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We believe that clarity inspires confident decisions.
Hero Banner
We believe that client-centric service + technology = success.
Hero Banner
We believe that knowledge empowers individuals.

Our Services

E Core Learning

AV Consulting – E-Core Learning

There’s a new way to train and educate the new workforce and it’s called E-Core. A unique, easy to use platform, E-Core enables quick understanding on key benefits intelligence topics. A proven e-learning resource for brokers with a diverse workforce.

Form 5500 Preparation

Form 5500 Preparation

A service-focused, consultative process to ensure full compliance and timely filing. We balance technology and personal service through our entire preparation process. Your satisfaction with our service is what drives our process.

Wrap Plan Documentation

Wrap & Section 125 Plan Document Preparation

A service-focused, configurable process for ERISA wrap and Section 125 plan documents. Simple solutions provided through a hands-on process. We do the heavy lifting for you.

Benefit & HR Technology Consulting

Benefit & HR Technology Consulting

A consultative approach to answering challenging questions on ERISA, health, retirement, and HR technology questions. We believe education is the key to your success.

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About Us

AV Consulting, formerly ABV Advisors, provides unique benefit expertise with a client-centric, service-oriented approach. While our primary speciality remains ERISA-related compliance for employee benefit plans, our renewed focus is on education and training in all facets of employee benefit plan design, operation and administration (not just compliance).

With a passionate commitment and unique approach, our team of experts and industry-leading technology will give you the confidence that  your team is learning effectively, while we assist with your compliance needs as well. To learn more about how we might be able to help your business prosper, inquire below and pay special attention to how you wish to be contacted (that’s right, a live person will call you back)!

How can our E-Core Learning Help You?

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Yes, depending on the number of covered employee participants.

Level-funded plans are typically treated as self-funded plans. Self-funded plans are required to file Form 5500 if 100 or more employee participants are covered under the plan on the FIRST day of the plan year.

No Schedule A or Schedule C attachments are required for self-funded (unfunded) plans.

A “funded” welfare benefit plan (a plan funded through a trust, such as a VEBA) is always required to file Form 5500, regardless of the number of employee participants.

An “unfunded” welfare plan (a plan with no assets, which pays benefits from the general assets of the plan sponsor, or a fully-insured plan or a combination of both) must also file Form 5500 unless it qualifies for an exemption.

There is an exemption for unfunded plans, fully-insured plans or combination unfunded/fully-insured plans with fewer than 100 employee participants on the FIRST DAY of the plan year. If a plan qualifies for this exemption, then no Form 5500 is required for that plan year.

Yes, the two and a half month extension is available for any filing period as long as it (Form 5558) is submitted prior to the original filing deadline.

Functionality is more important than price, especially when integrating point solutions, boosting voluntary benefits enrollment, or leveraging AI to replace HR staff hours.

Outright failure to file Form 5500 potentially subjects a Plan Sponsor to civil penalties assessed by the Department of Labor and/or Internal Revenue Service.

Non-filing and late filing penalties can range from $50-$300 per day, with limits imposed for non-filers ($30,000 per plan year). No limit is imposed for late filers. Late-filers pay per day penalties from the original filing due date to the date filed with the Department of Labor.

The current maximum penalty for failure to file Form 5500 is $2,586 per day that the filing is late.

Yes. While a Section 125 plan itself is not subject to ERISA requirements, certain “component” plans covered under a Section 125 plan ARE subject to ERISA requirements. This includes health flexible spending account plans. It does NOT include dependent care flexible spending account plans.

Conventional learning methods don’t work in a digital world. What does is small “snackable” learning bites served and tested weekly to drive comprehension. A comparative dashboard makes learning fun and drive retention.

Contact Us

We are a team of devoted benefits professionals who believe superior service and people are the best way to serve our clients. Technology fails when the people behind it do not have the necessary subject matter expertise or are not available to you when you need them. Please reach out anytime. We are ready to work together with you.

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