31%
pay increase an engaged employee needs before they will seriously consider leaving a job they value
Source: Gallup Workplace Research, 2024
For HR, finance, and owners at employers with 10 to 1,000 employees on a group plan
You pay more every year. Your employees still cannot afford the deductible.
That is a design problem, not a coverage problem. Employers I've worked with have seen savings of $50 to $400 per employee per month, without cutting coverage. Results vary by group. Here is how it works.
- Licensed since 2007
- Independent. Multiple carriers.
- Paid by the carrier, not by you
- Full back office through my General Agency
One advisor. Full back office.
HR directors ask me three things. What happens if you get sick? Who runs open enrollment for 200 people across three shifts? How does one person get any leverage with a billion-dollar carrier? Fair questions.
Through my General Agency I have carrier relationships, underwriting support, claims assistance, enrollment technology, and back-office staff behind every recommendation, without passing that overhead to you. What you do not get is the handoff. At a large agency your account gets pitched by a senior person and serviced by a junior one. Here, the person who builds your strategy is the person who runs your renewal and answers the phone. Same premium. Better service. No extra cost.
The person who does the work is the person you talk to.
When to call
The best time to review your plan is 90 to 120 days before renewal, while there is still time to take it to market and change something. Inside that window is still worth a call; I will tell you what can move this year and what waits until next. Call sooner if:
- Your last renewal was double digits and nobody could explain why.
- You are the one who has to defend that number to leadership, and you did not set it.
- Employees are dropping coverage or skipping care because of the deductible.
- Your people do not understand what they have, so good benefits go unused and the ER gets used like a doctor's office.
- Your broker shows up once a year with a spreadsheet, and the other 11 months are on you.
- Health, dental, vision, and wellness each come from a different rep, and when something breaks, nobody owns it.
- A carrier billing mistake lands on your desk to untangle.
- You have lost a candidate or a good employee over benefits, and the raise pool is already gone.
Imagine your life if...
What if you had less turnover?
What if you spent less time hiring and training?
What if employees had more take-home pay?
Do you want these things?
Good planning shows up quietly, season after season.
Did you know?
2.8%
increase in retention from as little as $1 more per hour in take-home pay
Source: Harvard University, 2023
Benefits are not a cost to minimize. They are the infrastructure that keeps your best people from doing the math and leaving.
The four parts
Four parts. One plan. One person to call with questions.
Group Health Insurance
Fully insured plans pool your group with everyone else; healthy teams subsidize higher-risk groups whether they realize it or not. Level funded plans price your group on your own claims history, with stop-loss protection and a possible year-end refund if your staff stays healthy. Same coverage. Different math.
Learn moreWellness Plan
Shifts preventive and office visit expense off the health plan, which gives your renewal less to price against. Lowers taxable income for employees through Section 125. Most generic medications at $0 or low copay.
Learn moreAgentDavidCares.com does not provide tax advice. Tax savings vary by individual. Please consult your accountant or tax advisor.
Medical Balance Protection (Gap)
Pays the remaining medical balance, in whole or in part, directly to the provider. Benefit amount matches your plan's maximum out of pocket. Reduces financial stress on employees without changing your health plan.
Learn moreVoluntary Benefits
Dental and vision. Life insurance, even with health issues. Disability on or off the job. Accident. Cancer, heart attack, stroke. Chosen by the employee, paid to the employee, at no additional cost to you.
Learn moreA real result
A real result, not a typical one
One client's own renewal mailer from their previous carrier showed savings up to 30% on a matched, gold-to-gold plan comparison. Every group is different. That is why the review comes first.
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Less on HR's plate.
Open enrollment should not mean paper forms, email chains, and the same questions every year. Without support, HR spends months on prep, fields those questions one by one, and then spends weeks after enrollment correcting mistakes. When an employee cannot read a bill, gets a claim denied, or walks in with a $4,000 balance they cannot pay, they call me, not you. I handle communication, live Q&A, enrollment guidance, and the billing questions that follow, so that work moves off HR's desk.
Questions employers ask before they call
Your renewal is coming regardless. The question is whether you review it first.
Book a free renewal review