Who we serve / Real estate, property & title
Clear benefits paths for a mixed workforce.
An office team, independent agents, property managers, and maintenance employees may need different coverage paths. Confirm the employment relationships before comparing plans.
Start with these three decisions.
Share your employee and contractor mix, property locations, and expected staffing changes.
Employees and independent agents
Verify classification and group-plan eligibility separately.
Distributed properties
Check networks and give off-site staff a way to enroll.
Staffing changes
Keep eligibility dates, carrier changes, and continuation handoffs organized.
Separate the coverage conversations
Group coverage for eligible employees and individual coverage for independent operators are different discussions. A 1099 form alone does not decide classification. Have employment or tax advisers resolve the working relationship and confirm eligibility with the actual plan.
Reach the people away from the main office
Property managers and maintenance teams may work across many sites. On-site sessions, live virtual meetings, and individual conversations can make the same information available without expecting everyone to travel to headquarters.
A practical example · illustrative
A brokerage with a small office team
Start with the eligible employee census. Discuss independent agents separately rather than assuming everyone associated with the business can join the same group plan.
Coverage to compare
Availability, eligibility, and benefits depend on the proposed plan and its current terms.
- Employee group coverage
- Compare medical, dental, and vision choices for eligible office and property staff.
- Individual coverage pathways
- Independent operators can explore individual and family options through a separate eligibility and enrollment process.
- Life and disability
- Review variable compensation, occupation definitions, benefit limits, and exclusions.
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 employee and contractor mix, property locations, and expected staffing changes.
- 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
Who handles COBRA after a staffing reduction?
WIB coordinates a third-party administrator that sends and tracks notices. The employer must supply timely information. Vendor fees may apply, with waivers for some groups based on size and benefits package.
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 · groupIRS · workerLet’s start with your team.
Share your employee and contractor mix, property locations, and expected staffing changes. No existing plan is required.