Determining Full-Time Status - Business Benefits Group

Under section 4980H of the Affordable Care Act (ACA), large employers may be subject to a penalty if they do not offer health coverage, or if they offer coverage that is unaffordable or does not provide minimum value, effective in 2014. Employers with 50 or more full-time employees, including full-time equivalents, on business days during the preceding calendar year are considered large employers. ACA defines a full-time employee as an employee who is employed on average for at least 30 hours of service per week.

The Internal Revenue Service (IRS) and other federal agencies have been issuing guidance on ACA implementation issues, including ACA’s employer penalty provisions. Additional guidance is expected in the future to clarify technical details regarding how ACA’s employer penalty will apply to large employers.

On Aug. 31, 2012, the IRS issued Notice 2012-58 to describe safe harbor methods and rules that employers may use to determine which employees are treated as full-time employees for purposes of ACA’s employer penalty. The IRS provided this guidance so that employers can avoid making month-to-month determinations of full-time status. However, the IRS’s safe harbor methods are fairly complex and technical. To help explain the safe harbors, IRS Notice 2012-58 also includes numerous examples. The examples address the safe harbor methods for ongoing employees and new variable hour and seasonal employees.

Employers may rely on the safe harbor methods and rules outlined in IRS Notice 2012-58 at least through the end of 2014. This reliance covers a measurement period that begins in 2013 or 2014 and the associated stability period, which may extend into 2014, 2015 or 2016. According to the IRS, employers will not be required to comply with any future guidance that is more restrictive on these issues until at least Jan. 1, 2015.

This Business Benefits Group Legislative Brief contains the examples from IRS Notice 2012-58.

Example – Ongoing Employees

Facts – Employer A chooses to use a 12-month stability period that begins Jan. 1 and a 12-month standard measurement period that begins Oct. 15. Consistent with the terms of Employer A’s group health plan, only an ongoing employee who works full-time (an average of at least 30 hours per week) during the standard measurement period is offered coverage during the stability period associated with that measurement period.

Employer A chooses to use an administrative period between the end of the standard measurement period (Oct. 14) and the beginning of the stability period (Jan. 1) to:

Determine which employees worked full-time during the measurement period;
Notify them of their eligibility for the plan for the calendar year beginning on Jan. 1 and of the coverage available under the plan;
Answer questions and collect materials from employees; and
Enroll those employees who elect coverage in the plan.

Previously-determined full-time employees already enrolled in coverage continue to be offered coverage through the administrative period.

Tom Smith and Greta Jones have been employed by Employer A for several years, continuously from their start date. Tom worked full-time during the standard measurement period that begins Oct. 15 of Year 1 and ends Oct. 14 of Year 2 and for all prior standard measurement periods. Greta also worked full-time for all prior standard measurement periods, but is not a full-time employee during the standard measurement period that begins Oct. 15 of Year 1 and ends Oct. 14 of Year 2.

Conclusions – Because Tom Smith was employed for the entire standard measurement period that begins Oct. 15 of Year 1 and ends Oct. 14 of Year 2, he is an ongoing employee with respect to the stability period running from Jan. 1 through Dec. 31 of Year 3. Because Tom worked full-time during that standard measurement period, Tom must be offered coverage for the entire Year 3 stability period (including the administrative period from October 15 through December 31 of Year 3). Because Tom worked full-time during the prior standard measurement period, he would have been offered coverage for the entire Year 2 stability period, and if enrolled would continue such coverage during the administrative period from Oct. 15 through Dec. 31 of Year 2.

Because Greta Jones was employed for the entire standard measurement period that begins Oct. 15 of Year 1 and ends Oct. 14 of Year 2, Greta is also an ongoing employee with respect to the stability period in Year 3. Because Greta did not work full-time during this standard measurement period, she is not required to be offered coverage for the stability period in Year 3 (including the administrative period from Oct. 15 through Dec. 31 of Year 3). However, because Greta worked full-time during the prior standard measurement period, she would be offered coverage through the end of the Year 2 stability period, and if enrolled would continue such coverage during the administrative period from Oct. 15 through Dec. 31 of Year 2.

