Who we serve / Hourly, seasonal & remote teams
A benefits process that works beyond one office.
Changing hours, seasonal hiring, and remote locations raise different questions. Address eligibility, access, and communication separately so each employee knows the next step.
Start with these three decisions.
Share your schedules, seasonal pattern, home locations, and enrollment challenges.
Hours and eligibility
Assess expected status at hire and keep reliable hours-of-service records.
Home locations
Check routine-care networks where remote staff live.
Access to help
Offer shift-friendly education, private conversations, and live virtual sessions.
Variable hours need a defined method
Do not assume eligibility cannot be determined at hire. Employees expected to be full-time and genuinely variable-hour employees can need different handling. ACA employer-size counting, individual full-time measurement, plan eligibility, and waiting periods are related but separate questions.
Meet employees where they can participate
WIB offers on-site groups, one-on-one support, and live virtual sessions, including shifts, multiple visits, new hires, and support after enrollment at no extra fee for client teams. Tell us about locations and language needs so arrangements can be confirmed before enrollment.
A practical example · illustrative
A remote hire with a local-only plan
Confirm the exact network at the new employee’s home location before recommending a plan. Virtual access does not replace every in-person service.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical networks
- Check local providers and out-of-state routine-care provisions.
- Life and disability
- Compare covered earnings, waiting periods, limits, and exclusions for variable compensation.
- Dental, vision, and supplemental options
- Explain eligible services and premiums without assuming the same priorities for every worker.
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 schedules, seasonal pattern, home locations, and enrollment challenges.
- 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
Does a seasonal spike automatically make us a large employer?
No. Review the prior-year monthly average of full-time employees and equivalents, related employers, and the limited seasonal-worker exception with payroll or an ACA specialist.
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 schedules, seasonal pattern, home locations, and enrollment challenges. No existing plan is required.