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Advanced Estate & Insurance Services, Inc.

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San Mateo, CA
Advanced Estate & Insurance Services, Inc.

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.

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.

07/20/2026

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

This week's topic is SPD Wrap Doc Update Frequency.

Q. Our client is using an SPD/Wrap document from 2021. They have not changed their carriers or eligibility rules since then. Do they need to update their SPD/Wrap documents?
A. Not necessarily. If none of the material terms of the SPD have changed, the SPD only needs to be updated and re-distributed every 10 years. But if there has been a material change to the SPD, it must be updated and re-distributed every 5 years.
Answers to the Question of the Week are provided by Kutak Rock.

07/13/2026

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

This week's topic is Smoker Surcharge.

Q. Is the 50% maximum surcharge for smokers based on the full cost of coverage (employee + employer contribution), or on the amount actually charged to non-smoking employees for coverage?

A. A smoking surcharge cannot exceed 50% of the total cost of employee-only coverage. It does not matter how much of the total cost is paid by the employee or the employer.

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

07/06/2026

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

This week's topic is Providing Plan Documents in Other Languages.

Q. In an employer group, 8% of the employees are literate only in Chinese and 10% only in French Creole. Do the annual legal notices and Summary Plan Descriptions need to be translated into those languages?

A. ERISA does not require that the Summary Plan Description and other ERISA documents be provided in a language other than English, but ERISA does require that an employer provide assistance in a non-English language in certain circumstances. Due to this “assistance” requirement, most employers will provide ERISA governed documents in another language in certain circumstances.

If the employer has 100 or more participants in the plan, assistance in a foreign language should be provided if the lesser of 500 or 10% of the participants are literate only in the same non-English language. If the employer has fewer than 100 participants, assistance is only required if 25% or more of the participants are literate only in the same non-English language.

Even if these rules do not apply, many employers interpret ERISA’s fiduciary duties as requiring documents be translated when a significant population of the plan is only literate in a non-English language. "Significant" is generally viewed as being approximately 10% of the plan’s 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/

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