Who we serve / Nonprofits & faith-based organizations
Benefits that fit your mission and budget.
A benefits decision can touch staff needs, a board calendar, and grant-funded budgets. Bring those pieces together before choosing a plan.
Start with these three decisions.
Tell us your board calendar, funding constraints, staff structure, and benefit priorities.
Budget timing
Build a comparison before board approval and grant decisions.
Who is eligible
Distinguish employees, volunteers, contractors, and stipended roles with advisers.
Plan obligations
Confirm which rules apply to the organization and its benefit arrangement.
Plan around the funding calendar
Show annual employer spending, employee contributions, and any separate administration costs. Identify whether a proposed commitment aligns with restricted funds and renewal timing. Do not assume a lower monthly premium is the full cost comparison.
Check nonprofit-specific questions separately
Tax-exempt status alone does not establish church-plan status or an exemption from benefit rules. Have counsel determine the applicable framework. The small-business health care tax credit has special conditions and a SHOP requirement or limited exception; do not build the benefits budget around an unconfirmed credit.
A practical example · illustrative
A board meeting before renewal
Prepare a one-page comparison with the annual employer cost, employee paycheck impact, implementation tasks, and decision date so the board can assess the same assumptions.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Medical and dependent coverage
- Compare access, employee costs, and the employer contribution.
- Dental, vision, life, and disability
- Evaluate a balanced package against staff priorities and the budget.
- Voluntary options
- Give eligible employees clear information about optional premiums and covered events.
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 board calendar, funding constraints, staff structure, 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 volunteers or stipended workers enroll?
The payment label alone does not decide the answer. Review the employment relationship and plan eligibility with your advisers and the carrier before offering coverage.
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.
OIC · groupLet’s start with your team.
Tell us your board calendar, funding constraints, staff structure, and benefit priorities. No existing plan is required.