Employee benefits
Benefits, made clear.
Connect your people, your budget and your responsibilities, and make it easy to see how it all works.
Three questions to answer.
What’s available?
Eligibility, enrollment windows and employee costs, stated plainly.
What does the practice commit?
Employer contributions, provider charges and payroll work, not just the quoted premium.
Who makes it work?
The carrier or broker, recordkeeper, administrator and payroll contact, and where employees go with questions.
What a review can cover.
Built around what your team values and what your practice can budget.
Health coverage
Carrier and plan design options, the employer contribution, and alternatives such as an ICHRA for smaller practices.
Group disability and life
Baseline group coverage that staff often value, with a path for employees to add individual coverage.
Time off and leave
Separate or combined sick and vacation time, and parental leave, weighed against clinical coverage.
Staff pay
How pay for nurses, medical assistants, front-desk and billing staff compares by role and location.
The owner’s view.
Net cost, not sticker price
Employer contributions to health coverage, retirement plans and HSAs are generally deductible. Confirm the net cost with your CPA.
The cost of turnover
Replacing a trained employee means recruiting, onboarding and lost productivity. Weigh it against better benefits.
Your own tax picture
Benefits decisions affect the practice’s cash flow and the owner’s personal plan.
Common questions.
Where do we start?
Does this include our retirement plan?
What will you handle?
Support a clearer experience.
Bring the benefits question your practice is working through.