Get in touch
408-366-8880
mymail@mailservice.com
sPEAK WITH A BENEFITS EXPERT.
*OUR CLIENTS SAVE AN AVERAGE OF 30-40% ON THEIR EMPLOYEE BENEFITS PACKAGES. RESULTS AREN'T GUARANTEED, BUT THIS IS OUR #1 GOAL.
HOW COMPETITIVE ARE YOUR EMPLOYEE BENEFITS?
Compare your company’s benefits package against industry standards to see where you stand. Our benchmarking tool evaluates medical coverage, retirement plans, wellness programs, and PTO policies, helping you identify areas for improvement to attract and retain top talent.
THE KBI DIFFERENCE
Our employee benefit service professionals solve problems that exist within your health benefits program and ensure every dollar invested creates the outcomes you need for achieving greater business success.
We improve the ROI on your program, which directly impacts your ability to improve recruiting, retention, and productivity.
To explore our employee benefit services, book a call with a KBI Benefits Expert today!
Our Services
Benefits of
working with KBI
INSURANCE OUTCOMES Delivered
Executional excellence turns promises into outcomes. Within a framework defined by your unique needs and goals, we deliver outcomes that are essential to your success.
Leveraging everything
We utilize a timely and proactive process to ensure you can take advantage of new opportunities and avoid new dangers as they arise. We call this Leveraging Everything™.
KBI's guidance & Insight
As the pace of change accelerates, asking, “What’s new?” is not enough. We’re asking, “What’s important?" and publishing our thoughts here.
As a UBA partner, KBI is part of the nation’s leading organization of independent benefit advisors.
Customer Testimonials
Latest Insights
When it comes to offering group disability or life insurance benefits to your employees, understanding the fine print is just as important as choosing the right coverage. One key detail that often flies under the radar is the “Actively at Work” clause. It might sound straightforward, but it has real implications for both employers and employees when it comes to coverage eligibility—especially when a disability claim is filed. What does “actively at work” mean? In the simplest terms, the clause means that an employee must be engaged in a full-time working position on the day a disability or life insurance claim is made. Now, that doesn’t always translate to the traditional 30- to 40-hour workweek. What matters is the nature of the job and whether it qualifies as full-time under your business’s policies. If the employee holds a full-time role and is actively fulfilling that role’s requirements, they’ll generally meet the “actively at work” standard. Importantly, this clause doesn’t penalize employees for taking standard time off. Paid vacations, holidays, or even brief personal leaves typically don’t count against coverage—as long as the employee is still formally in their full-time position. For example, if an employee files a disability claim while on vacation, their coverage should still stand, provided they were actively working right up to the time off. But here’s where things can get tricky. Insurance companies often use the “actively at work” clause to evaluate whether a claim is valid. Let’s say someone has left your company but is still somehow listed on your group insurance policy. If they submit a claim after their departure, the insurer can deny it under this clause, arguing that the person wasn’t actively working when the claim was made. Another scenario might involve a newly hired employee who never actually begins working due to a sudden illness. Even if their paperwork was processed and they were technically “on the books,” they may not qualify for coverage unless they physically began working in the role. On the other hand, if an employee does start working in a full-time role—even if it’s just for a few days—and becomes disabled shortly after, the clause is usually satisfied. That’s why it’s so important for HR teams and managers to understand this provision clearly and document work start dates accurately. Why Employers Should Share This Info with Employees Misunderstandings about the “actively at work” clause can lead to confusion and frustration—especially when someone is dealing with a new medical condition or crisis. As an employer, sharing clear, accessible resources with your staff helps set expectations and builds trust. A blog like this one can be a valuable reference tool for employees who want to better understand how their insurance coverage works, especially when facing a life-altering situation. Legal Guidance from KBI Benefits Navigating employee insurance policies isn’t always straightforward, especially when legal nuances like the “actively at work” clause come into play. That’s where the ERISA attorneys at KBI Benefits step in. We help businesses like yours understand the legal implications of providing insurance through employee benefits and ensure your policies are both compliant and clearly communicated. Need help interpreting your group insurance policy or setting up coverage for your team? Call KBI Benefits today to learn how we can support your business with experienced legal guidance tailored to your employee benefits program.
