Case Studies
Enhancing Employee Benefits While Saving $312K Annually
Company X, an IT services company based in Northern California, employs 150 professionals dedicated to delivering cutting-edge technology solutions. Despite their focus on innovation and employee well-being
Streamlining Benefits Enrollment for a Large Medical Practice
J Associates is a large medical practice located in the East Bay, employing 60 healthcare professionals dedicated to providing exceptional medical care. As a growing organization
Maximizing Savings with Level-Funded Plans for a Bay Area Employer
S Inc. is a dynamic company based in San Jose, CA, employing over 150 professionals. Known for its innovative approach and young workforce, S Inc. had been providing its employees with fully insured health plans
Question of the week
How do we handle open enrollment for an employee who’s out on leave?
You should ensure the employee on leave get the same chances to review their enrollment options and make selections as everyone else. Here are our recommended steps:
- Make sure you have updated contact information for the employee on leave so you can alert them when it’s time for open enrollment.
- Send the materials or link to the enrollment platform with clear instructions and deadlines. If the leave they’re on is unpaid, highlight how their premium will be collected during that leave.
- Follow up with reminders as needed, trying different contact methods if you’ve received no response.
- If the employee doesn’t complete their enrollment on time, treat them as you would employees not on leave who didn’t finish the process—sending the appropriate notices and explaining what happens next.
As during any open enrollment period, the key is to communicate with your employee so they know what to expect, what your deadlines are, and what happens when deadlines are missed. When in doubt, confirm specifics with your carrier or broker and follow your plan documents.
