Open enrollment
The timeline, the materials, the meetings and the chasing. Elections collected, confirmed and sent on before the window closes.
Group benefits
Offering benefits is one thing. Running them is another.
Enrollment windows, life events, deduction changes, COBRA deadlines, and an employee standing in your doorway asking whether their wife is covered yet. That is the part the broker does not do and the carrier will not explain.
Keep your broker
Keep your carrier
Employees ask us, not you
Not a PEO
What this is for
The questions your broker is not there to answer.
A broker sells and renews the plan. A carrier administers the claim. Between those two jobs is everything an employee actually needs, and it lands on you.
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01
An employee got married on Saturday and wants his wife added
There is a window for that and it is shorter than he thinks. Miss it and he waits until the next open enrollment, and he will not accept that answer from you.
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02
Open enrollment starts in three weeks
Every employee needs the materials, the meeting, the deadline and a reminder. Then the elections have to reach the carrier and the deductions have to reach payroll.
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03
Someone left and nobody sent the COBRA notice
There are federal timeframes on that notice and penalties for missing them. It is one of the quietest and most expensive things to forget.
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04
A new hire has no insurance card and is at the pharmacy
She is on the phone to you, not the carrier, because you are the one she knows. You do not have her member ID and the carrier will not talk to you about it.
We help make benefits easier to manage and easier to understand.
What is covered
The whole administrative side, covered.
Across medical, dental and vision, life and disability, supplemental plans and 401(k) coordination.
New hire enrollment
Eligibility tracked, paperwork completed and coverage active when it should be, not three weeks into the job.
Qualifying life events
Marriage, birth, divorce, a spouse losing coverage. Each has a window, and we make sure the change lands inside it.
COBRA coordination
Notices issued on their federal timeframes when someone leaves or loses eligibility. The deadline nobody remembers until it is missed.
Payroll deduction coordination
Every election and change reflected in the right payroll run, so what comes out of a cheque matches what was chosen.
Employee benefits questions
Coverage questions, insurance card assistance, what is covered and what is not. Your employees call us instead of you.
Carrier and broker coordination
We sit between them and you, chase what is outstanding and translate what comes back into plain language.
ACA support and reporting
ACA administration support, benefits reporting, and a plan review before renewal so you negotiate with numbers rather than hope.
How it works
Three steps, and your broker stays put.
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1
We map what you have
Which plans, which carriers, which broker, which deadlines and where employees get stuck. No plan changes, no new vendors.
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2
We take the administration
Enrollments, changes, notices and deductions run to a calendar rather than to whoever remembers.
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3
Employees come to us
They get a person who can explain their own plan in plain language, which is the part they actually wanted all along.
This is a fit if
- You offer benefits and the admin lands on you or your office manager
- Employees bring you coverage questions you cannot answer
- Open enrollment is a scramble every single year
- You are not certain every COBRA notice went out on time
Probably not if
- You want us to replace your broker and quote plans
- You do not currently offer benefits and are not planning to
- You are looking for a PEO to put your employees on their master plan
We are not a broker and we do not sell insurance, so there is no commission in any recommendation we make. If your broker is good, keep them. We handle what happens after the plan is chosen.
Client stories
What changed for them.
Benefits administration used to be one of the most frustrating parts of running our company. They made the process much easier for management and our employees.
Our employees receive better support, and our management team spends far less time trying to figure out HR issues on our own.
From hiring and onboarding to benefits and employee relations, having one trusted HR resource has made managing our workforce significantly easier.
Questions
What owners ask about benefits support.
No. We are not a broker, we do not quote plans and we earn no commission on your coverage. Your broker keeps the plan relationship and your carriers stay exactly as they are. We manage the administration around them.
Yes, and that is usually the biggest relief. Coverage questions, insurance card help, what is covered and what is not. They get a person who knows their plan, and those questions stop landing on you.
We coordinate it, which means the notice goes out inside the federal timeframe when someone leaves or loses eligibility, and the paperwork is documented. It is one of the easiest things to miss and one of the more expensive.
We provide ACA administration support, including tracking and the reporting side. If your situation is complex we will tell you where a benefits attorney or your accountant needs to be involved rather than guess.
No. Your employees are not moving onto anyone else's master plan and there is no co employment. Your plans stay yours.
Yes. Open enrollment as a standalone project is a common way clients start with us. If it goes well most keep us for the life events and employee questions through the year, but there is no requirement to.
Tell us what is on your plate.
Twenty minutes, no pitch. Brandi will tell you what she would take on, what she would leave with you, and roughly what it costs. If you are not ready for us yet, she will say so.