Begin with your team and your business
Employee benefits can support your workforce, but the first step is understanding the business rather than selecting a plan from a catalog. Scott works with small-business owners, executives, HR managers and office managers on group health, dental and vision coverage. Start with where employees work, how many people may be eligible, whether you already offer coverage and when you expect to make a change. Eligibility, participation and contribution rules depend on the carrier and arrangement. General website information does not confirm that your business or an employee meets a particular plan’s requirements.
Small-group coverage in California
California’s small-group market generally serves employers with 1–100 employees, with specific rules for counting employees and establishing eligibility. Covered California for Small Business describes its own participation and application requirements. It is one source of information, not a promise that Boyer offers every marketplace product or that your business qualifies. Ask Scott which current coverage channels and carrier arrangements are available through the agency. If your organization is self-funded or has employees in multiple states, different regulatory or coverage considerations may apply. Confirm the relevant structure before comparing benefits.
Enrollment and service through the year
Benefits need attention after an initial enrollment. New hires, departing employees, dependent changes and renewal decisions can create administrative questions. Scott remains a direct point of contact for enrollment assistance, employee changes, renewal reviews and ongoing service. The applicable plan and legal rules still determine eligibility, deadlines and effective dates. Ask which documents are needed, who is responsible for submitting them and how to confirm a change has been processed. Do not put employee medical records, Social Security numbers or completed enrollment forms in the website inquiry; arrange the approved secure process with Scott.
Prepare for your renewal conversation
A useful renewal review looks at the current benefits, employer contribution approach, employee feedback and any changes in the workforce. Discuss when decisions and employee communications need to happen, rather than waiting until the current coverage ends. Some businesses may have questions about tax credits, continuation coverage or employer obligations. Eligibility for tax benefits and legal compliance should be confirmed with official sources and qualified tax or legal advisers. No tax credit or savings is guaranteed here. To begin, request a conversation with Scott using only your contact information and a general employee-benefits interest.
