Broker Appendix

Broker reference guide for the Ancillary Advantage stack.

Use this page to review recommended starting points, compare deeper plan detail, and prepare for case design with Stone Hill. This is the broker-reference layer of the stack — not the first page to send cold, and not the place to freelance final recommendations without support.

★ Recommended Starting Point
Highlighted plans and pricing reflect recommended best-practice starting points for employer group discussions.

Use this page for

• reviewing recommended starting points
• comparing deeper plan details and matrices
• broker case prep and employer discussion support
• preparing to bring Stone Hill into design and recommendation conversations

Bring Stone Hill in when the employer asks for

• final recommendations
• contribution strategy
• pricing structure questions
• case design examples
• implementation next steps

Workforce Support & Mental Health

Employer Foundation Benefit

Blomquist Hale High Engagement EAP / Mental Health Solution

Positioned as a higher-engagement workforce support solution rather than a commodity EAP. This is the foundation layer used to open conversations around wellbeing, leadership support, culture, retention, and practical workforce value before moving into elective protection categories.
$3.49 PEPM
Employer-paid foundation benefit
5%
Commission of premium charged

Core EAP Highlights

• in-person or virtual counseling access
• no specific session limits
• on-site crisis response and critical incident follow-up
• supervisor consultations and manager support
• employee and supervisor training resources
• legal and financial support
• Support Now, phone app, wellness resources, and practical employee support tools

Positioning Guidance

This is the employer foundation layer in the stack. Use it to open conversations around employee wellbeing, leadership support, culture, retention, and practical workforce value before moving into voluntary and household categories.

Everyday Care — Ameritas Dental + Vision

Core Plan Highlights

• No waiting periods
• Annual open enrollment
• Coverage for implants
• White fillings on back teeth
• Optional child-only orthodontia
• 24-month rate guarantee
• Groups with as few as 2 enrolled employees can offer coverage
★ Recommended Starting Point

Plan Design Snapshot

Plan 1: $1,000 Max (Network / MAC)
Plan 2: $1,500 Max (Network / MAC)
Plan 3: $1,500 Max (U&C)
Plan 4: $2,000 Max (U&C)

Deductible: $50 Types 2 & 3 / $150 family max
Coverage: Preventive 100% / Basic 80% / Major 50%
Recommended best-practice starting point for employer discussions: stronger annual max than Plan 1 while still preserving a clean, practical Network/MAC structure.

Dental Monthly Rates — Contributory

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Tier Plan 1
$1,000 Network
Recommended
Plan 2
$1,500 Network		 Plan 3
$1,500 U&C		 Plan 4
$2,000 U&C
EE$30.41$32.59$36.96$39.61
EE + SP$59.76$63.99$72.60$77.43
EE + CH$74.11$77.91$88.76$96.93
EE + FAM$103.47$109.31$124.40$134.75

Dental Monthly Rates — Voluntary

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Tier Plan 1
$1,000 Network
Recommended
Plan 2
$1,500 Network		 Plan 3
$1,500 U&C		 Plan 4
$2,000 U&C
EE$32.58$34.92$39.60$42.44
EE + SP$64.02$68.56$77.77$82.96
EE + CH$79.40$83.46$95.09$103.84
EE + FAM$110.84$117.10$133.26$144.35

Dental Add-Ons (Optional)

Tier Orthodontia
(Contrib.)		 Orthodontia
(Voluntary)		 LASIK SoundCare Fusion
EE——$0.76$0.76$1.60
EE + SP——$1.52$1.52$3.15
EE + CH$15.00$16.10$1.16$1.16$2.60
EE + FAM$15.00$16.10$1.92$1.92$4.15
Notes: Orthodontia add-on requires 10+ enrolled. To qualify for contributory dental rates, employer must contribute 50% of EE premium and enroll at least 60% of eligible employees; otherwise voluntary rates apply.