Employer A complies with the standards of the IRS’s safe harbor for ongoing employees because the measurement and stability periods are no longer than 12 months, the stability period for ongoing employees who work full-time during the standard measurement period is not shorter than the standard measurement period, the stability period for ongoing employees who do not work full-time during the standard measurement period is no longer than the standard measurement period, and the administrative period is no longer than 90 days.

Examples of new variable hour and seasonal employees

The examples that follow illustrate how the safe harbor rules apply to variable hour employees and seasonal employees. In all of the following examples, the coverage offer is an offer of minimum essential coverage that is affordable within the meaning of § 36B(c)(2)(c)(i) (or is treated as affordable coverage under the Form W-2 safe harbor) and that provides minimum value within the meaning of § 36B(c)(2)(c)(ii).

New Variable Hour Employees with an Administrative Period

In Examples 1-8, the new employee is a new variable hour employee. The employer has chosen to use a 12-month standard measurement period for ongoing employees starting Oct. 15 and a 12-month stability period associated with that standard measurement period starting Jan. 1. Thus, during the administrative period from Oct. 15 through Dec. 31 of each calendar year, the employer continues to offer coverage to employees who qualified for coverage for that entire calendar year based upon working on average at least 30 hours per week during the prior standard measurement period. Also, the employer offers health plan coverage only to full-time employees (and their dependents).

Example 1 (12-Month Initial Measurement Period Followed by 1+ Partial Month Administrative Period)

Facts – For new variable hour employees, Employer B uses a 12-month initial measurement period that begins on the start date and applies an administrative period from the end of the initial measurement period through the end of the first calendar month beginning on or after the end of the initial measurement period. Employer B hires Kim Lang on May 10, 2014. Kim’s initial measurement period runs from May 10, 2014, through May 9, 2015. Kim works an average of 30 hours per week during this initial measurement period. Employer B offers coverage to Kim for a stability period that runs from July 1, 2015 through June 30, 2016.

Conclusion – Kim Lang works an average of 30 hours per week during her initial measurement period and Employer B uses (1) an initial measurement period that does not exceed 12 months; (2) an administrative period totaling not more than 90 days; and (3) a combined initial measurement period and administrative period that does not last beyond the final day of the first calendar month beginning on or after the one-year anniversary of Kim’s start date.

Accordingly, from Kim’s start date through June 30, 2016, Employer B is not subject to any payment under § 4980H with respect to Kim, because Employer B complies with the standards for the initial measurement period and stability periods for a new variable hour employee. Employer B also complies with PHS Act § 2708 (ACA’s 90-day waiting period limitation). Employer B must test Kim Lang again based on the period from Oct. 15, 2014 through Oct. 14, 2015 (Employer B’s first standard measurement period that begins after Kim’s start date).

Example 2 (11-Month Initial Measurement Period Followed by 2+ Partial Month Administrative Period)

Facts – Same as Example 1, except that Employer B uses an 11-month initial measurement period that begins on the start date and applies an administrative period from the end of the initial measurement period until the end of the second calendar month beginning after the end of the initial measurement period.

Employer B hires Kim Lang on May 10, 2014. Kim’s initial measurement period runs from May 10, 2014, through April 9, 2015. Kim works an average of 30 hours per week during this initial measurement period. Employer B offers coverage to Kim for a stability period that runs from July 1, 2015 through June 30, 2016.

Conclusion – Same as Example 1.

Example 3 (11-Month Initial Measurement Period Preceded by Partial Month Administrative Period and Followed by 2-Month Administrative Period)

Facts – Same as Example 1, except that Employer B uses an 11-month initial measurement period that begins on the first day of the first calendar month beginning after the start date and applies an administrative period that runs from the end of the initial measurement period through the end of the second calendar month beginning on or after the end of the initial measurement period.

Employer B hires Kim Lang on May10, 2014. Kim’s initial measurement period runs from June 1, 2014, through April 30, 2015. Kim works an average of 30 hours per week during this initial measurement period. Employer B offers coverage to Kim for a stability period that runs from July 1, 2015 through June 30, 2016.

Conclusion – Same as Example 1.

