, e-mail address, mailing address, and phone number. We may also gather some general health, lifestyle, and family history on our site. Some of our resource tools require you to list your financial status, including debt and savings information. In order to obtain insurance product quotes, you will be required to provide us with additional personal information which includes, but is not limited to, your date of birth, your gender, your smoking status, your height and weight, and social security number. A licensed representative may call or email you to clarify your information and respond to your inquiry.
We are the sole owners of the information collected on this site. Accordingly, we only have access to/collect information that you voluntarily give us via email or other direct contact from you. We will not sell or rent this information to anyone.
When you contact us, we may use your information to respond to you, regarding the reason you contacted us. We will not share your information with any third party outside of our organization, other than as necessary to fulfill your request. This includes using your information to provide you with accurate insurance premium quotes, help process and underwrite and your application for life insurance, and to keep you updated on the status of your purchases. This involves sharing your information with insurance carriers offering insurance products that fit your needs.
From time to time, we may contact you with information concerning various insurance products that we believe might be of interest to you, based on the information you submitted via our website.
We may also use your information to improve our website and enhance your personal experience with our website.
We do not sell, trade, or otherwise transfer to outside parties your personally identifiable information. This does not include trusted third parties who assist us in operating our website, conducting our business, or servicing you, so long as those parties agree to keep this information confidential.
We may share your Information with any of our parent companies, subsidiaries, joint ventures, or other companies under common control with us.
As we develop our businesses, we might sell or buy businesses or assets. In the event of a corporate sale, merger, reorganization, sale of assets, dissolution, or similar event, some or all of the Information may be part of the transferred assets.
We may also release your information when we believe release is appropriate. This may be to comply with the law, enforce our site policies, or protect ours or others’ rights, property, or safety.
At Way Financial we strive to protect the personal information you provide via our website. To accomplish this, we use commercially known security measures such as encryption, password protection and firewalls. We also have internal restrictions on who may access data collected on our site.
Please understand, however, the Internet is never 100% secure and that no security system is impenetrable. We cannot guarantee the security of our databases, nor can we guarantee that the information you supply will not be intercepted while being transmitted to and from us over the Internet.
Further, we do not guarantee or warrant that any part of our Sites, including files available for download, are free of viruses or other harmful code. It is your responsibility to take appropriate precautions, such as the use of anti-virus software, to protect your computer hardware and software while using the Internet.
Please also note that regular Internet e-mail is not secure. To protect your privacy, you should not use e-mail to communicate information that you want to remain confidential. For your extra protection, we suggest using an alternative method of secure transmission such as telephone, fax, or regular mail.
We use “cookies” on this site. Cookies are data about the websites you visit. Cookies will help improve your access to our site and identify repeat visitors to our site. For instance, when we use a cookie to identify you, you would not have to log in a password more than once. Cookies can also enable us to track and target the interests of our users to enhance the experience on our site. A cookie does not contain any personally identifiable information.
This web site contains links to other sites. Please be aware that we are not responsible for the content or privacy practices of such other sites. We encourage our users to be aware when they leave our site. And, we encourage them to read the privacy statements of other site that collect personally identifiable information.
We may get visitors from outside the US on our web page. Visitors from outside the US will be connected through servers located in the U.S. If visitors provide information, it will be maintained on web servers and internal systems located within the US.
Our Privacy Policy may change from time to time. When a change in our privacy policy happens, we will post it on this page.
If you feel that we are not abiding by this privacy policy, you should contact us. Use the email address below:
This website is provided “as is” without any representations or warranties. This includes express or implied. Way Financial makes no representations or warranties in relation to this website or the information and materials provided on this website. In no event shall Way Financial and its related, affiliated and subsidiary companies be liable for any direct, indirect, special, incidental, or consequential damages arising out of the use of the information herein.
There is no advice of any kind on our website. If you require advice in relation to any legal, financial or medical matter you should consult an appropriate professional. It is your responsibility to evaluate the accuracy, completeness and usefulness of any opinions, advice, services, or other information provided herein.
Without prejudice to the generality of the foregoing paragraph,Way Financial does not warrant that this website will be constantly available or available at all.
The graphics and data in this website are the property of Way Financial. You may not copy or distribute these graphics and data unless you have written consent of Way Financial. We grant permission to print this page. And, we grant permission to display and use this document with a computer solely for personal or internal use. We have permission to use our partner carrier logos on this site.
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And although your financial strategy will be unique to you, we’ll ensure that it’s built on a solid foundation to help you protect against the unexpected, accumulate wealth and preserve what you’re working so hard to achieve.
If you’re a business owner, we recognize there’s no separating the goals you have for your family and the goals you have for your business. That’s why we offer a process that addresses both, allowing you to create a competitive business advantage and live the life you envision.
You’ll be supported by a team of experts who specialize in business planning – such as employee benefits, insurance and exit planning – alongside those who specialize in personal financial planning and estate planning.
Learn more about the business planning, products and solutions under the Services tab on this website.
Regardless of whether or not you own a business, our personalized approach to financial planning is much like building a custom home – designed to your specifications, built to meet your goals.
Then, take the first and most important step toward creating a lifetime of financial security. Contact us to set up a meeting.
An HMO group health plan requires employees to appoint a primary care physician who directs treatment utilizing service providers affiliated with the HMO. HMOs offer access to a comprehensive package of health care for a low monthly premium. A small co-payment is often required for services, depending upon the type provided.
PPO group health plans offer a vast network of quality healthcare providers and facilities. Employees save the most money on healthcare if they use providers within the network, as some services may be only partially covered or not even covered at all when outside providers are used. Also, many services may not be covered if deductibles are not first met, however, the plan includes important wellness and preventative services provided outside of the deductible with a small co-pay.
