ESP is a fee-based Employee Benefits and Property & Casualty insurance consulting firm with experience working in public and private markets. We operate solely as outsourced management for your insurance programs but are always ready to be at the table with you. The insurance industry is complex and ever-changing. What was good advice last year or even last month could cause serious problems applied today.
It is a necessity to have someone plugged in to the heartbeat of the industry. For fifty years, ESP, LLC has been a consultant to public and private entities. We believe there are no short cuts to education, technology, or management of benefits. We know we can give you peace of mind about your insurance programs. ESP, LLC receives NO commissions on insurance products.
ESP, LLC represents you. We stand firm in our position that it is not possible to appear unbiased if we have any connection to or are appointed by an insurance company.
It is a necessity to have someone plugged in to the heartbeat of the industry. For fifty years, ESP, LLC has been a consultant to public and private entities. We believe there are no short cuts to education, technology, or management of benefits. We know we can give you peace of mind about your insurance programs. ESP, LLC receives NO commissions on insurance products.
ESP, LLC represents you. We stand firm in our position that it is not possible to appear unbiased if we have any connection to or are appointed by an insurance company.
Services
ESP, LLC was born out of a need for a method of administering insurance systems and providing an unbiased third party to analyze and make recommendations about Property & Casualty as well as Employee Benefit insurance programs.
Many public entities find that although they have tremendous risks and assets, there is not enough revenue to justify the cost of hiring an experienced, full time person.
For this reason, many turn to local agents or someone who used to be "in the business" for advice.
While local agents have the best of intentions, and in most circumstances the knowledge to assist, there remains a problem with conflicts of interest and bias as the agents are typically paid by the insurance companies they recommend.
Many public entities find that although they have tremendous risks and assets, there is not enough revenue to justify the cost of hiring an experienced, full time person.
For this reason, many turn to local agents or someone who used to be "in the business" for advice.
While local agents have the best of intentions, and in most circumstances the knowledge to assist, there remains a problem with conflicts of interest and bias as the agents are typically paid by the insurance companies they recommend.
We provide our clients with an award-winning online library through HR360, delivering comprehensive, easy-to-navigate human resources and benefits news, content, tools, and forms to companies nationwide.
Our online HR library also features dynamic interactive HR tools such as a job description builder and a salary bench marking tool.
Our clients are also offered easy, step-by-step guidance on how to comply with major laws including Health Care reform, COBRA, and FMLA, as well as key HR functions such as hiring and terminating employees.
Our online HR library also features dynamic interactive HR tools such as a job description builder and a salary bench marking tool.
Our clients are also offered easy, step-by-step guidance on how to comply with major laws including Health Care reform, COBRA, and FMLA, as well as key HR functions such as hiring and terminating employees.
As we watch endless debates and news segments on healthcare, we cannot help but wonder where it will all end.
Our firm will be sharing specific information to help you better understand terminology, subjects and motivations which brought on ACA in the first place.
Our goal is to keep these articles free from acronyms and to define any insurance terminology.
If you want to "fix" healthcare, we encourage you to make educating yourself on healthcare a priority.
Our firm will be sharing specific information to help you better understand terminology, subjects and motivations which brought on ACA in the first place.
Our goal is to keep these articles free from acronyms and to define any insurance terminology.
If you want to "fix" healthcare, we encourage you to make educating yourself on healthcare a priority.
It was previously introduced in the early 1990s and before that in the mid-1960s.
The 1960s effort turned into Medicare and Medicaid, and the 1990s effort went away after tremendous pushback by almost everyone except politicians.
There were efforts even earlier than the 1960s, but we will stop here to discuss why healthcare reform keeps coming up.
In each of the three aforementioned eras, the driving force for change was the uninsured population.
Only after individuals started to mold legislation did the movement grow all of the other branches we know today as the Affordable Care Act (ACA).
The 1960s effort turned into Medicare and Medicaid, and the 1990s effort went away after tremendous pushback by almost everyone except politicians.
There were efforts even earlier than the 1960s, but we will stop here to discuss why healthcare reform keeps coming up.
In each of the three aforementioned eras, the driving force for change was the uninsured population.
Only after individuals started to mold legislation did the movement grow all of the other branches we know today as the Affordable Care Act (ACA).
America's Healthcare Revolution, a book written in 1986 by Joseph Califano, Califano traces the beginning of employer provided benefits back to Dallas, Texas.
The year was 1929.
Baylor University Hospital initiated a health plan that year for 1,250 teachers.
Each teacher paid $0.50 a month and in return they received up to 21 days of hospital care each year.
The concept was widely accepted and morphed through the 30s and early 40s.
Along the way, doctors saw how well it worked for hospitals and started a competing organization.
The year was 1929.
Baylor University Hospital initiated a health plan that year for 1,250 teachers.
Each teacher paid $0.50 a month and in return they received up to 21 days of hospital care each year.
The concept was widely accepted and morphed through the 30s and early 40s.
Along the way, doctors saw how well it worked for hospitals and started a competing organization.
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