What Axim Can Do For You

We offer a new model for contractors that have any wage determination requirements on their contracts.

Team

Jim Campbell – President

Upon an Honorable Discharge for Medical Reasons from the United States Marine Corps, Jim went to work for United Healthcare as the MD Small Group Representative. Jim was charged with bringing the UHC platform for small businesses back into the area. After a successful term with UHC, Jim went to work on the private brokerage side with a small area benefits and financial planning firm building a solid business and relationships. After 4 years, Jim left that small firm and started Integrated Benefits Group, LLC in January of 2007. In 2011, the IBG, LLC name was changed to Axim Global Strategies Group, LLC. Also in 2011, Jim started Axim Fringe Solutions Group, LLC in order to service the government contracting community that have Service Contract Act and Davis Bacon Act wage determination requirements.

Poised to build a Top 50 privately held firm, the Axim team remains committed to working for each client in a completely transparent and consultative manner, with the only goal being the accomplishment of our CLIENTS INITIATIVES.

Axim currently partners with some the premier contracting names in the world as well as the industry leaders in HR, Compliance, Technology, and Finance. The commitment to always “stay ahead of the curve” and provide client specific solutions as a profitability partner allows the Axim Solution to provide what no other firm, regardless of size, can provide.

Latest News

Patient Protection and Affordable Care Act

The DOL has created a new webpage that contains links to a variety of resources relating to the major health care reform legislation--the Patient Protection and Affordable Care Act (PPACA)--that became law in March 2010. The webpage includes links to statements by the DOL Secretary and

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IRS cracking down on COBRA requirement

  Within the COBRA requirements, a company with at least 20 employees for more than half of the previous calendar year, must offer departing workers the option of buying medical coverage for at least 18 months. Employers need to ensure that departing workers are notified properly of their el

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ARRA has been extended…..yet again

The COBRA subsidy law has been temporarily extended once again. This is the law that allows individuals involuntarily terminated from employment to pay 35% of the COBRA premium for up to 15 months. In summary, an involuntary termination of employment occurring on or before May

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