Example 4 (12-Month Initial Measurement Period Preceded by Partial Month Administrative Period and Followed by 2-Month Administrative Period)

Facts – For new variable hour employees, Employer B uses a 12-month initial measurement period that begins on the first day of the first month following the start date and applies an administrative period that runs from the end of the initial measurement period through the end of the second calendar month beginning on or after the end of the initial measurement period. Employer B hires Kim Lang on May 10, 2014. Kim’s initial measurement period runs from June 1, 2014, through May 31, 2015. Kim works an average of 30 hours per week during this initial measurement period. Employer B offers coverage to Kim for a stability period that runs from Aug. 1, 2015 through July 31, 2016.

Conclusion – Employer B does not satisfy the standards for the safe harbor method for variable hour and seasonal employees because the combination of the initial partial month delay, the 12-month initial measurement period, and the 2-month administrative period means that the coverage offered to Kim does not become effective until after the first day of the second calendar month following the first anniversary of Kim’s start date. Accordingly, Employer B is potentially subject to a payment under § 4980H and fails to comply with PHS Act § 2708 (90-day waiting period limitation).

Example 5 (Continuous Full-Time Employee)

Facts – Same as Example 1. In addition, addition, Employer B tests Kim Lang again based on Kim’s hours from Oct. 15, 2014 through Oct. 14, 2015 (Employer B’s first standard measurement period that begins after Kim’s start date), determines that Kim worked an average of 30 hours a week during that period, and offers Kim coverage for July 1, 2016 through Dec. 31, 2016. (Kim already has an offer of coverage for the period of Jan. 1, 2016 through June 30, 2016 because that period is covered by the initial stability period following the initial measurement period, during which Kim was determined to be a full-time employee.)

Conclusion – Employer B is not subject to any payment under § 4980H and complies with PHS Act § 2708 (90-day waiting period limitation) for 2016 with respect to Kim Lang.

Example 6 (Initially Full-Time Employee, Becomes Non-Full-Time Employee)

Facts – Same as Example 1. In addition, Employer B tests Kim Lang again based on her hours from Oct. 15, 2014 through Oct. 14, 2015 (Employer B’s first standard measurement period that begins after Kim’s start date), and determines that Kim worked an average of 28 hours a week during that period. Employer B continues to offer coverage to Kim through June 30, 2016 (the end of the stability period based on the initial measurement period during which Kim was determined to be a full-time employee), but does not offer coverage to Kim for the period of July 1, 2016 through Dec. 31, 2016.

Conclusion – Employer B is not subject to any payment under § 4980H and complies with PHS Act § 2708 (90-day waiting period limitation) for 2016 with respect to Kim Lang, provided that it offers coverage to Kim from July 1, 2015 through June 30, 2016 (the entire stability period associated with the initial measurement period).

Example 7 (Initially Non-Full-Time Employee)

Facts – Same as Example 1, except that Kim Lang works an average of 28 hours per week during the period from May 10, 2014 through May 9, 2015 and Employer B does not offer coverage to Kim in 2015. Employer B tests Kim again based on her hours from Oct. 15, 2014 through Oct. 14, 2015 (Employer B’s first standard measurement period that begins after Kim’s start date).

Conclusion – From Kim Lang’s start date through the end of 2015, Employer B is not subject to any payment under § 4980H, because it complies with the standards for the measurement and stability periods for a new variable hour employee with respect to Kim Lang. PHS Act § 2708 (90-day waiting period limitation) does not apply to Kim Lang during this period because, pursuant to the plan’s eligibility conditions, Kim does not become eligible during this period for coverage under the plan. Accordingly, Employer B also complies with PHS Act § 2708 with respect to Kim during this period.

Example 8 (Initially Non-Full-Time Employee, Becomes Full-Time Employee)

Facts – Same as Example 7. In addition, Employer B tests Kim Lang again based on her hours from Oct. 15, 2014 through Oct. 14, 2015 (Employer B’s first standard measurement period that begins after Kim’s start date), determines that Kim works an average of 30 hours per week during this standard measurement period, and offers coverage to Kim for 2016.

Conclusion – Employer B is not subject to any payment under § 4980H and complies with PHS Act § 2708 (90-day waiting period limitation) for 2016 with respect to Kim Lang.