Core Vision Highlights

• Annual eye exam covered in full in-network (up to $45 OON)
• Standard lenses covered in full in-network
• $130 frame allowance in-network (up to $70 OON)
• Contacts: elective up to $130 in-network; medically necessary covered in full
• Copays: $10 exam / $25 lenses or frames
• Rate guarantee: 48 months

Participation / Positioning

Minimum 2 enrolled if dental is included
Minimum 3 enrolled if sold stand-alone
voluntary or contributory available

Strong “easy yes” benefit for first-step ancillary adoption and ideal anchor alongside dental.

Vision Monthly Rates — EyeChoice VSP ($130)

Tier Monthly Rate
EE$7.80
EE + SP$16.84
EE + CH$13.64
EE + FAM$22.68

Included Vision Value-Adds / Add-Ons

In-Network Extras
• 20% off additional complete pairs
• 20% off amount above frame allowance
• Eyeconic.com in-network option
• No ID card required at providers
Enhanced Lifestyle Savings
• Laser VisionCareSM discount
• Low Vision benefit (prior auth required)
• Rx Savings card included
• Hearing savings through Great Hearing Benefits
Vision note: Rates assume eCert and eCard enrollment. Paper certificates may increase monthly rates. A $15 monthly administrative fee may apply to groups with 15 or fewer enrolled and no online/paperless bill.

Event Protection

Why This Category Sells

This is the clearest “major medical gap” story in the stack. Accident, Hospital Indemnity, Critical Illness, and the Tuned Hearing Benefit create a broader protection story that covers immediate injury events, inpatient exposure, major diagnoses, and hearing-health prevention/intervention.

Sales Positioning

Lead with: deductible shock • unexpected injuries • inpatient events • diagnosis-triggered cash • hearing-health prevention.
Colonial Life
Recommended Starting Point

Accident

On/off-job accident protection with strong day-one relevance, easy employee understanding, and excellent enrollment momentum.
Preferred
EE $4.83
EE+SP $8.51
EE+CH $10.27
FAM $13.40
Premier
EE $7.62
EE+SP $13.35
EE+CH $16.63
FAM $21.47
Recommended best-practice entry point for employer group conversations due to cleaner pricing and easier enrollment.
Colonial Life

Hospital Indemnity

Strong HDHP companion that turns inpatient events into defined cash support employees can actually understand.
Recommended
$1,000
NI $5.30
NI+SP $19.15
1P $6.45
2P $24.00
$1,500
NI $7.85
NI+SP $28.65
1P $9.65
2P $36.00
$2,000
NI $12.85
NI+SP $45.15
1P $16.15
2P $59.76
Recommended best-practice starting point for employer discussions: strongest first-step value and easiest entry price.
Colonial Life

Critical Illness

Diagnosis-triggered lump-sum cash. One of the highest perceived-value benefits in the entire stack.
Recommended
$10,000
from $7.70 EE
$20,000
from $12.50 EE
$30,000
from $17.30 EE
Recommended best-practice entry point for employer group conversations: easiest critical illness starting point.
Exclusive Add-On
Tuned × Colonial Life

Tuned Hearing Benefit

Exclusive hearing-health enhancement that extends the protection story from reactive claims to proactive screening, consults, and device access.
Screening
10-min annual virtual screening
Consults
Up to 3 virtual audiologist consults/year
Pricing Structure
Year 1: Fully covered by Colonial Life
Year 2: $1.00 PEPM ($12/year)
Eligibility: Must be offered in combination with the Big 3. Pre-approved for new clients and new lines with 10–100 employees; underwriting approval over 100.

