Group Benefits

Business Insurance

Benefits that help you keep the people you have.

In a tight labor market, benefits are often what decides whether a good employee stays. We build packages that Oregon small businesses can actually afford to sustain year over year.

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The Basics

You have more structural options than you think.

Most small employers assume the choice is a fully insured medical plan or nothing. In practice there are several levers: contribution strategy, plan tiering, adding voluntary benefits employees pay for themselves, and pairing a higher deductible plan with an HSA contribution.

Voluntary benefits are the most underused. Dental, vision, life, disability and supplemental coverage can be offered through payroll at little or no direct cost to the business, and they materially improve how a package looks to a candidate.

Group medical, dental, vision and life
Short and long-term disability
Voluntary benefits at no direct employer cost
Renewal marketing so you are not accepting the first number

What We Need

• Employee census with ages and zip codes
• Current plan documents and rates
• Your contribution strategy today
• Renewal date

Coverage

What goes into a benefits package

Group Medical

The core of most packages, with plan tiers and contribution levels you set.

Group Dental & Vision

Inexpensive relative to how much employees value them.

Group Life & AD&D

Basic coverage as a multiple of salary, with voluntary buy-up options.

Disability

Short and long-term income protection when an employee cannot work.

Voluntary Benefits

Accident, critical illness and hospital plans employees fund themselves.

HSA & FSA Pairing

Tax-advantaged accounts alongside a qualifying high-deductible plan.

Common Questions

Group Benefits FAQs

How many employees do I need?

Group plans are available to smaller employers than most owners assume. Participation requirements vary by carrier, and there are options for very small groups. Worth asking rather than assuming you are too small.

How much do I have to contribute?

Carriers set minimum employer contribution and participation thresholds. Within those, the strategy is yours, and there is usually more flexibility than a single quote suggests.

My renewal came back with a big increase. Options?

Several. Market the group to other carriers, adjust plan design, change contribution strategy, or restructure with voluntary benefits filling gaps. Accepting the renewal as offered is rarely the only choice.

Can I offer benefits without paying for them?

Yes, through voluntary benefits funded by employee payroll deduction. It costs the business little directly and meaningfully improves what you can put in front of a candidate.

Send us your census and renewal date.

We will market the group and show you what else is out there.

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