New Variable Hour Employees with an Administrative Period and Six-Month Standard Measurement Period and Stability Period

In Examples 9 and 10, the new employee is a variable hour employee and the employer uses a six-month standard measurement period, starting each May 15 and Nov. 15, with six-month stability periods associated with those standard measurement periods starting Jan. 1 and July 1.

Example 9

Facts – For new variable hour employees, Employer C uses a six-month initial measurement period that begins on the start date and applies an administrative period that runs from the end of the initial measurement period through the end of the first full calendar month beginning after the end of the initial measurement period. Employer C hires Brad Jonas on May 10, 2014. Brad’s initial measurement period runs from May 10, 2014, through Nov. 9, 2014, during which Brad works an average of 30 hours per week. Employer C offers coverage to Brad for a stability period that runs from Jan. 1, 2015 through June 30, 2015

Conclusion – Employer C uses (1) an initial measurement period that does not exceed 12 months; (2) an administrative period totaling not more than 90 days; and (3) a combined initial measurement period and administrative period that does not last longer than the final day of the first calendar month beginning on or after the one-year anniversary of Brad Jonas’ start date.

From Brad’s start date through June 30, 2015, Employer C is not subject to any payment under § 4980H, because Employer C complies with the standards for the measurement and stability periods for a new variable hour employee with respect to Brad Jonas. Employer C also complies with PHS Act § 2708 (90-day waiting period limitation). Employer C must test Brad again based on his hours during the period from Nov. 15, 2014 through May 14, 2015 (Employer C’s first standard measurement period that begins after Brad’s start date).

Example 10 (Initially Full-Time Employee, Becomes Non-Full-Time Employee)

Facts – Same as Example 9. In addition, Employer C tests Brad Jonas again based on his hours during the period from Nov. 15, 2014 through May 14, 2015 (Employer C’s first standard measurement period that begins after Brad’s start date), during which period Brad works an average of 28 hours per week. Employer C continues to offer coverage to Brad through June 30, 2015 (the end of the initial stability period based on the initial measurement period during which Employer C worked an average of 30 hours per week), but does not offer coverage to Brad from July 1, 2015 through Dec. 31, 2015.

Conclusion – Employer C is not subject to any payment under § 4980H and complies with PHS Act § 2708 (90-day waiting period limitation) with respect to Brad Jonas for 2015.

Seasonal Employees

Example 11 (12-Month Initial Measurement Period; 1+ Partial Month Administrative Period

Facts – Employer D offers health plan coverage only to full-time employees (and their dependents). Employer D uses a 12-month initial measurement period for new variable hour employees and seasonal employees that begins on the start date and applies an administrative period from the end of the initial measurement period through the end of the first calendar month beginning after the end of the initial measurement period. Employer D hires Kristin Smart, a ski instructor, on Nov. 15, 2014 with an anticipated season during which Kristin will work running through March 15, 2015. Employer D determines that Kristin is a seasonal employee based upon a reasonable good faith interpretation of that term.

Kristin’s initial measurement period runs from Nov. 15, 2014, through Nov. 14, 2015. Kristin works 60 hours per week from Nov. 15, 2014 through March 15, 2015, but is not reasonably expected to average 30 hours per week for the 12-month initial measurement period. Accordingly, Employer D does not treat Kristin as a full-time employee, and does not offer Employee S coverage.

Conclusion. Employer D uses (1) an initial measurement period that does not exceed 12 months; (2) an administrative period totaling not more than 90 days; and (3) a combined initial measurement period and administrative period that does not extend beyond the final day of the first calendar month that begins on or after the one-year anniversary of an employee’s start date. Accordingly, from Kristin Smart’s start date through Nov. 14, 2015, Employer D is not subject to any payment under § 4980H, because Employer D complies with the standards for the initial measurement period and stability periods for a new seasonal employee with respect to Kristin.

PHS Act § 2708 (90-day waiting period limitation) does not apply to Kristin Smart during this period because, pursuant to the plan’s eligibility conditions, Kristin does not become eligible during this period for coverage under the plan. Accordingly, Employer D also complies with PHS Act § 2708 with respect to Kristin during this period.