Choosing the right insurance for your construction project isn’t just another box to check—it’s a crucial decision that impacts risk management, compliance, and overall costs. Two of the most common types of construction coverage are Owner-Controlled Insurance Programs (OCIP) and Builder’s Risk Insurance. While they both offer essential protection, they serve different purposes. Understanding these differences can help you make the best choice for your project. What is Builder’s Risk Insurance? Builder’s Risk Insurance, sometimes called course of construction insurance, is a property insurance policy designed to protect buildings while they’re being built. It covers losses from physical damage at the construction site and related property. What Does It Cover? Damage from fire, lightning, hail, explosions, theft, vandalism, and natural disasters like hurricanes. The building or structure under construction. Materials, supplies, and equipment (whether on-site, in transit, or in storage). Soft costs like lost sales, rental income, extra loan interest, and real estate taxes if delays occur. Additional coverage for scaffolding, temporary structures, debris removal, and pollutant cleanup (if added). What’s Not Covered? Earthquakes, floods, high-wind zones, and beach areas (unless specifically added). Normal wear and tear, employee theft, terrorism, faulty design, or poor workmanship. Who Needs It? Property owners, general contractors, subcontractors, lenders, and architects. What Affects the Cost? The type of construction materials used. The size and complexity of the project. Coverage limits, which should generally match the total expected cost of the project. What is an OCIP? An Owner-Controlled Insurance Program (OCIP) is a comprehensive insurance policy purchased by the project owner. It covers the entire construction project, including liability and workers’ compensation. What’s Included? Commercial General Liability (CGL): Covers personal injury, property damage, and contractual liability. Workers’ Compensation: Medical and wage coverage for injured workers. Builder’s Risk Insurance: Protects the site from damage. Excess Liability (Umbrella Coverage): Extends coverage limits. Professional Liability (Errors & Omissions): Protects architects and engineers against design-related claims. Subcontractor Default Insurance: Covers losses if a subcontractor doesn’t fulfill their obligations. Completed Operations Coverage: Extends liability protection even after the project is finished. Optional Add-Ons: Pollution liability, earthquake and flood protection, and industry-specific coverage. What’s Not Covered? Commercial auto insurance (must be purchased separately). Surety bonds (contractors must buy these independently). Off-site contractors and vendors. Small subcontractors with minimal involvement. OCIP vs. Builder’s Risk: Key Differences Primary Purpose: Builder’s Risk covers property damage; OCIP covers liability, workers’ compensation, and subcontractor risks. Who Pays? Builder’s Risk is typically purchased by the owner, contractor, or lender. OCIP is bought by the project owner. Who’s Covered? Builder’s Risk covers property owners, contractors, subcontractors, lenders, and architects. OCIP covers the owner, general contractor, subcontractors, and other stakeholders. Coverage: Builder’s Risk covers damage from fire, theft, vandalism, and natural disasters. OCIP includes liability, workers’ compensation, and property damage. Exclusions: Builder’s Risk doesn’t cover faulty design, terrorism, or normal wear and tear. OCIP excludes commercial auto insurance, off-site contractors, and surety bonds. Cost Considerations: Builder’s Risk varies based on project size and materials. OCIP has a higher upfront cost but can offer long-term savings. Which Insurance is Right for Your Project? If your main concern is protecting the physical structure and materials, Builder’s Risk Insurance is the way to go. If you need a comprehensive policy that includes liability, workers’ compensation, and subcontractor coverage, OCIP is a better fit. Large projects (typically $50M–$100M+) benefit more from OCIP, while smaller or less complex projects are better suited for Builder’s Risk Insurance. Final Thoughts Choosing the right insurance policy is essential for protecting your project from financial risks and staying compliant with regulations. Whether you need Builder’s Risk Insurance or an OCIP, getting the right coverage ensures peace of mind. At KBI Benefits, we help businesses navigate the complexities of construction insurance. Our experts can guide you in selecting the best policy, managing risks, and ensuring compliance. Contact a KBI Benefits specialist today to make sure your project is fully protected.
When it comes to running a successful business, employee productivity and cost efficiency go hand in hand. After all, a happy, engaged workforce means better performance, while smart financial planning keeps everything running smoothly. But how do you improve employee benefits while keeping costs under control? That’s where KBI Benefits comes in. Let’s break down what to expect from your employee benefits broker to make the most out of your benefits budget. Enhancing Employee Productivity Through Better Benefits Happy employees are productive employees. When people feel valued and supported, they naturally perform better. KBI Benefits helps businesses improve employee well-being in several key ways: 1. Comprehensive Employee Wellness Programs A well-rounded benefits package goes beyond just healthcare. It should support every aspect of an employee’s well-being: Physical Wellness – Quality healthcare plans give employees access to preventive care, reducing sick days and boosting long-term health. When employees aren’t stressed about medical bills, they can focus on work. Mental & Emotional Wellness – Stress and burnout are major productivity killers. Offering mental health resources—like counseling services or employee assistance programs—creates a healthier, more engaged workforce. Financial Wellness – Money worries can be a huge distraction. Benefits like Health Savings Accounts (HSAs), Health Reimbursement Arrangements (HRAs), and retirement plans help employees feel financially secure. When they aren’t worried about making ends meet, they perform better. Social Wellness – Encouraging workplace connections, team-building activities, and even flexible work arrangements helps employees feel part of a community, leading to better collaboration and morale. 