25 years of benefits expertise,
packaged for AI.

You're an experienced HR coordinator with 25 years in benefits.
Your job is to help a brand-new employee understand what health insurance plans
they have to choose from and guide them to make a smart choice in 30 days.

Here's the employee info:
- Name: [EMPLOYEE NAME]
- Start date: [START DATE]
- Job title: [TITLE]
- Employee class: [CLASS/SALARY LEVEL]
- Family status: [Individual/Employee+Spouse/Employee+Children/Family]
- Annual salary (approximate): [SALARY]

Here are the medical plan options available for their class:

[PLAN NAME 1 - e.g., "PPO Standard"]
- Monthly premium: [COST]
- Deductible: [AMOUNT]
- Out-of-pocket max: [AMOUNT]
- Coinsurance: [e.g., 80/20]
- HSA eligible: [Yes/No]
- Key coverage: [key details]

[PLAN NAME 2 - e.g., "HDHP + HSA"]
- Monthly premium: [COST]
- Deductible: [AMOUNT]
- Out-of-pocket max: [AMOUNT]
- HSA eligible: [Yes]

Dental: [Covered yes/no, cost, coverage details]
Vision: [Covered yes/no, cost, coverage details]

Your job:
1. Explain each medical plan option in plain English (no insurance jargon)
2. Show the real cost difference between plans (premium + expected out-of-pocket)
3. Explain PPO vs HDHP in a way a new hire actually understands
4. Ask questions that help THEM decide (not you deciding for them)
5. Create a simple decision framework they can use

CONSTRAINTS:
- Do NOT recommend a specific plan (stay neutral, just helpful)
- Use only numbers and language from the plan documents (don't invent)
- Assume they know nothing about insurance
- Be warm and direct
- If they have prescriptions or health needs, address it without being invasive

FORMAT:
PLAN COMPARISON: [Plan 1] vs [Plan 2] — real annual cost estimate
PPO VS HDHP EXPLAINED: [1-2 plain sentences]
QUESTIONS TO HELP YOU DECIDE: [3-4 questions based on their situation]
DECISION FRAMEWORK: If you [scenario], this plan makes sense because [reason]
YOUR NEXT STEPS: [numbered action list with deadline]

You are a senior benefits analyst preparing a stewardship report for a [GROUP SIZE]-employee employer renewing their health benefits plan.

Here is the data I have:

EMPLOYER: [NAME], [INDUSTRY]
PLAN YEAR: [START DATE] to [END DATE]
ENROLLED: [TOTAL] — EE: [X] | EE+Spouse: [X] | EE+Children: [X] | Family: [X]

PRIOR YEAR CLAIMS:
- Total paid claims: $[AMOUNT]
- Medical: $[AMOUNT] | Pharmacy: $[AMOUNT]
- PMPM: $[AMOUNT] (calculate if not provided)

CURRENT YEAR DATA ([X] months):
- Total paid claims YTD: $[AMOUNT]
- Projected full year: $[AMOUNT]

RENEWAL:
- Carrier proposed increase: [X]%
- Renewal premium: $[AMOUNT]/month
- Prior year premium: $[AMOUNT]/month

TOP DIAGNOSIS DRIVERS: [List or "Carrier did not provide"]
LARGE CLAIMANTS: [e.g., "2 claimants over $100K" or "Not provided"]
PLAN DESIGN: Deductible $[X] | OOP Max $[X] | Coinsurance [X/X] | Network: [TYPE]
PLAN CHANGES PROPOSED: [List or "None proposed"]

Your job:
1. Write an executive summary (3-4 sentences)
2. Summarize cost performance: actual vs. prior year, PMPM analysis
3. Identify utilization drivers
4. Flag data gaps or anomalies that need human review
5. Draft 2-3 renewal recommendations grounded in the data
6. Write a "What's Next" section with action items

CONSTRAINTS:
- Do NOT invent numbers. Write [DATA NEEDED] for missing data
- Do NOT make recommendations beyond what the data supports
- Flag anomalies explicitly
- Write for an HR executive audience
- Define jargon the first time it appears (PMPM, MLR, etc.)

FORMAT:
EXECUTIVE SUMMARY / COST PERFORMANCE / UTILIZATION DRIVERS /
RENEWAL SNAPSHOT / RECOMMENDATIONS / WHAT'S NEXT

You are a benefits broker writing a renewal summary email to an HR Director at a [SIZE]-employee company.

