What are the opening hours?

Monday 8am - 5pm Tuesday 8am - 5pm Wednesday 8am - 5pm Thursday 8am - 5pm Friday 8am - 5pm

Advanced Estate & Insurance Services, Inc.

Home
United States
San Mateo, CA
Advanced Estate & Insurance Services, Inc.

Call Directions Website

Advanced Estate & Insurance Services Inc. (AEIS) is an employee benefits brokerage firm. Our holistic process is aimed to help your company navigate change.

We offer a full range of employee benefits insurance services for companies with 2-500 employees, as well as offering knowledgeable advisors and human resources expertise. We are located in the San Francisco Bay Area and partner with employers throughout California. We advise businesses with 2 to 500 employees on various types of insurance, which includes Medical, Vision, Dental, Disability, Life / AD&D, and Key Person and Buy-Sell Life Insurance. Being based in Silicon Valley, we are experienced with ensuring our clients’ out-of-state employees are properly covered and that their company complies with the employment and benefits laws of all necessary states. With over 30 years of expertise, we are prepared for the needs of every industry and ready to support your growth at any stage. AEIS is more than simply an insurance brokerage - it is having an insurance strategist, advocate, and advisor set on helping you and your company thrive.

10/05/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.

This week's topic is CMS Creditable Coverage Disclosure

Q. Our client is using an ICHRA and is filling out the CMS Creditable Coverage Disclosure form. The form asks if all options offered are creditable, non-creditable, or a mix. The group's ICHRA is considered non-creditable coverage, but the Marketplace plans can be creditable coverage depending on the plan. How should the employer respond on the form?

A. With an ICHRA, the employer reports that it offers non-creditable coverage, regardless of whether a Marketplace plan under the ICHRA is creditable or not. The question is getting to the ICHRA, and that is always reported as non-creditable.

Answers to the Question of the Week are provided by Kutak Rock.

09/28/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.

This week's topic is HSA Employee-only Versus Family Contributions

Q. If an employee is enrolling in employee-only coverage under an HDHP plan, can he contribute an HSA to the family maximum level of $8,750 if his spouse has employee + children coverage? Would the spouse also need to be enrolled in an HDHP? If the spouse and children are also enrolled in an HDHP and the employee is allowed to contribute the full family contribution, can his contribution be pre-tax?

A. If the employee is enrolled in employee-only HDHP coverage, and the employee’s spouse and chidren are enrolled in a separate HDHP, the two spouses can contribute to either of their HSAs up to the family limit. This means the employee can contribute up to the family limit in their HSA, even though the employee is only enrolled in employee-only HDHP coverage, because the spouse is enrolled in family HDHP coverage. Contributions to both HSAs can be pre-tax, if each employer’s cafeteria plan permits pre-tax HSA contributions (most do).
Answers to the Question of the Week are provided by Kutak Rock.

09/21/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.

This week's topic is Form 5500 and Common Ownership

Q. Two employers have common ownership but offer separate benefit plans with unique policy numbers and have separate ERISA wrap documents. When counting employees for Form 500 filing, are employees counted separately in each company, or would common ownership indicate that the two employer groups are counted together?

A. For purposes of the 5500 filing, you look to the total number of participants in a plan, regardless of whether the employer (or another employer in the controlled group) sponsors another similar plan. Common ownership would only matter if employees of both companies participate in the same plan.

Answers to the Question of the Week are provided by Kutak Rock.

09/14/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.

This week's topic is Missed Form 5500 Filings

Q. A client just discovered that they have never filed a Form 5500. The client is working to gather the data to complete the missed filings, but is concerned that carriers and other vendors will not be able to provide data for all years when filing was missed. How far back should the client go when completing these filings?