Source: Internal Revenue Service

Morgan Parker

15:58 09 Jan 19

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12:34 09 May 19

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Holly Palmer

15:25 08 Feb 19

I've worked with BBG for 7 years and was responsible for introducing BBG at my new company. The service everyone at BBG provides is unparalleled- and they do it with a smile on their faces. BBG is more than an insurance broker. They are a full service firm that doesn't just sign companies up for benefit coverages, they act as a strategic advisor to determine what solutions fit best for each company's situation and demographic. This year, with BBG's insightful advice and patient guidance, we were able to save a significant amount of money at benefit renewal time while actually improving our offerings from the prior year. It was a win for our company and a win for our people. As an HR department of one, I take advantage of the HR advice provided by BBG as well. There are not enough adjectives to say how great it is to work with BBG.

John Farrell

16:04 08 Feb 19

The Business Benefits Group is top notch. I've worked with numerous benefits brokers over the years and they are second to none. Their personalized service has provided outstanding cost savings for my organization while also providing rich benefits to my employees. I truly appreciate their dedication and expertise. John A. Farrell III, HR Director, SHRM-SCP

Jason Thornhill

14:08 09 Jan 19

BBG has been pivotal in the dissemination of health benefits for Fonteva employees. They have remained consistent regardless of the level of stress involved in any situations. The aforementioned has been particularly appreciated during our Open Enrollment process. Derek Winn, the Senior Benefits Consultant, is exceptional!

Valentia Royal

20:16 16 Aug 18

As an HR Professional, I have had an opportunity to work with several benefits brokers and BBG is by far a stand out. The level of support, guidance, and assistance they provide as a broker is above and beyond. Everyone at BBG is knowledgeable and their willingness to make themselves available to not only our company, but our employees is unmatched. They have become an extension of our organizational family. In an industry that is ever changing, BBG is consistent in their level of service. Regular assessments of the industry and the market to bring its business partners the best tools, strategies, resources, and expertise, are just a few of the "benefits" of BBG.

Bree Acampora

15:07 03 Aug 18

Working with BBG has been a game changer for our company. From managing our annual benefit renewals to the day to day customer service they provide for our team and members, every individual we interact with is extremely knowledgeable and provides excellent customer service. The depth of resources BBG provides is second to none. We have an incredible rep who responds to our questions and concerns day or night and the technology platforms they have on offer have allowed us to streamline our HR functions to save us time and money. I could write a novel about all of the wonderful people, services and products BBG offers. They have become an integral part of our HR/Benefit strategy and an extension of our own "family oriented culture" as a company who puts this kind of service acumen and care at its forefront. Thank you BBG and here's to many more years of partnership.

Brad Becker

18:56 04 Oct 19

BBG defines excellence. Earlier this year we interviewed severally companies for benefits administration and BBG was hands down the best service and takes professionalism and service to whole nother level. They were able to provide great benefits and cost saving for our employees as well! If there was 6 starts i would put that for them.

Jay Greenstein

15:11 07 Oct 19

Great service! Remarkable team of folks. So happy I made the switch to BBG!

Chantel Harris

19:29 09 Oct 19

It has been an auspicious pleasure working with BBG. BBG truly has top notch professionals that consistently provide excellent and proactive customer service. They are very knowledgeable in their area of expertise and you can always count on them to provide the best advice/counsel regarding various applicable matters. We highly recommend BBG!

Lisa Donovan

19:36 09 Oct 19

Great staff, always willing to go that extra mile to get things done for you. Couldn't be happier.

Matt

14:09 25 Oct 19

I love working with BBG! As a department of one I know I can count on them to provide me with timely and accurate customer service when I need help. I also cannot imagine not having such a great broker relationship, as I know they are always looking our for our interests and make recommendations that can be helpful. BBG is a great resource for me, they are customer oriented and always there when I need them.

Chelsea Day

21:26 09 Jan 20

BBG is always extremely responsive and help answer any questions. We just recently went through open enrollment and it went incredibly smoothly. I would highly recommend them!!

Meg Nelbach

15:00 13 Jan 20

BBG is an incredible business partner and our dedicated consultants act like extended members of our company's team. In addition to the responsive, detail-oriented, and personalized services they offer, they also provide tools that are incredibly helpful, especially for smaller HR organizations. I look forward to partnering with BBG for many years to come and I'd highly recommend them for anyone seeking to upgrade their broker support!

