Guarantees and Values
OUR 7 POINT GAURANTEE
Advocacy
This is the result of a desire to both advise and serve. I’ve often said that, as brokers, we are like our clients’s team members. We advocate as partners with a vested interest.
Listening to Understand
Active listening. Over the several years I’ve been in business, I’ve learned that understanding my client’s perspective requires a lot of listening and learning. Along the way, the net benefit for clients and myself is a strong trust.
Confidentiality
It’s a really big deal today to ensure your information and our conversations remain in confidence.
Continuous Improvement
We are committed to constantly improving our services and solutions. By staying updated with industry trends and innovations, we ensure that our clients always receive the best possible advice and support.
Efficient Service
There’s a place in every business for systems. Our business has evolved service systems that streamline our ability to pivot quickly. We are a live person.
Custodian of Premiums
We consider the dollars you are allocating towards your benefits program as a paramount concern. As custodians of your premiums, we consistently negotiate costs/expenses with the insuring public.
Guaranteed Results
Our standard ensures a guarantee that the solution we implement in your organization, be it traditional or hybrid, satisfies your employee benefits needs as well as your financial needs.
OUR 4 KEY VALUE POINTS
Experienced Mentor
With 30 years of experience in the B2B space, I’ve seen a lot. Change has been swift and vast. One of my favorite gifts, from the many business relationships I share, is knowledge. I now work with many young business operations and am often asked to share my experiences.
Reduce Stress
Our engagement with you facilitates an organic process that adjusts to your needs. Our ability to provide both a fluid implementation process and ongoing service reduces the energy required to maintain the program at your end. Our job entails clear, concise information with the objective of a successful partnership. In the end, we work to ensure you look good.
Advocacy
Advocacy is a multifaceted offering. We advocate for you with the insuring public to ensure the best value in all areas related to Employee Benefits. We position ourselves as both your professional advisor and your team member.
Effectiveness
Employee Benefits offerings come in several traditional forms. Over the past couple of decades, additional approaches have been made available. Collaboratively, a unique or hybrid program may be an outcome.
Where Are You In Your Benefits Journey?
Your First Benefits Program
You’ve grown your business to where you’re considering an employee benefits plan. You know employee benefits are an important tool for retaining and attracting talent, but you’re not sure if you’re ready.
Refining Your Benefits Program
You’ve had an employee benefits program for several years. You’ve gone through two or three renewals, making minor changes, but you’re not sure if you’re missing out or if you’re getting full value from your investment.
Re-Imagining Employee Benefits
You were a completely different company when you set up your benefits program. You’ve experienced dramatic growth and change since then. Given how much you’re investing, you’re wondering if it’s time to re-imagine your approach to benefits.
Frequently Asked Questions
How many employees do need before we set up a benefits plan?
We’ve helped single individuals set up health benefit plans. However, we generally work with companies with three or more employees. That said, if you’re on your own and you need help with benefits planning, we’ll be happy to help.
How long does it take to set up an employee benefits plan?
A normal timeline to set up a new employee benefits plan is 3-4 weeks.
What does it cost to speak with a benefits consultant?
There are generally no fees to pay when working with a benefits broker. Normally services are paid for by your benefits plan provider. There are some exceptions, but there are never any surprise invoices.
Do I have to offer the same benefits to all my employees?
No, you can establish different classes of employees, where each employee class receives a different level of coverage.
May we split the costs with our employees?
Yes, it is very common to cost-share premium dues with your employees. Employer contributions must equate to a minimum of 50% of the extended health and dental premiums and it is recommended employees cover the insured benefits. There are all kinds of different scenarios to consider.
How often do health benefit plans renew? Should we expect our rates to increase at each renewal?
Renewal periods are generally 12 to 18 months. And yes, your rates are likely to change each time you renew to reflect your actual claims and premium funding history, pooling and inflationary factors.
What about special needs employees, will they be eligible and insurable?
There is no universal answer to this question. Each situation is unique, so your best option is to speak with a benefits expert directly. Please call with special needs questions, and we'll outline the best possible solutions to help you.
What financial risks are we taking on if a plan member needs extremely costly treatment?
The short answer is there is some risk to your business. However, you can control your risk with stop/loss insurance, which is standard on most programs to limit your potential liability. Risk management is an important consideration and one best discussed with your broker directly. There are many different scenarios to consider. Please contact us with questions.
Once our benefits plan has been implemented, can we make any changes to the level of coverage?
Yes, changes to plan design can be made with 30-day notice. It's noteworthy to mention, depending on whether the change is an enhancement or reduction to the current level of coverage, these changes will impact pricing.
How quickly can we set up a benefits plan?
Minimal time. Your broker can do the majority of the "heavy lifting". With that said, collaboration is required to ensure the benefits plan being implemented is the "right fit" for your organization, in addition to some "paperwork" (master group application, etc.) for review and signature for the selected insurer.
