Cavaliere & Co. Insurance Cavaliere & Co. Insurance 
Employee Benefits Broker · Pennsylvania Help your team with some of the costs health insurance doesn’t cover, and give good people a reason to stay. Often at little or no direct cost to your business.
Book a 20-Minute Benefits ConversationArmandino “Dino” Cavaliere · Independent broker · PA License #1071477
An employee benefits broker is a licensed professional who helps businesses choose, set up and manage benefits for their employees — from voluntary coverage like accident, hospital, critical illness, disability, dental and vision insurance to group health plans. The broker compares options, handles enrollment and serves as the point of contact for the business and its employees, and is typically paid by the insurance companies rather than the business.
I’m an independent broker based in Bucks County, working with business owners across Pennsylvania — daycares, restaurants, contractors, salons, medical and dental offices, retail shops and professional offices. I help you put meaningful benefits in front of your team, and I’m the person your employees call when they need help.
Those are the people working the register, the classroom and the job site. Health insurance has deductibles and copays, and the bills that follow an accident or a hospital stay land on the same paycheck as rent and groceries. That gap is where the right benefits make a difference — for your team, and for your ability to hire and keep good people.
Source: Federal Reserve Board, Economic Well-Being of U.S. Households in 2025 (May 2026). Voluntary benefits are typically employee-paid; a business may choose to contribute.
Turnover is expensive — recruiting, training and lost productivity add up fast. Benefits give people a reason to stay.
When two job offers pay about the same, benefits are often what decides it. Small businesses compete with bigger employers on this.
An accident or a hospital stay can wreck a paycheck-to-paycheck budget, even with health insurance. Benefits help people get back on their feet — and back to work.
Voluntary benefits are insurance policies your employees choose for themselves. They pay set benefits directly to the employee for specific covered events, which the employee can put toward deductibles or other bills. They supplement health insurance rather than replace it.
Voluntary benefits are typically paid entirely by employees through payroll deduction, so many businesses can offer them at little or no direct cost. Your part is mostly administrative: running the payroll deductions and, if you want premiums taken pre-tax, keeping a Section 125 plan in place. You can also choose to contribute.
Life coverage employees can buy through work — term or permanent — to protect their families. Many policies can be kept if the employee leaves the job.
Dental coverage for small businesses that employees value and actually use, offered through payroll deduction.
Coverage that helps with eye exams, glasses and contacts — an easy benefit for a small team to offer.
Pays set benefits for covered accidental injuries, such as an ER visit or follow-up care. What’s covered, including whether on-the-job injuries are, depends on the policy.
Replaces part of an employee’s paycheck for a limited time when a covered illness or injury keeps them from working, after a waiting period.
Pays a benefit when an employee is diagnosed with a covered condition listed in the policy, such as a heart attack or stroke.
Pays benefits for a covered cancer diagnosis and treatment, as listed in the policy. It covers cancer only.
Pays a set benefit for a covered hospital admission or stay. Benefits are payable during hospital confinement only.
These are limited policies. Accident, cancer, critical illness and hospital insurance pay only for the specific events listed in the policy, and every policy has limitations, exclusions and waiting periods. Supplemental insurance is not health insurance and does not replace major medical coverage. Availability, eligibility and participation requirements vary by product, insurance company and state.
A Section 125 plan — often called a cafeteria plan or premium-only plan — lets employees pay for certain benefits with pre-tax payroll deductions.
The same paycheck, two ways
Illustration only, not to scale. Actual savings depend on pay, tax bracket, the benefits chosen and plan setup.
Premiums come out before income tax, so the same coverage costs them less out of each paycheck.
Pre-tax deductions generally aren’t subject to Social Security and Medicare taxes, so your share of those payroll taxes goes down on those dollars.
A Section 125 plan requires a plan document, and not every benefit qualifies. Accident and health coverage and group-term life generally can; long-term care insurance can’t.
Paying premiums pre-tax can also change how certain benefits are taxed when they’re paid out, so I’ll walk through what makes sense for your team, and your tax advisor should confirm the setup.
Source: IRS, “FAQs for government entities regarding cafeteria plans.” Not tax advice.
I’m contracted with health insurance carriers, so I can review your current group health plan — or help a small business set one up for the first time — and make sure your medical and voluntary benefits work together without overlap.
A 20-minute conversation, no obligation. I’ll look at what you offer now and show you what’s possible for a business your size.
A benefits broker helps a business choose, set up and manage employee benefits: comparing options, enrolling employees, setting up payroll deductions and helping employees with questions and claims over time.
Usually little or nothing directly. Voluntary benefits are typically paid entirely by employees through payroll deduction, and the broker is usually paid by the insurance company. The business handles payroll deductions, and a Section 125 plan if premiums are taken pre-tax. A business can choose to contribute, but doesn’t have to.
Insurance policies employees choose and pay for themselves through payroll deduction, such as accident, hospital, critical illness, disability, life, dental and vision coverage. They supplement health insurance rather than replace it.
A Section 125, or cafeteria, plan lets employees pay for certain benefits with pre-tax payroll deductions. It requires a written plan document, and pre-tax deductions generally aren’t subject to income tax withholding or Social Security and Medicare taxes.
Often, yes. Requirements vary by product and insurance company. I’ll tell you what’s available for a business your size.
No. They pay benefits for specific events, like an accident or a hospital stay, and supplement major medical coverage rather than replacing it.
Life insurance employees buy through their workplace and pay for by payroll deduction. Many voluntary life policies can be kept if the employee leaves the job.
Yes. I’m contracted with health insurance carriers and can help a small business in Pennsylvania compare group health options or set up a plan for the first time.
Yes. I can review your current plan before renewal and make sure your medical and voluntary benefits work together.
Accident, hospital, critical illness, disability, dental and vision coverage is offered and written by Armandino Cavaliere individually, as a licensed Pennsylvania insurance producer (PA License #1071477). These are limited policies. Accident, cancer, critical illness and hospital insurance pay only for the specific events listed in the policy, and every policy has limitations, exclusions and waiting periods. Supplemental insurance is not health insurance and does not replace major medical coverage. Availability, eligibility and participation requirements vary by product, insurance company and state. Tax treatment depends on plan setup; consult a tax advisor. This page is general information, not an offer of insurance. Sources: Federal Reserve Board, Economic Well-Being of U.S. Households in 2025; IRS cafeteria plan FAQs; OneDigital and OnPay voluntary benefits guides.