When an employer works with Steele, common outcomes include:

Employees better understand their benefit plans,

Employees participate at higher participation rates,

Employees elect higher benefit amounts,

Employees are more likely to cover family members,

Administration is more simple and easy for the employer, and

Insurance companies have higher persistency rates.

Working with Steele can help you win business, get more out of the business you have, and maintain high satisfaction resulting in persistent employee and employer clients. 

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Steele BasicTM

Enrollment Communication

Many companies offer health insurance benefits but don’t know how to help their employees make the best choices when it comes to enrollment. Steele Benefits offers on-site one-to-one representatives and over-the-phone reps to help employees choose the best coverage for their situation.

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Steele AdvantageTM

Enrollment
Communication
Voluntary Planning Consulting
Voluntary Admin Support

Benefits packages are a major component of an employees’ perception of their value to your company and their financial security. Beyond the basics of health insurance, Steele can guide you through the selection process of proper partners for voluntary coverages such as disability, life, hospital indemnity and more.

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Steele EnterpriseTM

Enrollment
Communication
Voluntary Planning Consulting
Voluntary Admin Support
Technology
Compliance

Are paper enrollment forms clogging up your benefits department? How many hours are spent on data entry, form submissions and reports when it comes to open enrollment? Steele Benefit’s Enterprise Package eliminates your paperwork headache with online enrollment, automated IRS reporting, compliance and extras such as paycheck withholdings.

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Over 61% of our employees enrolled in an optional benefit. Steele Benefit Services did a GREAT job!

[ AMY CUNNINGHAM, HR DIRECTOR ]

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Retail Chain Case Study

A large retail chain with 5,000 employees in 300 locations across 28 states needed to make changes to their existing health plan offerings in order to meet budget demands. In making the changes, there would be higher deductibles in the new plan design. The company wanted to ensure the employees understood the new offerings and retain employee morale in the process. The broker/advisor working with the company did not have the manpower to meet with employees to explain the new plan options, nor was the broker/advisor equipped to manage the enrollment process. The broker/advisor then contacted Steele Benefits for assistance.

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MORE TO READ

Andrew Graman Joins Steele as Chief Operating Officer

ANDREW GRAMAN JOINS STEELE BENEFIT SERVICES AS CHIEF OPERATING OFFICER Andrew Graman is expected to graduate in May 2020 with an MBA from the Kelley School of Business at Indiana University and will ...[read more]

Why Benefit Software is Trending

In the year 2004, most companies enrolled health insurance open enrollments on paper. At the time, that made sense! What Changed? First, there were not a lot of employee benefit systems that executed...[read more]

Open Enrollment is Over. Now What?

For many organizations, the end of the fourth quarter marks the close of benefit enrollment season. Congratulations, you survived.  But as you know, you aren’t done just yet. The new year brings ne...[read more]

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