Who we serve / Marketing, media & printing
Benefits for the creative team and the production team.
A design desk, a press room, and an installation crew can sit within one business. Give each part of the workforce a place in the benefits review.
Start with these three decisions.
Share your office and production roles, project hiring plans, and employee locations.
Different roles
Compare income protection and access for production, office, and installation staff.
Project staffing
Confirm eligibility for new hires and temporary assignments.
Remote collaborators
Separate employee plan access from independent freelance relationships.
Keep the employment question separate
Freelance work, project length, and a 1099 form do not alone determine classification. Have the actual relationship reviewed where needed, then apply the plan’s eligibility terms. Independent freelancers may need their own coverage path.
Show the package in usable terms
Compare employee and family premiums, network access, deductibles, and disability limits. A plan should be understandable to the installation crew as well as the account team; sessions can be repeated around production schedules.
A practical example · illustrative
A campaign brings new hires
Record the anticipated hours, employment status, eligibility date, and enrollment deadline before sending benefit choices. Check remote hires’ home networks too.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical and account options
- Compare total costs and any HSA eligibility requirements rather than assuming creative staff prefer one design.
- Life and disability
- Review earnings definitions and occupational limitations for production and installation work.
- Dental, vision, and optional coverage
- Explain limits and premiums and distinguish supplements from medical insurance.
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 office and production roles, project hiring plans, and employee locations.
- 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
Will adding employee-paid coverage remove all employer costs?
Employees may pay the premium, but administration and vendor arrangements still need review. Confirm the actual costs; avoid a blanket zero-cost promise.
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 · HSAIRS · workerLet’s start with your team.
Share your office and production roles, project hiring plans, and employee locations. No existing plan is required.