FAQS For Employers

When you bring on a new hire, here are the steps to ensure they’re enrolled in your group benefits plan:

1. Notify Us/Benefit Platform Promptly: Provide the employee’s details, including hire date, eligibility start date, and employment status (full-time or part-time).
2. Share Enrollment Information: We will provide the necessary enrollment forms or direct them to the online platform for benefits selection.
3. Set a Deadline: Communicate a clear deadline to the new employee for completing the enrollment process.
4. Offer Support: Let us know if the new employee has questions. We’re happy to assist with plan explanations and guidance.
5. Confirm Enrollment: We will verify the enrollment has been processed and provide confirmation of coverage.

Taking these steps ensures a smooth onboarding experience for your new team members.

When an employee leaves, they may have options for continuing coverage:

• COBRA: Federal law allows employees to continue their benefits for a limited time, typically at their expense.
• CAL COBRA: California’s alternative to COBRA, depending on the employer size.

We’ll assist in explaining these options and handling the administrative details to ensure compliance.

Renewals are an opportunity to review and optimize your benefits package. Please expect contact 60 days before your renewal date. Our process includes:

1. Plan Performance Review: Evaluating how your current plan has met your team’s needs.
2. Market Research: Comparing your plan with alternatives to ensure the best coverage, cost and networks.
3. Negotiations: Working with carriers to secure the most competitive rates and added benefits.
4. Employee Communication: Keeping employees informed of any updates to ensure a smooth transition into the new plan year.

We take the stress out of renewals by managing the process for you.

Open Enrollment is a critical time to ensure employees understand and maximize their benefits. Here’s what we offer:

• Employee Education: Hosting meetings (in-person or virtual) to explain plan options, changes, and enrollment deadlines.
• Customized Support: Providing digital and printable resources for employees to review their options.
• Seamless Processing: Ensuring all enrollments and changes are submitted on time to avoid coverage gaps.

We’re here to guide you and your employees every step of the way.

Yes, part-time employees can be included, depending on the plan design and carrier. Typically, they must work a minimum of 20 hours per week to be eligible for coverage.

You can offer a comprehensive range of benefits, including:

• Health Insurance (HMO, PPO, High Deductible Plans with HSA options)
• Dental and Vision Plans
• Life Insurance (Basic, Supplemental, and Dependent Life)
• Disability Insurance (Short-term and Long-term)
• Supplemental Plans (Accident, Critical Illness, Cancer Insurance)
• Employee Assistance Programs (EAPs) for mental health and wellness
• Retirement Plans (401(k) or similar)

These benefits can be tailored to meet the needs of your employees and your business goals.