Group Benefits Built for
Small Business

The Foundation of Your Benefits Package

Medical insurance is the cornerstone of any employee benefits offering. For most employees, it's the single most important thing you can provide — and for employers, it's the most powerful recruiting and retention tool in your arsenal. We work with all major carriers to find the plan that fits your team.

We don't push a single carrier or a single plan type. We do a thorough needs analysis, consider your employees' healthcare utilization, review your budget constraints, and present a clear, side-by-side comparison of your options. You make an informed decision — we do all the legwork.

Plan Types We Work With

There's no one-size-fits-all solution in health insurance. Different businesses and different employee populations benefit from different plan designs. Here's a quick overview of the types we commonly place:

• PPO (Preferred Provider Organization): Maximum flexibility with a broad network — great for employees who want to see any doctor without referrals.
• HMO (Health Maintenance Organization): Lower premiums with coordinated care through a primary care physician — ideal for cost-conscious groups.
• HDHP + HSA (High-Deductible Health Plan + Health Savings Account): Lower premiums paired with a tax-advantaged savings account — popular with younger, healthier workforces.
• EPO (Exclusive Provider Organization): In-network only coverage with lower premiums than PPOs, without the need for referrals.
• Level-Funded Plans: A hybrid between fully-insured and self-funded plans that can offer significant savings for groups with lower-than-average healthcare utilization.

What We Do at Renewal

Unlike brokers who show up once a year to flip your policy and disappear, we do a full market review every renewal. We re-shop your coverage across carriers, benchmark your current plan against the market, and present you with alternatives that may save money or improve coverage. If your current carrier is still the best option, we'll tell you that too.

Keep Your Team Healthy from the Ground Up

Dental health is directly connected to overall health — and employees who have dental coverage are more likely to get preventive care, catch problems early, and avoid costly emergencies later. Group dental is one of the highest-satisfaction benefits you can offer, and it's far more affordable than most employers expect.

Most group dental plans follow a tiered coverage model: 100% coverage for preventive care (cleanings, exams, x-rays), reduced coverage for basic services (fillings, extractions), and limited coverage for major work (crowns, root canals, orthodontia). We help you select the right tier structure and annual maximums based on your team's needs and your budget.

Plan Options

• PPO Dental: Access to a broad network of dentists with the flexibility to go out-of-network when needed.
• DHMO: Lower premiums with in-network-only coverage and fixed copays — predictable costs for employer and employee.
• Indemnity Plans: Freedom to see any licensed dentist — the plan pays a percentage of the usual and customary fee.
• Voluntary (100% Employee-Paid): Dental plans offered at the group level but paid entirely by employees — better rates than individual coverage.

Orthodontia Riders

If your workforce skews younger or you have employees with children, adding an orthodontia rider can be a meaningful benefit. We'll walk through lifetime maximum options and the cost/benefit tradeoff so you can make an informed decision.

High Value, Low Cost

Group vision insurance is one of the best value-per-dollar benefits you can add to your package. The employer cost is low, the employee appreciation is high, and the claims are straightforward. Employees who wear glasses or contacts genuinely rely on this benefit, and it's a meaningful differentiator when recruiting.

Most group vision plans include an annual eye exam (often at zero copay in-network), a frame or contact lens allowance, and discounts on additional pairs. We work with the leading vision carriers including VSP, EyeMed, and Humana Vision to find the right plan for your group.

What to Consider

• In-network exam copay and frequency
• Frame allowance and retail allowance vs. percentage discount
• Contact lens allowance vs. glasses allowance
• Access to LASIK discounts through the plan network
• Out-of-network reimbursement for employees who have a preferred provider

Bundling with Dental

In many cases, bundling dental and vision with the same carrier allows for administrative simplicity and can yield slightly better rates. We'll always compare bundled vs. standalone options and present both transparently.

A Benefit That Means Everything to the People Who Need It

Group term life insurance is one of the most emotionally resonant benefits you can offer. Employees may never file a claim, but knowing that coverage exists for their family provides genuine peace of mind — and that translates into loyalty.

Most group life plans are offered as a multiple of salary (e.g., 1x or 2x annual salary) or a flat benefit amount (e.g., $25,000 or $50,000). Employer-paid premiums are typically tax-deductible as a business expense, and the first $50,000 of employer-paid group term life is tax-free to the employee.

Key Features We Look For

• Benefit amount options (flat vs. salary multiple)
• Guaranteed issue amounts (no medical underwriting required)
• Portability provisions allowing employees to keep coverage if they leave
• Conversion rights to individual permanent coverage
• AD&D (Accidental Death & Dismemberment) riders
• Dependent life coverage options for spouses and children

Voluntary Supplemental Life

Beyond the base employer-sponsored coverage, we can layer in voluntary supplemental life insurance that employees purchase themselves at group rates. This allows employees who want more coverage to get it without individual underwriting up to guaranteed issue limits.

Add Real Value at Zero Cost to Your Business

Voluntary benefits are employer-sponsored programs that employees pay for themselves, typically through payroll deduction at group rates that are significantly better than what they could access individually. They cost the employer nothing but meaningfully expand the value of your benefits package.

These benefits fill gaps in coverage — gaps that can cause real financial hardship even for employees with good health insurance. A serious illness, accident, or hospital stay can result in out-of-pocket costs in the thousands, even with solid medical coverage. Voluntary benefits are the safety net that protects against those gaps.

Common Voluntary Benefit Options

• Accident Insurance: Pays a fixed cash benefit when an employee (or covered dependent) suffers a covered accident — regardless of other insurance.
• Critical Illness Insurance: Lump-sum cash payment upon diagnosis of a covered serious illness like cancer, heart attack, or stroke.
• Hospital Indemnity: Fixed daily, weekly, or per-admission benefit for hospital stays — helps cover deductibles and out-of-pocket costs.
• Short-Term Disability: Income replacement for employees unable to work due to a non-work injury or illness.
• Long-Term Disability: Longer-duration income protection for more serious or permanent conditions.
• Supplemental Life: Additional life insurance that employees purchase above any employer-provided coverage.
• Pet Insurance: An increasingly popular employee-funded benefit that adds genuine perceived value, especially with younger workers.

Why Voluntary Benefits Matter Now

As high-deductible health plans become more common, voluntary benefits have become increasingly important. Employees face more out-of-pocket exposure than ever before, and voluntary benefits provide financial protection that fills those gaps. We help you build a voluntary benefits package that complements your core medical plan and addresses your employees' real financial risks.