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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.

06/01/2026

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

This week's topic is Company Owner Participation in HRA.

Q. A company is an S Corporation, and they offer an HRA to cover half of the member medical deductible. Can the two owners participate in the HRA?

A. No, 2% or more shareholders in an S corporation cannot participate in an HRA. Any reimbursements to the owners will be considered taxable compensation.

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

05/18/2026

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

This week's topic is Qualifying Event Clarification.

Q. An employee and his spouse are under age 26 and covered by their respective parents' health plans. His wife's father will be leaving his job soon and the wife will lose coverage. Is this a qualifying event for both the employee and his wife to enroll in the employee's group plan, or is it a qualifying event for only the wife, who would need to look for an individual plan?

A. The law permits the employee to enroll in his employer’s plan in this case due to his wife losing coverage under another employer’s group health plan. This would be a qualifying life event for the employee, and the employee is entitled to enroll himself and any dependents (including his spouse) in his employer’s plan as a result of the wife’s loss of coverage.

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

05/14/2026

AEIS, Inc. is proud to announce that we are growing and have hired a new team member. We are thrilled to welcome, Ania Slonina, as a new personal account manager.

With more than four decades of industry experience, Ania brings a wealth of knowledge and dedication to client service. She’s eager to connect with our clients and provide top-notch support.

Fun Fat: She has 2 furry companions and 2 grandkids!

Welcome to the AEIS team, Ania! We are so excited to have you join our company and have you on board.

You can learn more about her here: https://www.aeisadvisors.com/ania-slonina

05/11/2026

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

This week's topic is FMLA & Employer HSA Contributions.

Q. Should employees on Family & Medical Leave Act (FMLA) leave continue to receive employer HSA contributions?

A. Absent anything in the employer’s HSA funding policy to the contrary, employers are not required to continue funding HSA contributions for employees out on FMLA leave. HSAs are not considered group health plans protected by the FMLA.

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

05/04/2026

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

This week's topic is Dependent's Marriage As a Qualifying Event.

Q. An employee's dependent just got married and the employee wants to drop the dependent's coverage but doesn't know if she will move to her spouse's plan. Is the dependent's marriage a considered a qualifying event for the employee?

A. A dependent’s marriage is not a qualifying life event that would allow the employee (parent) to change her health plan election mid-year. That said, if the dependent is enrolling in her new spouse’s plan, that enrollment would be a qualifying life event. The employee will need proof of the dependent’s enrollment in the new spouse’s plan.

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

04/27/2026

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

This week's topic is HSA with Bronze Plans.

Q. Does the expanded HSA eligibility created by the One Big Beautiful Bill Act apply to group plans, or just the individual market?

A. The rule that considers a bronze plan to be compatible with an HSA only applies to bronze plans purchased on a state Exchange or Marketplace. This applies to individual coverage only and not group health plan. IRS Notice 2026-5 makes it clear that only individual bronze or catastrophic plans are automatically considered HSA eligible under the new OBBBA rules.https://www.irs.gov/pub/irs-drop/n-26-05.pdf

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

04/20/2026

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

This week's topic is COBRA Extension for Dependent of Employee Who Moves to Medicare.

Q. If an employee's dependent is on COBRA and the employee moves to Medicare, is the time the dependent can remain on COBRA still set by the original qualifying event, or do they get an extension from the time the primary subscriber moved to Medicare?

A. No, the Medicare extension only applies if the employee enrolls in Medicare before the COBRA qualifying event. Here, the dependent was already on COBRA when the employee enrolls in Medicare, so the original 18 month COBRA period will apply to the dependent and the original qualifying event.

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

04/13/2026

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

This week's topic is Medicare & Group Insurance.

Q. An employer has 19 full-time employees and 5 part-time employees. If there are 20 or more employees the group plan is primary and Medicare secondary. Is it correct that it does not matter if the employees are full-time or part-time, and is based on the number of employees in the 20 weeks in the prior calendar year?

A. You are correct. For Medicare purposes, you count all employees, regardless of whether they are full time or part time. As long as the employer as 20 or more employees for each working day for 20 calendar weeks in the current or prior calendar year, the employer plan will be primary to Medicare.

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

04/06/2026

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

This week's topic is Policy for Single Employee Now Subject to COBRA.

Q. A California company has Kaiser and UHC policies and subject to COBRA. Separately, they opened a Kaiser Hawaii policy for their sole employee in Hawaii who has since left the company. There are no plans to hire another employee in Hawaii. Is the company required to keep the Hawaii policy active to accommodate the employee who needs to be offered COBRA?

A. The employer is not required to keep the Hawaii Kaiser policy in effect if the employer no longer has any active Hawaii employees. The employee would be entitled to COBRA under the Kaiser CA and UHC policies.

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

03/30/2026

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

This week's topic is COBRA Premiums for Part-Time Employee.

Q. An employee's hours have decreased to part time, making him ineligible for the company's Section 125 POP plan. Can the employee have the entire $500 employer plan cost for COBRA taken pre-tax from his part-time paycheck?

A. Yes, if permitted by the POP plan, it is legally possible to pay the COBRA premiums through the POP plan while the COBRA beneficiary remains employed with his employer.

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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