Income & Family Protection

The Standard / American Heritage Life

Short Term Disability

STD with 14/14/3 and 7/7/3 options. Current supporting materials reflect partial disability, organ donor benefit, pregnancy benefit, recurrent disability, waiver of premium, and payroll-deducted design.
*Out-of-state rates and availability may vary.
Starting Points
14/14/3: $400 benefit from $8.84
7/7/3: $400 benefit from $12.12
Portability: No
Underwriting: Yes
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Monthly Benefit 14/14/3
18–49		 14/14/3
50–59		 14/14/3
60–64		 7/7/3
18–49		 7/7/3
50–59		 7/7/3
60–64
$400$8.84$10.95$16.50$12.12$14.50$20.90
$500$11.05$13.69$20.63$15.15$18.13$26.13
$1,000$22.10$27.37$41.25$30.30$36.25$52.25
$2,000$44.20$54.74$82.50$60.60$72.50$104.50
$3,000$66.30$82.11$123.75$90.90$108.75$156.75
The Standard / American Heritage Life

Group Term to Age 100 Life

Family-protection anchor with level premium rates to age 100, terminal illness acceleration, and optional children’s term rider.
Starting Points
$10,000 non-tobacco
Age 19: $3.00
Age 30: $3.25
Age 40: $5.68
Underwriting: Yes
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Age $10,000 $20,000 $50,000 $75,000
19$3.00$6.00$15.00$22.50
30$3.25$6.50$16.25$24.38
40$5.68$11.35$28.38$42.56
50$19.64$39.28$98.21$147.31
60$27.19$54.38$135.96$203.94
Children’s Term Rider: $4.55 per $10,000 and $9.10 per $20,000 where available.
The Standard / American Heritage Life

Whole Life + Optional LTC Rider

Permanent life protection with cash value accumulation. The LTC component is an optional rider, not embedded in the base policy.
Starting Points
$10,000 non-tobacco
Age 18: $5.21
Age 30: $7.64
Age 40: $13.11
Underwriting: Yes
Swipe horizontally to view full table.
Age $10,000 $20,000 $50,000 $70,000
18$5.21$10.44$26.09$36.51
30$7.64$15.28$38.21$53.49
40$13.11$26.22$65.54$91.76
50$23.90$47.78$119.46$167.25
LTC rider note: current materials position the rider as optional, with 6% monthly accelerated death benefit structure, restoration, and extension features where issue-age eligible.

Lifestyle & Household Protection

Allstate Identity Protection

Identity Theft Protection

High-recognition modern voluntary protection with strong remediation and reimbursement story.
$5.95
Individual
$11.95
Family
24/7 remediation • up to $1M identity theft expense reimbursement • up to $500K stolen funds reimbursement
Pet Protection
Recommended Starting Point

Pet Protection

Two ways to support pet-related expenses depending on what the employee wants most: a payroll-deducted savings-style option through Employee Navigator or a direct-to-consumer accident and illness policy purchased separately by the employee.
Recommended
Total Pet Plan
Discount / maintenance-oriented pet savings plan. Best first-step option for employees who want immediate practical value and simple payroll-deducted access through Employee Navigator.
$10.75/mo · 1 pet
$17.50/mo · family plan (2+ pets)
Payroll deducted and elected through Employee Navigator.
Wishbone
Comprehensive accident and illness coverage for future veterinary exposure.
90% reimbursement
$250 deductible
Self-pay product. Cost varies by pet breed, age, and other underwriting factors. Not payroll deducted and not elected through Employee Navigator. Does not cover pre-existing conditions.
How to Position It
Total Pet Plan: best for daily savings, maintenance-oriented value, and payroll-deducted enrollment through Employee Navigator.
Wishbone: best for future accidents and illness protection where employees want richer insurance-style coverage and are comfortable purchasing a separate self-pay policy.
Strong recruiting / retention lifestyle add-on that rounds out the household-protection side of the stack.
Compensation: 1-time $20 referral fee.
Compensation Disclosure

Compensation Reference & Sales Guidance

This section gives a clean working reference for compensation while reinforcing the correct way to position the Ancillary Advantage conversation.

Unless otherwise noted, commissions are currently illustrated at 10% of premium charged across the current stack, including dental, vision, the Colonial protection suite (except Tuned), disability, life, and identity theft. Pet Protection is excluded from this 10% assumption and is compensated as a 1-time $20 referral fee. This is a working reference only and remains subject to final carrier schedules, agreement terms, state rules, enrollment structure, and case-specific design.

