Give your employees more coverage without adding to your budget.
Voluntary benefits are plans your employees choose for themselves and pay for through payroll deduction. I set them up, bring licensed enrollers to your workplace, and help your people with claims after.
Your team runs payroll. I take care of the rest.
Adding benefits shouldn't mean more work for your HR office. Here's what I do from the first meeting through claims.
Review what you offer now
I look at your current benefits and point out the gaps your employees are most likely to feel, like a high deductible or no coverage for time off work.
Set up the plans with the carrier
I handle the paperwork, the group application, and the payroll deduction setup with your payroll contact.
Enroll your employees in person
Licensed enrollers come to your workplace and meet with employees one on one, on a schedule that works around shifts and classes.
Help with claims all year
When an employee has a claim, they call me, not your HR office. I help them file it and follow up until it's paid.
One-on-one meetings get more employees covered.
Employees sign up when someone takes the time to explain the plans in person. That's how I've enrolled groups for years, and it's still how I do it.
We pick the plans together
You choose which plans to offer. I explain what each one costs employees and what it pays.
We set the enrollment dates
I build a schedule for each building or shift and send you a short notice to share with employees.
Employees book a time
Each employee gets a link to pick a 15-minute slot with a licensed enroller, so nobody stands in line.
Enrollers meet with each employee
We explain each plan in plain language and answer questions. Many group plans are guaranteed issue during enrollment, so employees don't answer health questions.
Payroll deductions start
I send your payroll contact the deduction list and stay on call for questions, new hires, and claims.
Coverage that pays employees directly.
These plans pay cash benefits on top of health insurance. Employees decide how to use the money, whether that's a deductible, travel for treatment, or the mortgage. I work with several carriers and will compare options for your group.
Accident
Pays after a covered injury, for things like ER visits, X-rays and follow-up care.
Cancer Care Plus
Pays cash benefits during covered cancer treatment, on top of what health insurance pays.
Cancer, Heart Attack and Stroke
Pays a benefit after a covered diagnosis of cancer, heart attack or stroke.
Dental, Vision and Hearing
Helps pay for cleanings, fillings, eye exams, glasses and hearing aids.
Home Health Care Enhanced
Pays a daily benefit for covered home health care after an illness or injury.
Disability, life and hospital
Group disability, life and hospital indemnity plans from other carriers, compared side by side for your group.
Benefits, prices and availability vary by state and by group. Participation requirements vary by plan, and I'll tell you up front what yours are.
Is your employer enrolling with us?
Find your employer below and book a time to meet with a licensed enroller. Each meeting takes about 15 minutes. You'll learn what each plan pays and what it costs from your paycheck before you decide anything.
Don't see your employer? Call or text 901-412-7765.
Sample School District
- Dates
- October 20 to 24
- Where
- Central Office and each school campus
Stephen Baker
I've enrolled school districts and hospitals for most of my career.
I taught math before I sold insurance. I spent 17 years with my prior carrier and was their top producer nationwide in 12 of them. In 2011 I went independent so I could offer employers plans from more than one company.
Most of my work is with school districts, hospitals and healthcare systems. I still teach the way I sell: explain it clearly, answer every question, and let people decide for themselves.
Educate first. Pressure never.
Licensed in
Common questions
Does this cost our organization anything?
Voluntary plans are paid by the employees who choose them, through payroll deduction. Your cost is mostly time: picking the plans, setting the enrollment dates, and adding the deductions to payroll. I handle the rest.
How many employees do we need?
It depends on the plan and the carrier. Some plans need a minimum number of employees to enroll. I'll tell you the requirement for each plan before you decide.
Do employees have to answer health questions?
Many group plans are guaranteed issue during the enrollment period, meaning employees can't be turned down for health reasons. I'll tell you which plans are and which aren't.
How long does enrollment take?
For most groups, enrollment runs one to two weeks. Each employee meeting takes about 15 minutes.
What happens when an employee leaves?
Many of these plans let employees keep their coverage by paying the carrier directly. It varies by plan, so ask me about the ones you're considering.
Will this replace our health insurance?
No. These plans pay cash benefits in addition to your health plan. They don't replace it.
Let's talk about your group.
Tell me a little about your organization and I'll call you back. There's no cost and no obligation to look at options.