Employee Benefit Services
Employee benefits require more than simply selecting insurance products. They demand a strategic partner who understands the complexities of the market and can help your organization build a benefits program that supports your people and your business goals.
Starkweather & Shepley’s Employee Benefits team is made up of experienced consulting professionals who take an independent, consultative approach to benefits planning. Rather than focusing on products, we focus on solutions, evaluating your organization’s unique needs and developing strategies that deliver long-term value.
Employee Benefits That Support Employers Over Time
With deep industry expertise, strong carrier relationships, and access to sophisticated funding markets, we help employers navigate every aspect of their benefits strategy. From fully insured plans and level-funded solutions to self-funded programs and captive arrangements, we provide objective guidance designed to optimize cost, manage risk, and enhance employee outcomes.
Whether you’re looking to control healthcare costs, improve employee engagement, or explore innovative funding strategies, our team provides the insight and expertise to help you make informed decisions with confidence.
Working With an Employee Benefits Broker
Starkweather & Shepley advisors help employers evaluate the full spectrum of employee benefits funding options; from fully insured and level-funded plans, to self-funded and captive solutions. Our team provides objective guidance to help you understand the tradeoffs, improve cost predictability, manage risk, and select a funding strategy that aligns with your organization’s financial goals and long-term objectives.
Beyond strategy, we are committed to helping clients meet their fiduciary and compliance responsibilities. Our entire Employee Benefits team is trained in fiduciary best practices, enabling us to support sound governance, thorough documentation, and ongoing plan oversight. The result is a benefits program that is not only cost-effective but also administered with confidence, transparency, and accountability.
What Employee Benefits May Include
Benefits services typically include several core areas that support your workforce and operations. Needs can vary based on your business structure and priorities.
Common areas of consideration may include:
Benefits strategy and program design
Cost containment and funding analysis
Fully insured, level-funded, self-funded, and captive solutions
Carrier market analysis and negotiation
Compliance guidance and regulatory support
These areas often work together as part of a broader employee benefits strategy.
Benefits Services for Employers
Starkweather & Shepley Insurance works with employers to support how benefits are structured, delivered, and managed over time.
Benefits Planning and Structure
Benefits planning looks at how programs are designed and funded. This can involve plan structure, contribution levels, and long-term direction.
Core Benefits and Program Delivery
Employers often review how benefits are delivered and used. This includes health plans, enrollment, and day-to-day program management.
Benefits Solutions and Supporting Services
The following services reflect more specific areas of support that may sit alongside your core benefits program.
Compliance
Benefits often involve regulatory requirements and reporting obligations. This can include COBRA, FMLA, HIPAA, and ongoing compliance reviews.
Employee Assistance
Employee Assistance Programs help support employees during difficult periods. These programs may address personal or work-related challenges that affect performance.
Communications Technology
Communication tools help employees understand and use their benefits. This may include enrollment platforms, digital tools, and benefit education resources.
Private Exchange
Private exchange platforms give employers flexibility when offering benefit options. These tools support plan comparison, enrollment, and administration.
Captive Solutions
Captive structures offer an alternative way to fund certain benefit programs. They are often reviewed by organizations exploring different cost and risk strategies.
HR Consulting and Workforce Support
HR services often work hand in hand with benefits planning. This may include support related to employee relations, hiring and onboarding, policy development, compliance guidance, and broader workforce management needs.
A Reputation Built on Trust
We’ve built a strong reputation for service, professionalism, and responsiveness.
We depend on Starkweather for all of our insurance needs. We have continued to be impressed by their professionalism, prompt follow-up, and always keeping our interests at the center of the work that they do. We often see our reps going “above and beyond” for us, and our organization would not be the same without them by our side.
Benefits Solution Customer
Our manufacturing facility has worked with Mike Prentiss for a number of years. Before we started doing buiness, our instance package was not up to par and needed help. Mike jumped in and needed help Mike jumped in and fine-tuned our coverage. His sense of urgency and knowledge of the insurance industry, particularly in the manufacturing area, are second to none. We could not be happier with the service, value and comfort knowing that we are in good hands.
Aviation Parts Manufacturer
I have had the pleasure of working with Mike Prentiss since 2020. His knowledge and expertise are second to none. Mike and the team at Starkweather & Shepley always respond quickly and are always there to help with my many questions and requests. I highly recommend them!
Callie Lee
Been using them for my insurance needs for 4 years and always there when you need them.
Joshua Evon
Frequently Asked Questions
What do employee benefit services include?
Employee benefit services may include plan design, communication, compliance support, and benefit reviews. This often covers health, disability, retirement, and voluntary benefits.
What does an employee benefits broker do?
A broker helps employers review options from different carriers, compare plans, and make informed decisions.
How often should employee benefits be reviewed?
Many employers review benefits once a year or when changes occur, such as growth, hiring, or budget shifts.
What is the difference between employee benefits and voluntary benefits?
Employee benefits usually refer to core employer-sponsored plans. Voluntary benefits are additional options employees may choose.
How do employee benefits relate to compliance?
Benefits often involve rules tied to eligibility, privacy, and plan management. These are usually reviewed alongside benefit design.