A. The employer should take advantage of the Department of Labor’s (DOL) Delinquent Filer Voluntary Compliance Program.

This program allows the employer to go back as far as necessary to correct Form 5500 filings and pay a single penalty that is much more reasonable than the potential penalties. The employer should file 5500s as far back as it is required and submit whatever information it can get. A welfare plan needs 100 participants on the first day of the plan year to be subject to a 5500. If the employer is unable to complete all of the 5500s, the DOL has expressed lenience in using this Delinquent Filer program. With this program, it is in the employer’s best interest to go as far back as necessary since the number of delinquent filings does not impact the amount of the fee payable to the Department of Labor.

Answers to the Question of the Week are provided by Kutak

Rock.

08/31/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.

This week's topic is COBRA Coverage for New Child

Q. If a former employee elects COBRA and has a baby during her 18 months of COBRA coverage, is that baby eligible for COBRA coverage?

A. Yes, a child born to a COBRA qualified beneficiary can be added to the COBRA coverage. The plan must add the child if timely notified of the birth by the COBRA beneficiary.

Answers to the Question of the Week are provided by Kutak Rock.

08/24/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.
This week's topic is HSA Contribution Limit

Q. An employee on an HDHP plan has elected employee-only medical and family dental/vision coverage. He wants to increase his HSA contributions, thinking he should be able to contribute up to the $8,750 family limit since he has family dental/vision coverage. Is the employee limited to the $4,400 annual HSA contribution since he has employee-only medical coverage?

A. You are correct. This employee is limited to the employee-only limit because the employee has single HDHP coverage. The family dental and vision elections are not relevant for purposes of determining the HSA contribution limit.

Answers to the Question of the Week are provided by Kutak Rock.

08/17/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.
This week's topic is HSA Contributions
Q. Can individuals contribute to their spouse's or domestic partner's HSA account pre-tax through payroll? If they do this, are missing out on the F**A tax savings? If they are not married and have a domestic partner, is there any effect on contributions?

A. Employees can only contribute to their own HSA account on a pre-tax basis. By making after-tax contributions, they would be missing out on the relatively small F**A tax savings. If an employee has employee + 1 coverage or family coverage, and the +1 is a domestic partner, the employee can still contribute the full family maximum to the HSA.

Answers to the Question of the Week are provided by Kutak Rock.

08/10/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.

This week's topic is Married Dependent Staying on Plan until Age 26.
Q. Can a 23-year-old dependent remain on an employee's plan until age 26 even though she is getting married later this year?
A. Yes, a dependent child is allowed to stay on a parent’s plan while married and under the age of 26. It does not matter that the dependent child is married. By law, the parent’s plan must allow the dependent to stay on the plan until 26.
Answers to the Question of the Week are provided by Kutak Rock.

08/03/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.

This week's topic is ACA Reporting for Controlled Group.
Q. An employer group has four divisions, each with its own tax ID number. The divisions are all under the same medical plans. Two of the divisions have fewer than 50 employees and the other two divisions have more than 50 employees. What are the requirements for the divisions under 50 employees?
A. Because the divisions are in the same “controlled group” and the controlled group has more than 50 employees, each division within the controlled group is subject to the ACA reporting requirement, even if a division on its own has fewer than 50 employees.
Answers to the Question of the Week are provided by Kutak Rock.

07/27/2026

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape.

This week's topic is Form 5500 for County Government.
Q. Do county government entities need to complete Form 5500 if they have more than 100 participants, or are they not subject to ERISA and exempt from filing?
A. County governmental employers are not subject to ERISA and therefore don’t need to file a Form 5500 on their health and welfare plans, regardless of the number of plan participants.
Answers to the Question of the Week are provided by Kutak Rock.

Address

306 6th Avenue, Suite B
San Mateo, CA
94401

Opening Hours

Monday	8am - 5pm
Tuesday	8am - 5pm
Wednesday	8am - 5pm
Thursday	8am - 5pm
Friday	8am - 5pm

Telephone

+16503486234

Website

https://www.aeisadvisors.com/

Alerts

Be the first to know and let us send you an email when Advanced Estate & Insurance Services, Inc. posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Want your business to be the top-listed finance company in San Mateo?