Our Services

Empowering Your Business with Tailored Benefit Solutions

Customer Care

Day-to-day insurance questions and service needs can pile up. Searching for the answers we need online can often lead to misinformation or confusion.

What do an employer do when an employee tells you about a serious health issue and needs help resolving a claim? You know too much now and are likely out of compliance with the Health Insurance Portability and Accountability Act (HIPAA). This is a real challenge that most businesses face.  

At Radwick & Lightle, we have created a culture that is customer-focused. You can expect to receive these services which are a direct reflection of our values:

  • Dedicated customer service for your business and employees

  • Employee confidentiality for Health Insurance Portability and Accountability Act (HIPAA) compliance

  • Answers to individual employee and dependents inquiries regarding benefits, claims, and eligibility

  • No confusing automated systems to work through

  • Immediate response to requests and continuous updates until resolved

  • Continuous group administration assistance

  • New employee enrollments, changes, and terminations

  • Assistance with Consolidated Omnibus Budget Reconciliation Act (COBRA) compliance, eligibility, and communication

  • Consultative professional Human Resources (HR) resources and service

Our Core Values

  • Do what we do passionately

  • Tell the truth and do good

  • Empathize with our customers and their request for assistance

  • Patience for working through each individual's situation

  • Persistence to reach resolution

  • Desire to grow and improve by listening to our customers and asking for feedback

Partially Self-Funded

Partially Self-Funded is the unique answer for employers trying to save money on the cost of health insurance. These programs are usually created by a third party administrator (TPA) who has pre-established vendors who will manage all aspects of the health plan including account management, the prescription drug plan, and stop-loss carrier(s). Employers are given a lot of flexibility in how their plans are designed including selecting which provider network to use (i.e. UHC, Aetna, Cigna/Great West, etc.).    

Another difference in partially self-funded insurance is in the name. The employer will have a fixed set of premiums for the entire policy year. They will pay a fixed amount for administration fees, individual stop-loss, aggregate stop-loss, and funding for the claims account to give a total fixed cost per employee and their dependents.

Some of the characteristics of partially self-funded are:

  • Competitive rates

  • Up to 12/21 Contract basis

  • Internal pooling point maximizes potential for employer refund

  • Most industries are eligible

  • Group sizes are typically between 10-200 employees

  • Unused claims funds are paid back to the group based on the original contract with the third-party administrator (TPA) [50% is typical]

  • Stop Loss insurance offers full protection for larger claims. Employers will never have to pay more than the maximum monthly cost.

  • The predictability of a fixed monthly cost. There are no extra charges if there are high claims.

  • Employee Retirement Income Security Act (ERISA) plan that is exempt from some of the new federal Affordable Care Act (ACA) regulations and taxes that equal more in premiums

Ancillary Insurance

A vital aspect of any company's employee benefit programs is the other possible lines of insurance beyond health. One of the main reasons employers are finding it harder and harder to attract and retain the best talent is the benefits they offer and the benefits they don’t offer. 

Dental, vision, life, disability, and other lines of insurance and benefits are more than just expenses to an organization. According to the Bureau of Labor Statistics in Forbes Magazine, employees feel happier and more appreciated when more benefits are offered by their employer.

At Radwick & Lightle, we leverage our relationships in the marketplace to ensure our clients receive the best rates and coverage. We also try to bundle as many lines of coverage as possible to get multiple-line discounts.

Types of Insurance: 

  • Dental PPO (Preferred Provider Organization) / DMO (Dental Maintenance Organization)

  • Vision

  • Short-term disability

  • Long-term disability

  • Life & AD&D (Accidental Death & Dismemberment) Insurance

  • Critical Illness

  • Accident

  • Executive Benefits

  • Voluntary Benefits

We don’t just install benefits. We assess:

  • Dental Insurance

    • Classification of services ensuring you get what you pay for

    • Largest network of providers

    • Cost saving options such as Dental Maintenance Organization (DMO)

    • Adult & child orthodontia coverage

    • Waiting periods for late-entrants or enrollments

    • Out-of-network benefits

  • Disability Insurance

    • Waiting periods

    • Definition of disability

    • Income test

    • Length of benefit

    • Employee Assistance Program (EAP)

    • Benefit maximums include top earner salaries

  • Life Insurance

    • Accelerated benefits

    • Multiplying benefits

    • Making voluntary increases available

    • Portability for employees

    • Adequate coverage amount