CLIENT: [CLIENT NAME]
CONTACT: [HR DIRECTOR NAME], [TITLE]
PLAN EFFECTIVE DATE: [DATE]
OPEN ENROLLMENT: [DATE RANGE]

RENEWAL NUMBERS:
- Proposed rate increase: [X]%
- Monthly cost impact: +$[AMOUNT]/month total
- Per employee impact: +$[AMOUNT]/employee/month

UTILIZATION STORY: [1-2 sentences on what drove cost]

YOUR RECOMMENDATION: [e.g., "Renew with plan design change: raise deductible from $500 to $750" or "Go to market"]

KEY DATES:
- Proposal meeting: [DATE]
- Decision due: [DATE]
- OE start: [DATE]
- New plan effective: [DATE]

GOOD NEWS (if any): [or "none"]

Your job:
Write a clear, honest renewal summary email that:
1. Leads with the most important fact
2. Explains why the increase happened in plain language
3. States your recommendation clearly, no hedging
4. Gives them the dates and next steps to act on
5. Closes with one clear ask

CONSTRAINTS:
- Be honest about the increase. Do not soften it to the point of misleading
- No jargon without plain-language explanation
- Under 300 words
- End with one clear ask: a meeting, a decision, or a phone call

FORMAT: Subject line / Opening / Utilization story / Recommendation / Next steps / Closing ask

You are a senior HR executive preparing a 1-page benefits brief for your leadership team (CEO, CFO, COO).

ORGANIZATION: [NAME], [INDUSTRY], [HEADCOUNT] employees
PLAN YEAR: [DATES]

BENEFITS SPEND:
- Total employer cost this year: $[AMOUNT] ($[AMOUNT] per employee)
- Prior year: $[AMOUNT] ($[AMOUNT] per employee)
- Year-over-year change: +/-[X]%
- Employee contribution: [X]% of total premium

KEY UTILIZATION INSIGHTS: [1-2 sentences]

CHANGES MADE THIS YEAR: [What changed and outcome, or "No changes"]

STRATEGIC CONTEXT: [Headcount growth, recruiting environment, business strategy, or "N/A"]

DECISION NEEDED: [Specific ask from leadership]

BENCHMARKS (optional): [Market comparison or "Not available"]

Your job:
Write a 1-page benefits brief that:
1. Opens with the headline: what happened to cost and why it matters
2. Explains the cost story in 3-4 sentences without analyst detail
3. Highlights 1-2 utilization trends worth leadership attention
4. Connects benefits to business strategy
5. Closes with one specific decision needed

CONSTRAINTS:
- No tables or spreadsheet formatting. Narrative only
- No benefits jargon. Write for a CFO who doesn't know PPO from HDHP
- 400 words maximum
- One clear ask at the end

FORMAT: HEADLINE / THE COST STORY / WHAT IS DRIVING COST / WHAT CHANGED /
WHY THIS MATTERS / DECISION NEEDED

You are an HR communications specialist writing the open enrollment email sequence for [COMPANY NAME].

COMPANY: [NAME]
OE WINDOW: [START DATE] to [END DATE]
PLANS EFFECTIVE: [DATE]
HR CONTACT: [NAME], [EMAIL]

AVAILABLE PLANS:
[Plan 1]: [Carrier] | [Type: PPO/HDHP/HMO] | Employee premium: $[X]/month
[Plan 2]: [Carrier] | [Type] | Employee premium: $[X]/month

DENTAL: [Carrier, covered yes/no, employee cost]
VISION: [Carrier, covered yes/no, employee cost]
FSA/HSA: [Available yes/no, contribution limits]

WHAT CHANGED FROM LAST YEAR: [e.g., "New carrier. Premiums up 6%." or "No major changes."]

ENROLLMENT PROCESS: [e.g., "Log in to ADP portal at [URL]" or "Paper form to HR"]

TONE: [Conversational and direct / Professional and formal]

Write a 4-email OE communication sequence:

Email 1 — KICKOFF (OE start date): Announce OE is open. What's available, what changed, how to enroll, deadline.
Email 2 — MID-POINT REMINDER (halfway through OE): Friendly reminder. Highlight 1-2 things people overlook. Reiterate deadline.
Email 3 — DEADLINE WEEK (5 days before close): Urgency increases. Clear deadline. State consequence of missing it.
Email 4 — LAST CHANCE (1 day before close): Short, direct, high urgency. One link, one action, one deadline.

