Managed Benefits · Executive Teams
Executive benefits carry the highest stakes per record in the company: class-based eligibility, imputed income on generous coverage, and elections nobody outside a small circle should see. BEG Managed Benefits, powered by isolved, administers it correctly and discreetly, nationwide. You keep your broker; we do the administration.
Your monthly estimate on screen - no call required
The Executive Benefits Problem
Source: IRS, group-term life insurance rules.
Group-Term Life Over $50,000
| Coverage detail | What the IRS requires | What administration keeps current |
|---|---|---|
| Coverage above $50,000 | Excess value becomes imputed income under IRC Section 79 | Uniform premium table applied per executive, every period |
| Payroll sync | Imputed income must hit wages, not just the year-end W-2 | Deduction and wage sync run each pay cycle, not once a year |
| Spouse or dependent riders | Coverage over the de minimis limit can also generate imputed income | Tracked as its own record alongside the executive policy |
| W-2 reporting | Imputed income reported in wages and Social Security and Medicare wages | Figures reconcile because payroll and benefits share one data set |
A Common Scenario
An executive carries $300,000 of employer-paid group-term life, well above the $50,000 threshold where imputed income kicks in. The imputed income was never synced to payroll during the year, so it shows up as a lump correction in December, right as the executive is reviewing year-end compensation. Now HR is explaining a W-2 adjustment to someone who did not expect one, on a plan the company designed to be a benefit, not a headache.
With imputed income calculated and synced to payroll every pay period, the number on the December paystub already matches what lands on the W-2. No surprise, no year-end conversation.
What Gets Handled
Executive medical, buy-up life and disability, and staff plans are configured as separate benefit classes with their own eligibility rules, contributions, and waiting periods. Executives enroll themselves online without a printed election form circulating through the office, elections sit behind role-based access, and deductions, including imputed income on coverage above the IRS group-term life threshold, sync to payroll automatically.
ACA reporting does not care how senior someone is, and offers of coverage across executive and staff tiers all land on Forms 1094-C and 1095-C. This plan tracks eligibility across the whole workforce, produces the forms, and watches the deadlines, so a company that got the executive plans right does not stumble on the filing that covers everyone else.
A dedicated Managed Benefits Specialist runs enrollment, executive life events, and carrier updates, and a Benefits Auditing Analyst checks the data for the errors that embarrass vendors: wrong contribution splits, missed dependents, stale carrier records. Open enrollment for both tiers is handled start to finish, and your executives get administration that matches the quality of the plans your broker designed.
How You Buy It
Benefits Admin Software is self-service enrollment in one system. Software + ACA Compliance adds eligibility tracking and Forms 1094-C and 1095-C. Fully Managed adds a dedicated specialist and auditing analyst who run it all. Full detail on the managed benefits overview.
Your monthly estimate on screen - no call required
Executive payroll carrying the same stakes? BEG's core service is managed payroll for executive teams, and the people questions live in executive HR outsourcing.
Questions
Class-based plan setup, enrollment for executive and staff tiers, life-event changes, carrier updates, imputed income coordination with payroll, and ACA reporting, all run in one system with restricted access to sensitive records.
No. Your broker keeps designing and placing the executive plans. BEG Managed Benefits handles the administration behind them: eligibility classes, enrollment, data, and compliance filings.
Compensation-linked benefit elections sit behind role-based access in one system instead of spreadsheets on a shared drive, so only the people who should see executive coverage details can.
Yes. Class-based eligibility is set up in the system so each tier gets the right plans, contributions, and waiting periods automatically, and the distinctions are documented rather than tribal knowledge.
Coverage above $50,000 of employer-provided group-term life creates imputed income under IRS rules. Administration keeps those amounts calculated and synced with payroll so W-2s come out right.
No. There is no co-employment and your plans stay your plans. BEG Managed Benefits, powered by isolved, administers the coverage you and your broker already chose. You stay the employer.
The IRS publishes a uniform premium table by age band that determines the taxable value of coverage above $50,000. That value becomes imputed income, added to wages and run through payroll each period so W-2 and paystub figures stay correct all year instead of getting corrected in a year-end scramble.
Spouse and dependent group-term life above the de minimis threshold can also generate imputed income under IRS rules, separate from the executive's own coverage. Administration tracks each rider on its own record so the payroll sync reflects the household picture, not just the primary policy.
Access is role-based. HR and payroll see what they need to process elections and deductions; broader visibility is restricted, so executive coverage details are not sitting in a shared enrollment spreadsheet everyone in the building can open.
Ready?
Answer a few questions, get your exact number in about 90 seconds. No call required, no commitment.
Your monthly estimate on screen - no call required