2. Professional Growth & Development No one likes feeling stuck in a dead-end job. That’s why providing learning and development opportunities is a game-changer. Offering training programs, mentorship, and career growth resources helps employees feel motivated, engaged, and more committed to their roles. And when employees are growing, the company grows too. 3. Recognizing & Rewarding Employees Appreciation goes a long way. Studies show that employees who feel valued are more productive. KBI Benefits helps businesses design recognition programs that ensure employees get the praise they deserve—whether it’s through bonuses, extra time off, or public acknowledgment. 4. Giving Employees the Right Tools Outdated technology and inefficient processes can slow employees down. By ensuring employees have access to modern tools and software , businesses can eliminate frustration and boost efficiency. Reducing Costs with Creative Financing Providing top-notch benefits doesn’t have to mean sky-high costs. KBI Benefits specializes in cost-saving strategies that allow companies to maximize employee support without overspending. 1. Smarter Health Plan Options Healthcare costs are one of the biggest expenses for businesses, but there are alternative options that help control spending while still offering quality benefits: Self-Funded Insurance Plans – Instead of paying fixed premiums to an insurance company, businesses can cover claims directly, which can significantly cut costs. Level-Funded Plans – A hybrid between traditional insurance and self-funded plans, this option gives businesses predictable expenses while potentially saving money. Captive & Consortium Health Plans – Small to mid-sized businesses can join together to manage healthcare costs , reducing risk and gaining greater negotiating power. 2. Reducing Administrative Costs with Digital Solutions Manually handling benefits enrollment and claims processing is time-consuming and costly. KBI Benefits leverages digital solutions to streamline these tasks, reducing administrative burdens and improving efficiency. 3. Benefits Benchmarking Are your benefits actually competitive? KBI Benefits offers a benchmarking tool to compare your current offerings against industry standards. This helps businesses make informed decisions about what to improve—whether it’s healthcare coverage, retirement plans, or paid time off (PTO). 4. Free Benefits Plan Audit Sometimes, businesses are paying for benefits they don’t need or missing out on better options. KBI Benefits provides a free benefits audit , helping companies pinpoint areas where they can save money without sacrificing employee satisfaction. The Bottom Line: Better Benefits, Smarter Spending KBI Benefits makes it possible for businesses to enhance employee well-being while reducing costs —a win-win for both employers and employees. By offering creative financing solutions, wellness programs, and benefits benchmarking , businesses can build a healthier, happier, and more productive workforce without straining their budget. Want to see how your company can optimize benefits while cutting costs? Schedule a free benefits audit with KBI Benefits today!
Home | Contact Form
Reach OUT
We believe the relationship between employer and employee has tremendous untapped potential. We are here to help our clients unleash that potential.
We would love to help, contact a team member today!
Services
We believe in 100% employee satisfaction
Latest Thinking
When it comes to offering group disability or life insurance benefits to your employees, understanding the fine print is just as important as choosing the right coverage. One key detail that often flies under the radar is the “Actively at Work” clause. It might sound straightforward, but it has real implications for both employers and employees when it comes to coverage eligibility—especially when a disability claim is filed. What does “actively at work” mean? In the simplest terms, the clause means that an employee must be engaged in a full-time working position on the day a disability or life insurance claim is made. Now, that doesn’t always translate to the traditional 30- to 40-hour workweek. What matters is the nature of the job and whether it qualifies as full-time under your business’s policies. If the employee holds a full-time role and is actively fulfilling that role’s requirements, they’ll generally meet the “actively at work” standard. Importantly, this clause doesn’t penalize employees for taking standard time off. Paid vacations, holidays, or even brief personal leaves typically don’t count against coverage—as long as the employee is still formally in their full-time position. For example, if an employee files a disability claim while on vacation, their coverage should still stand, provided they were actively working right up to the time off. But here’s where things can get tricky. Insurance companies often use the “actively at work” clause to evaluate whether a claim is valid. Let’s say someone has left your company but is still somehow listed on your group insurance policy. If they submit a claim after their departure, the insurer can deny it under this clause, arguing that the person wasn’t actively working when the claim was made. Another scenario might involve a newly hired employee who never actually begins working due to a sudden illness. Even if their paperwork was processed and they were technically “on the books,” they may not qualify for coverage unless they physically began working in the role. On the other hand, if an employee does start working in a full-time role—even if it’s just for a few days—and becomes disabled shortly after, the clause is usually satisfied. That’s why it’s so important for HR teams and managers to understand this provision clearly and document work start dates accurately. Why Employers Should Share This Info with Employees Misunderstandings about the “actively at work” clause can lead to confusion and frustration—especially when someone is dealing with a new medical condition or crisis. As an employer, sharing clear, accessible resources with your staff helps set expectations and builds trust. A blog like this one can be a valuable reference tool for employees who want to better understand how their insurance coverage works, especially when facing a life-altering situation. Legal Guidance from KBI Benefits Navigating employee insurance policies isn’t always straightforward, especially when legal nuances like the “actively at work” clause come into play. That’s where the ERISA attorneys at KBI Benefits step in. We help businesses like yours understand the legal implications of providing insurance through employee benefits and ensure your policies are both compliant and clearly communicated. Need help interpreting your group insurance policy or setting up coverage for your team? Call KBI Benefits today to learn how we can support your business with experienced legal guidance tailored to your employee benefits program.