Our Services

Utilizing experts in federal and state government programs who guide employees through the complicated process of working with Healthcare.gov, COBRA, Social Security, Disability, Medicaid, Medicare, Veterans Administration, and Tribal Council Services. 

Employers benefit from semi-annual to annual deep dive financial reviews on ancillary plans.  No more waiting for brokers to only present the plan results 30-60 days prior to renewal to pressure renewal acceptance.   

Employers with existing worksite benefit plans, and those considering adding these plans, can maximize benefits paid to employees, reduce broker commissions, and gain full claims and expense transparency.  In the process, employers also qualify for annual dividends that must be used to enhance benefits and/or be added to the employer’s benefit’s budget.

Employer paid disability and life insurance plans many times do not provide “full coverage” for the earnings of their executives.  Especially if the plans are limited to base earnings or too low of a benefit maximum.  

By structuring a fully insured plan correctly with a MERP, employers are able to lower premiums, decrease employee out of pocket costs and provide first dollar benefits

Many small to mid-size employers have benefited from transitioning from fully insured medical plans to level funded or self-insured plans that provide full transparency in claims along with the financial incentives of risk sharing.

Traditional health plans pay providers based on negotiated rates, which are often inflated and inconsistent. Employers and employees have little insight into what they’re paying for — and why. Reference-based pricing (RBP) takes a smarter approach: it ties reimbursements to a transparent benchmark — usually Medicare rates — plus a fair margin. This means payments are based on real data, not arbitrary charges.