Employee Benefits

With the rapidly changing landscape of the Health insurance/coverage world, our “Health First” approach, will combat escalating costs and increasing claims by redefining the role of the broker — what the traditionalists view merely as a premium and rate game outlined on paper becomes a strategic planning partnership with every department of your team. Our benefits experts collaborate with your team to analyze your current products and funding mechanisms — whether Fully Insured, Partially Self-Funded or Self-Insured; Company Sponsored or Voluntary; Benefit Credits or Full Flex Administration. After carefully examining your existing programs and considering all viable alternatives, we work with you to design the most comprehensive, cost-effective and appropriate benefits package for your team.

Our Programs and Products:

  • Group programs, such as medical, dental, life, accident, disability, vision and Medicare carve out
  • Network based programs (HMO, POS, OA and PPO)
  • Consumer-based health solutions
  • Funding methods, such as conventional fully insured, alternate funding or self-funded
  • Voluntary products, such as life, disability and cancer
  • Pharmacy benefit management
  • Wellness and disease management
  • Integrated disability management

Common Group Plans


Employer-sponsored health insurance coverage for employees and often their dependents. Employers and employees can share costs, and there are tax incentives to businesses that provide group health coverage. Plans can be fully-funded by a health insurance carrier, which are state-regulated, or self-funded by the employer, which are federally regulated. Carriers offer a number of group plans with varying options for deductibles, co-pays, annual limits, eligibility and provider networks.


Employer-sponsored insurance that pays a portion of the costs associated with dental care, such as preventative cleanings, orthodontia and restorative services. Insurance carriers offer plans with varying options for deductibles co-pays, annual limits and provider networks.


Employer-sponsored insurance covering a portion of an employee’s earned income when that employee becomes unable to work due to a disabling illness or injury. Typically, short-term plans provide up to six months of financial support, and long-term plans provide support until the employee is considered permanently disabled. For both plans, there is usually a waiting period before benefits start.

Funding Methods

Partially Self-funded

It’s our “unbundled approach” to self-funding that allows us to maneuver in this complex, but oftentimes very advantageous, marketplace. By unbundling all of the services generally associated with these plans, you get the best of the best in each of the four main areas of plan management: excess loss insurance, claims administration, managed care and prescription drug card services. Once we develop the most comprehensive, cost-effective components under each area, we then re-bundle all the services and deliver the plan to your employees as seamlessly as any other benefits program.

Conventional fully insured

These “traditional” insurance programs allow employers to shift all claims risk to an insurance carrier.  These programs allow for budgeting certainty.  The employer can pick from several pre-designed plans to meet the coverage needs but they have a limited ability to be customized.  There is limited cost control ability in these plans.  The carrier controls rates and does not share loss information with the group.  These plans are very simple to administer.