Illustrative Starting Assumption
10% of premium charged
Used as the clean planning assumption across the core compensated stack, excluding Tuned and Pet Protection.
Simple Exception
Tuned = 0%
The Tuned Hearing Benefit remains a strategic value-add attached to the Colonial package and does not include agent or broker compensation.
Employer Foundation
EAP = 5% of premium charged
Positioned as a higher-engagement workforce support solution — not a commodity.
What this means in practice
A cleaner stack is easier to sell
One of the advantages of this model is that compensation is intentionally easy to understand. That helps partners stay focused on fit, design, and implementation rather than getting lost in payout fragmentation.
Recommended Starting Sequence
Start with what installs cleanly
For most small-group employer conversations, the cleanest starting sequence is:
EAP
Dental + Vision
Accident + Hospital
then add Critical Illness, STD, Life, Identity Theft, or Pet Protection based on employer goals and payroll appetite.
Disclosure Note
Compensation shown here is for internal partner reference and planning use only. Final commission schedules may vary by carrier, state, agreement structure, product variation, enrollment method, implementation method, underwriting, eligibility, and other case-specific factors.
Need Help Submitting

Need help before submitting?

Kevin Miles can help review employer fit, discuss package direction, and guide the best next step before you move into a more formal employer-facing conversation.

Kevin Miles · kevin@stonehill.net · 801-589-1866
Final Guidance & Next Steps

What happens after the employer says yes

We will create an Employee Navigator benefits administration portal for the group and its employees. This portal will give your team a centralized place to review plan information, access benefit details, submit qualifying life events, and make future renewal periods easier and paperless.

We believe the benefits you provide should be front-facing, valuable, and as easy to navigate as possible for both the employer and employees. Once the portal is built, we will walk you through the setup, provide training, and make sure your HR users understand how to use the system confidently.

What to expect next
You will receive a few follow-up emails from our team. Please review each one carefully and complete the requested items promptly so we can keep implementation moving.
1

Shared census and setup worksheet

We will send you a link to a shared implementation worksheet used to gather and organize the information needed to build your portal.
• Complete all fields highlighted in yellow on both the first and second tabs.
• If this is a brand-new policy setup, we will primarily need the demographic and eligibility sections completed.
• If this is a takeover or renewal, we will also need current enrollment and election details where applicable.
2

Confirm eligible employees

We will need your help identifying any full-time eligible employees who may have previously waived coverage so the employer record is complete and accurate.
• Include all benefit-eligible employees, even if they are not currently enrolled.
• This helps ensure the platform and enrollment setup reflect the full eligible population.
3

Carrier-specific forms

Certain carriers may require additional setup documentation before the portal can be finalized.
• If Regence is the medical carrier, we will need a Regence Trading Partner Agreement completed and returned.
• We will identify any additional carrier forms required during implementation.
4

Portal build and review

Once the required data is received, we will build your company’s Employee Navigator portal and prepare it for review.
• We will configure the benefit structure based on approved plan selections.
• We will verify employer settings, employee classes, eligibility rules, and contribution structure.
5

Training and launch support

Once your company portal is complete, we will reach out to train and educate you and the designated HR user(s) on the platform.
• We will walk your team through the employer-facing tools and workflow.
• We will explain how employees access the platform and how future life events and renewals will be handled.
Typical implementation timeline
Below is a general view of what the implementation process typically looks like. Timing may vary slightly based on carrier requirements, data turnaround, and effective date deadlines.
Week 1
Data Collection
Census, eligibility details, current elections if applicable, and required onboarding documents are gathered and reviewed.
Week 2
Portal Build
The Employee Navigator portal is configured, plan structure is built, and carrier-specific requirements are incorporated.
Week 3
Review & Training
We review the portal setup with the employer, confirm accuracy, and train the HR user(s) on administration and workflow.
Week 4
Launch & Enrollment
The portal is finalized for employee access, enrollment begins if applicable, and the group is positioned for a smoother ongoing administration experience.
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