Who we serve / Automotive & equipment
Benefits for the shop, service desk, and sales floor.
Technicians, parts staff, service advisers, and sales teams may have different pay arrangements and schedules. Build the comparison around those details.
Start with these three decisions.
Share your locations, pay arrangements, work schedules, and benefit priorities.
Pay structure
Distinguish flat-rate or commission earnings from hours of service.
Multiple locations
Review related businesses together when checking applicable ACA obligations.
Using the coverage
Give employees a clear picture of paycheck costs and income-protection terms.
Use payroll records that fit the question
A technician’s billed hours are not automatically the hours needed for an ACA determination. Ask payroll and the reporting vendor how hours of service and compensation are recorded. Review affordability methods separately from the employer-size calculation.
Explain income protection in practical terms
Medical insurance pays covered health costs; disability coverage can replace part of covered income under its terms. Compare waiting periods, earnings definitions, duration, and exclusions rather than treating one as a substitute for the other.
A practical example · illustrative
A dealer group with three locations
Bring a combined workforce picture and ownership information to the ACA review. Three locations do not automatically mean three separate employer-size calculations.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical and dependent coverage
- Compare local provider access and employee/family contributions.
- Life and disability
- Check treatment of commissions, bonuses, and other variable compensation.
- Dental, vision, and voluntary benefits
- Review limits and optional accident coverage; verify any safety-eyewear provisions.
From comparison to enrollment
We help connect the benefits decision with the people using and managing the plan.
- 01 / PLAN
Map the needs
Share your locations, pay arrangements, work schedules, and benefit priorities.
- 02 / COMPARE
Review the tradeoffs
Compare actual plan costs, access, contributions, and the questions payroll or specialist advisers need to resolve.
- 03 / SUPPORT
Help the team enroll
We provide group, individual, and live virtual education, including shifts, multiple visits, new hires, and support after enrollment at no extra fee for client teams.
Before you get started
Can education fit around service appointments?
Yes. WIB works with shifts and multiple site visits and offers group, individual, and live virtual sessions at no extra fee for client teams.
What administration is included?
Employee Navigator is available and customized at no extra cost for group clients who want it. WIB trains company administrators to enter new hires and terminations; WIB handles carrier changes. We coordinate third-party COBRA administrators that send and track notices. Vendor fees may apply, with waivers for some groups based on size and benefits package.
Sources checked September 19, 2026. General information; your plan and circumstances matter.
IRS · ALEIRS · fulltimeOIC · groupLet’s start with your team.
Share your locations, pay arrangements, work schedules, and benefit priorities. No existing plan is required.