POS plans combine features of HMOs and PPOs. Most POS plans require members to choose a primary care physician from within the POS network, but allow them to use out-of-network specialists with a referral from a primary care physician. Co-payments will be higher for out-of-network services.
Most insurers include wellness benefits in their comprehensive coverage, designed to improve lives and keep members healthy. At no extra cost, your group health plan will generally include services like
National surveys have shown that Short Term Disability and Long Term Disability remain of high importance for most employees. Thus, savvy employers attract and retain top talent by offering both STD and LTD insurance as part of the employer paid benefit package or as a voluntary (worksite) benefit.
During the time an employee is unable to work due to a qualifying disability (illness or injury), STD generally allows for income payments to the employee to begin after about a two-week waiting period and will continue to pay the employee until he/she recovers or maxes out the benefits–usually anywhere between one month to two years, depending on the policy.
During the time an employee is unable to work due to a qualifying disability (illness or injury), LTD generally allows for income payments to the employee to begin after about a 90-day waiting period. However, it could be much longer depending on the policy. The policy will pay the employee far longer than STD–for a few years, up to age 65, or even for life.
A good life insurance policy provides for an employee’s final expenses, taxes, mortgage and more. Additionally, it may even pay for their children’s education. Also, employees are more productive when they feel secure that their loved ones will be taken care of, in the event of illness or an untimely death. Smart employers consider life insurance a key part of the benefit package, and a valuable tool in attracting top talent.
This type of life insurance builds cash value which is sometimes used as collateral for loans, if needed. However, most employers only offer basic term life insurance (see below), but also offer permanent life insurance on a voluntary basis. Even so, employees appreciate the opportunity to widen their safety net.
This type of life insurance does not build cash value. However, it will pay a set amount to the named beneficiary upon the death of insured within the stated term. Additionally, some policies may also make payments upon terminal or critical illness.
Employees always appreciate dental coverage as part of the basic benefit package. Studies have shown that regular dental exams help employees to stay healthier and more productive in the work place. Additionally, you can detect serious underlying conditions such as heart disease and diabetes, through regular dental exams. In fact, the National Association of Dental Plans and the Centers for Disease Control have performed studies that show that employees with dental insurance have better attitudes and are less likely to suffer from depression, a common condition in today’s fast-paced world.
Dental insurance offers a variety of diagnostic, preventative care and corrective services. This includes cleanings, exams, x-rays, fillings, root canals, orthodontia for children, and emergency care while traveling.
Similar to dental policies, vision plans are inexpensive and save employees money on routine eye care. Examples of care include exams, eyeglass frames and lenses, contacts, and even discounts on procedures like LASIK. Additionally, monitoring your eye health with regular exams helps to prevent serious eye diseases like glaucoma and cataracts. In addition, regular eye exams help to detect early stages of diabetes, high blood pressure, and high cholesterol.
When employers self-fund their own group health plan, they will benefit from a significant savings in the overall cost of their benefit programs. For example, savings may be in premiums, increased cash flow and certain tax advantages. Additionally, employers have more control over the benefits that the plan offers. Typically, self-funding was not available to small employers in the past. However, today self-insured group health plans are considered to be good options for both small and large employers.
How it works. A self-funded group health plan requires the employer to become the insurer. Most often, employers will partner with a PPO to provide services for the plan. Then, a third party administrator (a TPA) is engaged to handle claims and processing. Self-insured employers run the risk of large catastrophic claims. As a result, they need to purchase stop-loss insurance to protect themselves in such an event. Even with the additional expense of stop-loss insurance, employers save a significant amount of money on premiums and other advantages.
Partially-Funded Plans (aka Level-Funded) are a variation of a Self-Funding and allows small employers to take advantage of all the cost saving and benefit design features of a fully self-insured plan, however, they share the risk with one of our top national carriers. The premiums for shared funding plans are generally much lower than fully insured plans. An employer may save even more by implementing wellness programs into the benefit strategy.
How it works. An employer will select any of the fully insured plans that the carrier offers. Then rates will be determined by the group’s claim history. Next, stop-loss insurance is added to protect against catastrophic claims. Since the carrier will handle the administration of the plan, there is no need to hire a separate vendor to handle claims and processing.
A Flexible Spending Account is a cafeteria plan under Section 125 of the tax code. It is a tax-favored savings account and is funded solely by the employee through regular pre-tax payroll deductions. The funds from the account can be withdrawn tax-free to pay for eligible medical, dental, vision, prescription and dependent daycare expenses. Additionally, employees elect how much they want withdrawn from each pay period, which can be changed annually or upon a qualifying event such as marriage or divorce. For example, the average working employee in America spends more than $1,000 annually on these types of benefits. By participating in a FSA, an employee always has cash to pay for these expenses, and as an added benefit, their taxable income is reduced which also increases the percentage of pay they take home.
An Health Reimbursement Account pairs a high deductible, low premium health insurance plan (HDHP) with a tax-favored savings account to cover the high deductible. The plan requires that the employer contribute to the savings account. The account can be used to reimburse employees for co-pays and other qualified expenses submitted by the employee, prior to the deductible being met.
An HSA combines a high deductible, lower premium group health insurance plan (HDHP) with an employee owned savings account. Both employer and employee can contribute, with pre-taxed dollars, to the savings account. The account is used directly by employee to help fund the deductible and other qualified medical expenses.
A Premium-Only Plan allows employees to select, purchase and pay monthly premiums for their own individual insurance plan with pre-tax dollars. Employees elect a set amount of wages to be deducted from each payroll to be used by the employer to reimburse the employee for the monthly premium.
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