The fastest way to get burned in benefits compliance is believing a notice “counts” just because it was sent. We sit down with Misty Baker, our Director of Compliance and Government Affairs, to talk about why required notices break down in the real world and what brokers and employers can do to make the message actually stick.

We get practical about the pressure points: COBRA timing (including the day-one initial notice), the decision to administer COBRA in-house versus using a third-party vendor, and the messy moments that happen when an employee hits a deadline they never realized applied to them. We also dig into digital delivery fatigue, why employees tune out even important emails, and how that creates extra work, late surprises, and avoidable liability.

Then we zoom out to the filings and deadlines that often get missed because “someone else” is assumed to own them. PCORI is the perfect example: what it is, who needs to file IRS Form 720 in self-funded and level-funded plans, and why July 31 should already be on your compliance calendar. Misty also explains a blunt reality of employee benefits compliance: employers are typically on the hook even when a broker or vendor is the one who dropped the ball.

If you want a clearer way to run client conversations, reduce penalties, and tighten your group health plan compliance process, this one will give you a framework. Subscribe to the CRC Benefits Podcast, share this with a colleague who owns compliance tasks, and leave a review with the notice or filing that causes the most confusion on your accounts.

Read Misty's article here: https://www.crcbenefits.com/tools-intel/why-required-notices-break-down/
Download the compliance doc and more here: https://www.crcbenefits.com/compliance/compliance-resources/

We sit down with Dan Kueter, CEO of UnitedHealthcare’s commercial business, to unpack small-group cost pressures and explore how employers can counter trend with level funding and more transparent, tech-enabled benefits plan design. UnitedHealthcare’s Surest health plan offers a clear path to lower costs and a better consumer experience. In this episode, Dan gives a deep dive on how Surest is built around more than 1 million variable value-based copays that vary based on a provider’s historical performance, upfront pricing, and smart digital nudges.

We also cover today’s top trend drivers, including specialty drugs, GLP-1s, cell and gene therapy, and behavioral health. Dan breaks down how to choose between level funding and adjusted community rating and more detail about how Surest can help lower costs for employers and members alike.

You’ll also hear why digital engagement is key to real results, plus insights on broker education, rollout best practices, and how to partner with UnitedHealthcare for ongoing feedback and product refinement. Be sure to subscribe so you don’t miss upcoming episodes of the CRC BeneFit Check Podcast, where CRC Benefits delivers real insight, practical strategies, and smarter solutions to help you lead your clients with confidence.

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Payroll tangles, patchwork compliance, and vendor sprawl can quietly drain a growing company. We sit down with CRC’s PEO leaders, Rob Schlossberg and Ari Wind, to map out when a professional employer organization unlocks simpler operations, stronger benefits, and fewer risks—and when it doesn’t. If your clients have multi-state teams, rising admin load, or employees asking for richer plans like IVF and modern voluntary benefits, this is a practical guide to the trade-offs that matter.

We break down what a PEO really delivers: integrated payroll, HR, workers’ comp, and compliance inside a single tech platform that cleans up onboarding, recordkeeping, and reporting. Rob and Ari explain why interest has surged, how to spot genuine fit signals across industries like private equity, nonprofits, logistics, and tech, and the common red flags that suggest the open market might be smarter. You’ll also learn how to protect clients with CPEO status and ESAC accreditation—critical safeguards that prevent tax restarts, ensure financial oversight, and backstop payroll and benefits through surety bonding.

What truly differentiates our approach is process. We start with a focused discovery call, run a consolidated RFP that works across multiple PEOs, guide demos and implementation, and deliver renewal strategies 90 days in advance. That solution-agnostic stance means we recommend PEO, open market, or hybrid based on real needs, not hype—sometimes even talking clients out of a PEO when it won’t serve them. As the market consolidates and matures, brokers who claim the PEO conversation early protect their relationships and win more often.

Ready to sharpen your edge? Listen now, subscribe for future conversations, and leave a review telling us your biggest PEO question or success story.