Casey Costello

15:11 13 Jan 20

BBG takes the whole HR process from benefits enrollment to HR management, and streamlines the process to make it user-friendly, professional, and a huge time saver. Great organization made up of great people.

Hope Miller

22:29 26 Feb 20

We've used BBG for our business benefits & insurance for almost 7 years. They have amazing customer service across all of their departments. Their quick responses are helpful & direct. I appreciate our business relationship & highly recommend them to anyone looking for a broker!

Misty Gutierrez

15:27 22 Apr 20

We have used BBG to manage our company benefits for 10 plus years now. They provide excellent and timely service for all our corporate insurance needs. Highly recommend!

Mary Kate LaCroix

20:06 06 May 20

BBG has been terrific all around! They are always available to answer questions and help whenever we need them. We highly recommend them and look forward to our continued partnership!

Joe Webb

11:58 15 Jul 20

Mac, Walter and the BBG team are all top-notch folks. They are all easy to work with and just made life easy. The BBG team is able to work medical benefits, Defense Base Act, property insurance and anything HR related, all of which continue to make life easy for Small Businesses. Overall, BBG is an outstanding organization that provide Subject Matter Expertise in everything they do.

Leoprieto74

16:40 04 Aug 20

Michelle Milam is an incredible person! She made the whole process painless. She is also relentless in providing excellent Customer Service! I recommend her to everyone. Always quick to respond and always keeps me up to date in my insurance claim status. Thanks Michelle!!!

A Google User

21:02 23 Sep 20

We have tried out three different brokers and systems before selecting BBG and sticking with them. Mac and his team are professional, responsive, and easy to work with. Their relationship has been invaluable, and is clearly superior to systems that try to automate insurance and benefits consulting. They save us money, and help us select products that fit our company's corporate culture, and future business goals. They have also been scaling with our business, which has been growing by several employees every year. I imagine they'd do very well for large businesses. We cannot say enough about their customer support, and recommend them to anybody looking for benefits consulting and insurance.

Bijal Shah

16:09 08 Dec 20

We've used BBG for our business benefits & insurance for almost 2 years. They have amazing customer service across all of their departments. Their quick responses are helpful & direct. I appreciate our business relationship & highly recommend them to anyone looking for a broker! Their benefits plans are very competitive in the market. My company and employees are liking their benefits. Keep up the good work.

Jenna Mullikin

14:48 18 Dec 20

BBGs has a very knowledgeable team that always goes above and beyond! We are grateful to have such a valuable resource at our fingertips.

Lauren

18:49 18 Dec 20

The Business Benefits Group has been great to work with. Specifically, Allison Brown has been amazing to work with. Extremely helpful in answering specific and general questions about employee benefits, conducting benefit meetings for employees, creating and distributing Employee Benefits Guides, providing resources for HR information. She always responds quickly and is very professional.

Paula Truitte

19:45 23 Dec 20

Open Enrollment has never been so smooth! BBG walks you through it and is there for any help you need! They make certain that all of your bases are covered – it’s a pleasure to work with such professionals!

Nancy Hayden

21:18 31 Dec 20

I couldn't ask for a better broker as BBG continuously provides top notch service! We have been a client for close to 20 years and I have never had a reason to look elsewhere. When you're a client of BBG it's like your part of a big family (in a good way), everyone is always willing to assist in any way they can. BBG attracts and retains the best people in the industry. On a side note, this is the first review I've ever left anywhere so that says something :)

Fredricia Cunegin

16:56 06 Jan 21

This is my third year serving my client and working with BBG to fulfill and complete the enrollment process. I enjoy working with Mac and his entire team of professionals. They are responsive and well informed in their efforts to ensure that we are satisfied.

Laura Schindler

18:29 15 Jan 21

We changed over to BBG Business Benefits Group from a manual HR system. We are so happy we made the move. At first I was skeptical about their employee navigator system but all more concerns were quickly resolved. Our first open enrollment in their system went off without a hitch. and we just finished our ACA filings in a 20 minute meeting. Quick and easy. I can not recommend them enough. If you are looking for a quality Benefits Group this would be the group to go with.

