Write the rule down so it is applied the same way every time.
We document the measurement and stability periods and the treatment of new hires, so every decision follows a written rule.
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A written method is the best protection.
What Happens In This Step
We test several period lengths on your past data and choose the ones that give a stable, defensible list.
We then write the method, including how new hires, rehires and caregivers whose hours change are treated.
What You Get From It
A short written policy you can follow and show to an auditor.
It also tells your office what to do when a caregiver joins, leaves or changes hours.
What this step needs and produces.
What We Need
The hours analysis from step one and how you hire.
What We Do
We choose and document the periods and rules.
What You Get
A written method and a calendar of the periods.
Questions on this topic.
Short answers for agency owners.
Who has to sign off on the method?
You do, ideally with your attorney. We prepare the documentation and explain the choices.
Can we use different methods for different groups?
The rules allow some variation by category, but it adds complexity. We recommend it only when there is a clear reason.
How often do we revisit it?
At least annually, and whenever the workforce or the rules change.
General information, not legal or tax advice. Confirm the rules that apply to your agency with your attorney or tax advisor.
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.
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