Who we serve / Medical & dental practices
Benefits for the people who care for others.
A practice benefits review should account for clinical and administrative schedules, provider access, per-diem staffing, and the coverage questions employees bring to the front desk.
Start with these three decisions.
Tell us your staff roles, clinic locations, preferred providers, and enrollment timing.
Provider access
Check the exact network and tier for the clinics and systems employees use.
Per-diem schedules
Review hours and eligibility rather than assuming all clinicians fit one class.
Time for questions
Plan sessions around patient appointments and allow private follow-up.
Check the network at the plan level
A hospital accepting a carrier’s insurance does not establish participation in every network. Check the specific plan, provider location, facility, and prescription coverage before selecting or renewing coverage.
Keep staffing and eligibility connected
A new full-time clinician, a per-diem employee, and an independent practitioner can raise different questions. Use the actual employment relationship and plan terms. Payroll or an ACA specialist can review variable-hour treatment where it applies; WIB helps coordinate the paperwork and vendors.
A practical example · illustrative
A practice with split clinic days
Hold a short group session when clinical coverage allows, then offer one-on-one or virtual conversations for staff at other locations.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical, dental, and vision
- Review staff and dependent coverage without assuming care at your own practice is covered.
- Disability for clinical and office roles
- Compare occupation definitions, covered earnings, benefit caps, and exclusions in the actual policy.
- Voluntary options
- Explain how accident, critical illness, or hospital benefits supplement 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
Tell us your staff roles, clinic locations, preferred providers, and enrollment timing.
- 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
Is a small practice too small for group coverage?
Check the eligible employee count and the carrier’s current participation and contribution requirements. Avoid treating a universal two-enrollee minimum as the rule for every Washington plan.
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.
Tell us your staff roles, clinic locations, preferred providers, and enrollment timing. No existing plan is required.