PERKS YOUR TEAM WILL LOVE

Employee Benefits

Employee benefits are a key part of your compensation package and can be a deciding factor when candidates are considering job offers. They can also help improve employee productivity, engagement and retention.

Google Reviews 4.9

Power Your Business Forward

Now more than ever, employers are challenged to manage a personalized, cost-effective employee benefits program. From enrollment to regulatory changes, you need an agent who can work with you to create a plan that is able to adapt to changing times.

Contain Costs

Negotiate competitive deals with insurers and reduce your risk profile to contain costs and generate ROI.

Attract Top Talent

Provide benefits based on what employees want and need, delivered in an engaging, simple, and intuitive way.

Boost Employee Health

Introduce more preventative health benefits to keep people healthier, boost engagement and reduce claims.

We’re here to help you develop a multi-year strategy that enables you to get ahead of workforce challenges. From optimizing your budget to supporting your employees, we give you the tools and resources you need to power forward with the right program for your business.

Save Time & Deliver a Better Employee Experience

Are you wasting hours collating, auditing, scanning, and filing paper forms? Tired of illegible handwriting and tracking down missing information?

Give employees a flawless first day

New hires can complete W-2, W-4, I-9, and direct deposit forms online instead of shuffling paperwork.

Simplify enrollment for everyone

Put an end to manual plan selections, paper summaries, and distributing info packets.

Instant access to information

Employees can easily access benefits information and ID cards year-round via desktop or mobile.

Employer Direct Care (EDC)

Double-digit increases in healthcare costs are putting more pressure than ever before on employers and employees alike. The most impacted are all too often those that can least afford it.

Your employees can receive high quality primary care to reduce catastrophic disease and illnesses without the high cost, limited access, and long wait times.

We have helped many of our clients open shared employer-owned Employer Direct Care Clinics that control healthcare spending, boost workforce productivity, and improve hiring and retention.

Well Visits

Immunizations

Sick Visits

Lab Services

Pharmacy Services

Minor Cuts & Stitches

Prescription Review

Occupational Health

Break the Renewal Cycle

If you’re like most businesses, your current benefits process is a vicious cycle of waiting for renewals and hoping for the best. You’re often faced with making the difficult choice of spending more on benefits, cutting benefits, or shifting more costs onto your employees.

Let us show you a better way.

Is a Benefits Captive Right for You?

As your business grows, have you thought about a long-term, cost-effective healthcare strategy? If you have over 25 employees enrolled in your health plan, you should consider partial self-funding within a benefits captive.

Partial self-funding allows you to take control of rising healthcare costs by providing transparency and the necessary data to make decisions that can help reduce expenses.

Plans

Choose a plan that strikes the cost-and-coverage balance that fits your needs...or keep the coverage you currently offer.

TPAs

Collaborate with a top group of third-party administrators to get your plan up and running quickly.

Health Networks

Work with both national PPOs and local networks so your employees have access to quality healthcare services at the lowest possible prices.

Our captive program allows you to share risk with over 2,200 like-minded employers focused on implementing cost containment strategies to lower their total healthcare spend.

PBMs

Exclusive Pharmacy Benefits Management (PBM) contracts to ensure that your program is helping reduce drug costs.

Specific Stop-Loss

Specific stop loss insurance covers the high cost of ongoing and catastrophic claims so there are no surprises.

Aggregate Stop-Loss

Aggregate stop-loss insurance covers your small claims when there are more of them than you anticipated.

Real Relationships. Real Results.

Our clients see the difference a consultative, forward-looking approach makes, from smarter plan design to a partner who is engaged year-round, not just at renewal.

“Phelan has always been open with the options we have and the pricing associated with them. They have always answered any plan questions and helped us work through any processing and procedural questions in a timely and kind manner.”

Rated 5 out of 5

Grose & Manz Builders

“Phelan consistently brings fresh, creative perspectives to health insurance and wellness. Beyond their innovative strategy, the team is incredibly supportive and quick to respond, ensuring all our requirements are met with expert guidance.”

Rated 5 out of 5

RK Hydro-Vac

“Excellent people and firm to work with year after year. Very consistent and helpful. Always knowledgeable and superior follow-through. Working with us as a team player. Thorough and preemptive in nature.”

Rated 5 out of 5

Alpine Valley Water Co.

FAQ

What types of employee benefits does Phelan Insurance Agency help with?

We work with businesses on the full range of group benefits, including medical, dental, vision, life, disability, and voluntary benefits. Our team helps you design a benefits package that fits your workforce and budget.

Why should my business work with you instead of going directly to a carrier?

We represent your interests, not the carrier’s. We compare options across multiple carriers, negotiate on your behalf, and provide ongoing support with claims, compliance, and plan administration that a single carrier relationship typically will not offer.

How do you help control the cost of employee benefits?

We evaluate plan design, funding strategies, and carrier options to find the most competitive combination of coverage and cost. This includes reviewing utilization data, exploring alternative funding arrangements, and benchmarking your plans against similar employers.

What is the difference between fully insured and self-funded plans?

In a fully insured plan, the employer pays a fixed premium and the carrier assumes the risk. In a self-funded plan, the employer pays claims directly (often with stop-loss insurance to limit risk) and can see more flexibility and potential savings. We help you determine which approach is the best fit for your organization.

How do you help with compliance requirements like ACA, COBRA, and ERISA?

Our team helps you understand your obligations under these regulations and supports you with required notices, filings, and documentation. We stay current on regulatory changes so you do not have to track them on your own.

When should we start planning for open enrollment?

We recommend beginning the renewal and strategy process at least 120 days before your plan year ends. Starting early gives us time to shop the market, negotiate with carriers, and prepare clear communication for your employees.

Can you help communicate benefits changes to our employees?

Yes. We provide support with enrollment materials, employee meetings, and educational resources to help your team understand their options and make informed decisions during open enrollment.

How often will our benefits plan be reviewed?

We conduct a formal review of your benefits program at least once a year, typically ahead of renewal. We also monitor your plans throughout the year and reach out proactively if we identify an opportunity to improve coverage or reduce cost.