Independent · Local · On your side
Our Specialty · Group Benefits
Graeham Harper leads our group benefits practice for Ohio employers. He helps owners understand funding choices, compare coverage structures, and put together a benefits program employees can actually use—without treating renewal as a once-a-year transaction.
Medical Coverage
The right funding arrangement depends on workforce size, claims tolerance, cash flow, and how much predictability an employer needs. We explain what the business pays, what the carrier or administrator handles, and where risk sits before you compare proposals.
The employer pays a set monthly premium to an insurance carrier, which assumes the covered claims risk. It offers familiar billing and predictable monthly costs, although the employer generally receives less claims detail and has less control over plan design.
The employer pays a level monthly amount that combines expected claims, administrative costs, and stop-loss protection. Depending on the contract, favorable claims experience may produce a surplus return, while stop-loss coverage helps limit exposure to unexpectedly high claims.
The employer funds employee claims rather than paying a carrier to assume all claims risk. A third-party administrator manages the plan, and stop-loss coverage can limit large or aggregate claims. This route can offer flexibility and useful claims data, but requires careful financial planning.
Cost Strategy
Premium Saver is designed to pair a higher-deductible medical plan with a separate benefit that helps cover part of the member's eligible deductible exposure. The medical policy's higher deductible may reduce the base premium, while the companion program is intended to make that deductible more manageable when covered care occurs.
It is not a promise that every employer will save money. The complete cost, reimbursement rules, employee experience, and plan documents all need to be reviewed together. We help employers compare the combined arrangement with conventional options so the decision is based on the full picture.
Complete Package
Routine dental and vision benefits can make a package more useful day to day. We compare networks, preventive-care provisions, annual maximums, waiting periods, and employee contributions—not just the headline rate.
Employer-sponsored life insurance can establish a useful foundation for employees and their families. Plans may include employer-paid basic coverage and voluntary options employees can elect based on their needs.
Short-term disability coverage can replace part of an employee's income during a qualifying temporary illness, injury, or recovery period, subject to the policy's waiting period, benefit amount, and exclusions.
Long-term disability coverage is designed for qualifying conditions that continue beyond the short-term period. Benefit duration, the definition of disability, offsets, and maximum monthly benefits are important comparison points.
Voluntary worksite benefits let employees choose additional coverage, often through payroll deduction. These products may address specific events or expenses, but they should complement—not replace—core medical and income-protection coverage.
Carrier Access
For group medical coverage, On Point works with Anthem Blue Cross and Blue Shield, Aetna, AultCare, Medical Mutual, Morgan White Premium Saver, SummaCare, and UnitedHealthcare, with additional options available. For worksite benefits, the agency works with Aflac and Colonial.
For dental, vision, life, and disability benefits, we are contracted with many leading carriers. Carrier availability, products, networks, and eligibility vary by group and location, so a carrier name alone is never the recommendation. Graeham compares the details that affect the employer and employees.
Next Step
Bring your renewal, current plan summary, or a list of goals. Graeham will help you identify practical questions and compare the available paths.