Steve Bowes

21:56 26 Jan 21

BBG ROCKS!!! I had the pleasure of meeting Kelly Cole when she hired my company Phoenix Home Services to build her the kitchen of her dreams. If you have ever been through a home remodel project, you get close to your clients and get to know them pretty well. Kelly asked me one day who my broker was, I did not have one at that point but needed one. Kelly introduced me to Jessica which became our Broker, Neely Renewal Manager and Siobhan Renewal Manager, they were all great to work with! The team at BBG work tirelessly to ensure my company benefits package works for all of my employees. They go above and beyond to answer our questions, helps in times of need and the open enrollment process was smooth.One thing that is so great about BBG is the actual client interaction and how they listen to our particular business needs. We needed a fluent Spanish language speaker to really help some of our employees fully understand their enrollment options and they made sure that person was available every step of the way. Thank you BBG making these complicated decision easier and for doing an excellent job!

Heather Weaver

01:46 28 Jan 21

I have been working for the Business Benefits Group for years as their HVAC vendor. When I met Kelly Cole, their Office Manager a few years ago, she asked me if I had life insurance. At hat point I did not. Kelly was thrilled to introduce me to Mike Gore, he was extremely helpful in setting up my coverage. I also work with Robin Hansen, she has been instrumental ensuring our company’s benefits enrollment goes smoothly and without a hitch! I LOVE BBG and their staff. They are hands down one of the best!

Mary Brown

15:32 05 Feb 21

Plain and simple, BBG saves our company money. Working with Derek we set up a three-year plan to reduce costs without any disruption to employees. Based on the strategies we implemented, we achieved exactly what we set out to do. We actually pay less with each renewal rather than the double-digit increases we experienced in the past. Derek is an industry expert – his Broker of the Year award is well-deserved. Patty is the most organized person I’ve ever worked with and keeps track of details with amazing accuracy. Sarah always provides excellent guidance and support for our questions big or small. I highly recommend partnering with BBG.

16:28 10 Feb 21

Great staff, always willing to go that extra mile to get things done for you. Couldn't be happier. We are still with BBG and everyone on the staff is extremely helpful, especially Rae S. She has been such a great support to me ever since we signed on with BBG

Meg Kerns MOKup Media

14:12 05 Mar 21

BBG has been a trusted partner for our company and its employees for several years. Their availability, responsiveness, and ability to customize benefit plans to fit the business’s unique needs is unmatched. We highly recommend any business, especially government contracting service providers, give BBG a call to see how they can best provide full-scale coverage for employees and businesses. They are the best "one stop shop" around!

Dora Fisher

18:10 06 Apr 21

Antonia Spyridis is wonderful. All her communications are timely. If she doesn't know the answer to a question, she "owns" it, does her due diligence and responds back to you. Wonderful customer-service skills.

Randi Killen

17:37 07 Apr 21

We recently transitioned to BBG and have been very pleased with the partnership. The consultants are well-informed, responsive, and have provided sound guidance throughout the renewal process and as new regulations are rolled out. In addition, BBG provides HR resources which have already proven to be valuable to our team.

commercial concrete

15:37 08 Apr 21

We moved from One Digital over to BBG, and it was the best thing that we could have done. They have been so great to work with and very responsive. Walter Jordan provided excellent guidance and support from the start. Walter and Mac were very helpful and made our enrollment process smooth, easy and painless. We could not have asked for more. Thank you to your great team!

Breona Russell

14:07 16 Apr 21

Always an amazing experience working with the BBG team! Professional, honest, responsive and most of all patient! Rae Shimon was very helpful when I started my new role in HR, she helped me transition with ease. I am very appreciative of our partnership with BBG.

Tara Smith

20:29 16 Apr 21

I have thoroughly enjoyed the relationship/partnership we are building with BBG. We are using BBG as our broker for both benefits and corporate insurance. I have found their team to be extremely helpful, very knowledgeable and responsive. They have also provided additional resources that help me stay abreast of upcoming changes that affect our business, as well as helping me expand my Human Resources knowledge base. These are a great group of folks who seem to strive at providing excellent customer service at every opportunity. We are thankful! Thank you BBG!

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