Breaking The Status Quo
Needing additional resources to invest in your employee benefits programs?
Laser focused on reducing costs and increasing protection for your employees?
We thought so, which is why we established BeneRe.
Average Employee Cost Decrease
Average Annual Member Distribution
Employees Receiving Benefit Improvements
These supplemental benefits deliver far greater financial protection than dental & vision insurance...
- Provides lump-sum payment directly to the employee for injuries resulting from a covered accident.
- Covers items such as: broken bones, concussions, ambulance, stitches, burns, and more.
- Helps employees pay for their out-of-pocket expenses likes deductibles and copays.
- Provides lump-sum payment directly to the employee upon diagnosis of a covered illness.
- Covers items such as: heart attack, stroke, cancer, Alzheimer's, loss of sight, and more.
- Helps provide employees financial security and extra money to pay for items such as: mortgage, lawn care, childcare, and more.
- Provides cash benefits directly to the employee upon admittance into the hospital for a covered stay.
- Covers hospital stays for labor and delivery, surgery, accidents, and more.
- Helps employees meet the unforeseen costs associated with a hospital stay.
...but supplemental benefits have rewarded the insurance industry more than employees for far too long.
This. Really. Happens.
The traditional model is complicated by compensation
For employers who are laser-focused on fiduciary stewardship, sometimes they don’t get the full picture:
1) Pay to Play Platforms
Some platforms crowd out competition and create profits for large brokers (like supermarket “slotting fees”)
2) Incentive Misalignment
Incentive compensation plans that only pay 1st year misalign commissions with the extended period of service delivery.
3) Heaped Compensation
This leads brokers to opt for “heaped” vs. level compensation, which can run as high as 75% for certain products.
4) Low Claims Ratios
Heaped compensation in year 1 also forces insurance companies to seek low loss ratios for future years to earn their target ROI.
5) Contingent Income
Further exacerbating the problem, many brokers also accept additional contingent bonuses based upon program profitability.
6) Suppress Transparency
All of this leads to reluctance by the insurance industry to transparently report claims and compensation due to poor optics.
7) Consulting Bank
Excessive Comp in year 1 creates a “bank” for services controlled by the broker; eventually bank balances run low…
8) Enrollment Flywheel
So face-to-face enrollment firms, often owned by the broker, are engaged to periodically re-enroll your employees with new carriers.
9) Carrier Hopping
…and then brokers recommend changing carriers every three years to chase heaped compensation once again – it’s a vicious cycle.
Compensation Erodes Employee Value.
BeneRe’s model disrupts the status quo.
In the traditional model, commissions are high and the lower the claims, the higher the profits for the insurance industry.
BeneRe’s model fundamentally changes the way the game is played. Commissions come down, transparency goes up and the lower the claims, the higher the dividend for reinvestment for employees.
Typically employees receive a 10% cost reduction, strong enhancements to plan designs and employers receive dividends for benefits reinvestment. Employees are the biggest winners in the BeneRe model.
Putting Distributions to Work
We believe that value and transparency are what everyone deserves.
Benefits of Participating Members include:
Three important things to keep in mind:
1. Employees win first via better plans at better prices or we don’t proceed.
2. Employers get quarterly reports that allow them to track BeneRe’s performance.
3. All underwriting gains go back to the employer’s plans for reinvestment in programs.
“We had been frustrated by a total lack of transparency. Not anymore.”
– Fortune 200 CHRO
“What am I missing here… why wouldn’t everyone do this?”
– Fortune 500 CFO
“Our employees received much better plans at much better prices.”
– Large Healthcare Head of Benefits
Get In Touch
Director of Consulting and Operations
As the Director of Consulting and Operations, Drew Albrecht oversees all client consulting, implementation, and renewal efforts in coordination with our consulting and account management team.
Drew started his career as a Financial Analyst and gained the technical skills of an underwriter which creates a level playing field for our clients at renewal. Drew is also a subject matter expert on Self-Insured Premium Financing. Drew brings our clients underwriting, risk management and compliance expertise to develop cost effective benefits programs. Drew’s expertise includes financial forecasting, ACA and ERISA compliance and strategic plan design creation for all of health and welfare benefits.
Drew was born and raised in Cincinnati, Ohio and is a graduate of the Kelley School of Business at Indiana University. In 2011, Drew achieved the Certified Employee Benefits Specialist (CEBS) designation, the premier designation in total compensation. In June of 2021 Drew and his wife, Alana, welcomed their first child, Andrew.