Coverage we place
The lines below are the core of most group programs we arrange. What belongs in yours depends on the workforce, the budget, and the program already in place.
Group medical, dental, and vision insurance
The health coverage most employers build a program around — medical, dental, and vision for the people who work in the organization.
Life and disability insurance
Protection for employees and their families if income is interrupted, or if a life is lost.
Supplemental and voluntary benefits
Additional benefits employees can choose to enroll in alongside the core program.
Small group to large group
We work with groups from 10 to 10,000. A group of 10 and a group of 10,000 are not shopping the same shelf, and the medical plan should not be chosen as if they were. We look at the options available to that employer — fully insured, level funded, and self-funded — and set them against the workforce, the budget, and the claims. The aim is the solution that fits, not a plan copied from someone else’s renewal.
Fully insured
The carrier holds the claims risk. The employer pays a premium, so the monthly cost is the most predictable of the three. Smaller groups often start here. If claims run well, the carrier keeps the difference. If they run poorly, it shows up at renewal.
Level funded
A middle path. The employer pays a set amount that covers expected claims, stop-loss, and administration. If claims finish under that amount, part of what is left may come back. If they run over, stop-loss limits how far the employer is exposed. It is often where a smaller or mid-sized group looks when a fully insured renewal no longer fits, and a fully self-funded plan is more risk than the organization wants.
Self-funded
This is the high-risk, high-reward option. The employer pays claims as they come in, plus administration and stop-loss, and gets the most flexibility and control over plan design and cost containment. There is more visibility into where the money goes, and more variation from month to month. It tends to fit a larger group with a claims history and the cash to absorb a difficult stretch. Stop-loss is the backstop. It does not make a bad claims year inexpensive.
Support through the year
Placing the plans is the start. The work that follows is what employees and leadership actually feel.
Plan comparisons and renewal support
We set options next to each other before a renewal: what is changing, what it costs, and how the plans differ.
Employee education and enrollment assistance
We help employees understand the choices in front of them, and we coordinate enrollment.
Claims assistance and carrier coordination
When a claim or a carrier question needs a person, we help follow it through.