One employee event. Three systems that used to need three phone calls.
A new hire, a status change, a termination — each one touches payroll, benefits enrollment and, sometimes, COBRA. Handled as three separate errands, that is three places for something to slip. Handled as one coordinated workflow, it is the easy button: tell us once, and we carry it through.
A termination on Friday is a payroll event, a benefits event, and a COBRA deadline — all at once.
Most employers run payroll, benefits enrollment and COBRA compliance as three separate relationships. Nothing forces them to talk to each other, so the coordination becomes one more thing on HR’s list, at exactly the moment HR has the least time to do it.
Payroll Moves First
Payroll gets updated the day it happens, because payroll always runs on schedule — that part rarely breaks.
Benefits Has to Catch Up
Someone has to remember to tell the carrier. If that step depends on a person remembering, it is a matter of time before one slips.
COBRA Has a Clock Running
A termination starts a federal notice deadline whether or not anyone has told COBRA administration yet.
The easy button is not a piece of software. It is one team that already knows what happened.
We sit at the center of your benefits administration and COBRA compliance, so a single update from you — the same one you already send to payroll — is enough to carry the change everywhere else it needs to go.
One Update, Not Three
You tell us what changed once. We handle what it triggers on the benefits and compliance side from there.
Eligibility Done Right
A member of your team of five works on benefits technology specifically, because the eligibility file is where plans actually break.
COBRA Starts on Time
Qualifying event notices, election windows and premium collection run on the calendar they require, tracked by us, not left to a reminder on someone’s calendar.
Fewer vendors to manage is not a nice-to-have. It is fewer places for a compliance gap to hide.
Every handoff between payroll, benefits and COBRA is a place where a deadline can be missed or a record can go stale — and the penalty for a missed COBRA notice lands on the employer, not on whichever vendor dropped it.
Fewer Handoffs
The fewer places information has to move between systems and people, the fewer places it can get lost.
One Call, Not Three
For proper coverage of an account we work in teams of five — an account executive, account manager, plan analyst, customer service and IT — so there is one number to call, not three vendors to coordinate.
A Compliance Record That Holds Up
Notices, elections and eligibility changes handled on a known process are easier to defend later than ones handled ad hoc.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
Bloomfield Hills, MI 48304
248.370.8853
Colorado Springs, CO 80921
719.425.2649
Houston, TX 77084
281.404.5670