The four things you will do most
Adding a new hire, approving what they elected, terminating someone who has left, and pulling a report. Almost everything else is either annual or something we handle for you.
Day to day
The routine tasks.
The single most useful habit is doing terminations on the day, rather than at month end. Almost every billing dispute we untangle started as a termination entered three weeks late.
1
Add a new hire
Employees › Add Employee. Personal details, hire date, class and status. The hire date drives the waiting period, so getting it right matters more than anything else on the screen. Saving triggers their enrolment invitation automatically.
2
Approve enrolments
Elections land in a queue for you to approve. Check the dependants against what was documented and the class against what they were hired into. Approving is what releases the record to the carrier feed.
3
Terminate an employee
Employee › Employment › Terminate. Enter the last day worked and choose the benefit termination rule — date of termination, or end of that month. Choose the one your plan document actually says, because that is what the carrier will bill to.
4
Process a life event
Employees submit these themselves. You approve, check the documentation, and confirm the effective date. Anything that looks wrong is easier to query before approval than after.
Reports
Where the things people ask you for actually live.
Payroll deductions
Per-employee, per-benefit, per-pay-period. Run it every cycle and compare against what payroll actually took. This is where enrolment errors surface first, and cheapest.
Census
Name, date of birth, sex, zip, tier, plan. What every carrier wants at renewal and what we need to quote anything. Exports to Excel.
Enrolment summary
Who is on what, as of a date you choose. The fastest way to answer "is this person covered?" without opening their record.
ACA reporting extracts
Monthly offer and coverage data by employee — the source material for 1095-C. Worth checking quarterly rather than discovering a gap in January.
Missing information
Records lacking a Social Security number, a date of birth or an address. Twenty minutes with this report in October removes most of the friction from open enrolment.
Audit log
Who changed what, and when. Occasionally the only way to settle a disagreement about whether an election was ever made.
Open enrolment, and what we do
We build the new plan year — rates, plans, contribution changes — and set the enrolment window before it opens. You get a test link to click through as an employee before it goes live, which is the point at which anything wrong is worth finding.
During the window your job is essentially to chase. The outstanding-elections report shows who has not finished; two reminders usually clears eighty percent of it. Anyone left at the deadline either defaults or waives according to the rule set for that plan year, which we agree with you in advance.
Call us rather than working around something. If the platform is telling an employee they are ineligible and you believe they are not, that is a configuration question with a quick answer, and a workaround entered manually tends to reappear at renewal.
Request a review
Send the renewal, and we will tell you what we would change
No fee, and no obligation to move the business. Most employers who contact us are simply trying to work out whether the number in front of them is a fair one.
- (800) 779-4090
- info@waughagency.insure
- 22 Bateson Drive, Andover, MA 01810