Case Study: Small Non-Profit Benefits

Quick Facts

Industry: Non-Profit

Location: Milford

FT Employees: 7

Select Team Access

The Organization had been working with a national brokerage for several years. At one point, they were assigned a local sales rep, but over time, the brokerage opted for team approach for employers of this size. This resulted in the Executive Director and Operations Director having access to a general mailbox reviewed by 7 individuals located across the country. The employees were essentially told to contact the insurance company with any issues.

"Wrong" Medical Plan

As the relationship was based mostly on emails, selecting a medical plan for the upcoming plan became a nightmare. The Organization was with Anthem Blue Cross and Blue Shield, which began offering plan designs with different networks in 2025. The Organization, not being told what the differences were, opted for the less expensive option, which, included a Connecticut-based network. While the staff all reside in CT, the non-profit works with individuals with conditions where it's very common to seak care outside of the state.

CTPFL vs. Disability

The Organization provided employees with both short-term and long-term disability benefits, both paid at 100%, through an insurance company with very small market-share in Connecticut. There was little understanding of how the disability plans worked in conjunction with CT Paid Family Leave and/or whether the coverage was cost-effective.

Moving to Tzedakah House

The Organization quickly decided to change to Tzedakah House for their benefits needs. In doing so, the key contacts and staff all got access to in-person and local assistance when it comes to determining what plans to offer and how to best resolve issues that arise.

Tzedakah House conducted a "Lunch & Learn" session with the employees to review how the medical policy worked, provide best practices on utilitizing the coverage, and answer questions. One employee asked for help with a large claim issue from 2024, which involved many calls to the insurance company and the hospital's billing department.

In quoting the disability market, after revieiwng how the existing plans were structured, Tzedakah House was able to replace the incumbent coverage with indentical benefits for $5,000 less annually. One of the key factors was changing to a composite rate. The Organization added employer-paid life and an EAP with a small portion of the savings.