CONSTRAINTS:
- Plain language. No jargon without plain-English explanation
- Be honest about changes, including cost increases
- Each email has one clear call to action
- Escalate urgency naturally — don't panic in Email 1
- Do NOT use "We are excited to announce" or "Please don't hesitate"
- Under 200 words each

FORMAT: EMAIL [#] / Send date / Subject line / Body / CTA

You are an HR coordinator building an open enrollment FAQ for employees at [COMPANY NAME].

COMPANY: [NAME]
OE WINDOW: [START DATE] to [END DATE]
PLANS EFFECTIVE: [DATE]

MEDICAL PLANS:
[Plan 1 Name]: [Type] | EE: $[X]/mo | EE+Sp: $[X]/mo | EE+Ch: $[X]/mo | Family: $[X]/mo
[Plan 2 Name]: [Type] | [same format]

HSA: [Available on HDHP: yes/no] | 2026 limit: $[X] individual / $[X] family
FSA: [Available: yes/no] | 2026 limit: $[X]
DENTAL: [Carrier, covered yes/no, cost]
VISION: [Carrier, covered yes/no, cost]

ENROLLMENT PROCESS: [e.g., "Log into ADP portal at [URL]"]
DEADLINE CONSEQUENCE: [What happens if they miss it]
QUALIFYING LIFE EVENTS: [What triggers a mid-year window]

QUESTIONS HR ALWAYS GETS:
[List them — e.g.:
- "Can I add my spouse?"
- "What is the difference between PPO and HDHP?"
- "What is an HSA?"
- "I missed the deadline. What do I do?"
- "Is my doctor in network?"]

ANYTHING DIFFERENT THIS YEAR: [or "No major changes"]

Build a complete employee FAQ that:
1. Answers every question listed, plus common ones you may have missed
2. Groups questions logically (General OE, Plan Differences, HSA/FSA, Dependents, Deadlines, Special Situations)
3. Uses plain English throughout
4. Gives direct answers — not "it depends" without explanation
5. Flags where employees need to take action vs. just read

CONSTRAINTS:
- Do NOT invent plan details. Use [ASK HR] for missing info
- 2-4 sentences max per answer
- Second person throughout ("You can add your spouse if...")
- Write like a person, not a policy document

FORMAT: [COMPANY] OE FAQ / [PLAN YEAR] / Grouped by topic

You are an HR professional communicating a benefits plan change to employees at [COMPANY NAME].

COMPANY: [NAME]
CHANGE EFFECTIVE: [DATE]
OE DEADLINE: [DATE]

WHAT IS CHANGING:
[Be specific — e.g., "The PPO Standard deductible is increasing from $500 to $1,000" or "We are dropping the HMO plan."]

DOLLAR IMPACT PER EMPLOYEE:
[e.g., "Employee monthly premium increases by $22" or "No premium change but higher out-of-pocket"]

WHY IT IS CHANGING:
[Plain language — e.g., "Claims were higher than projected and the carrier raised rates significantly."]

WHO IS MOST AFFECTED:
[e.g., "Employees currently enrolled in the HMO" or "All employees on the PPO Standard"]

WHAT OPTIONS THEY HAVE:
[e.g., "Affected employees can enroll in the PPO Plus or HDHP during OE"]

ANYTHING BETTER THIS YEAR:
[e.g., "We added dental buy-up coverage" or "Nothing improved this year" — be honest]

Write an employee communication that:
1. Leads with what is changing, clearly and specifically
2. Explains why in plain language (factual, not spin)
3. States exactly who is affected and how
4. Tells them what options they have and what action to take
5. Gives them the deadline and where to go with questions

CONSTRAINTS:
- Do NOT soften the change to the point of misleading
- Do NOT blame the carrier in a way that damages the relationship
- Acknowledge if the change is difficult. Don't pretend it isn't
- Under 300 words
- One clear action at the end

FORMAT: Subject line / What's changing / Why / Who's affected / Options + action / Deadline + help

You are an HR coordinator writing a loss of coverage verification letter for a former employee or plan member.

EMPLOYEE: [FULL NAME]
JOB TITLE: [TITLE] (or "Dependent of [EMPLOYEE NAME]" if for a dependent)
COVERAGE END DATE: [DATE]
REASON COVERAGE ENDED: [e.g., "Voluntary resignation" or "Reduction in hours" or "Divorce" or "Aged off parent plan at 26"]

PLAN DETAILS:
- Plan name: [e.g., "PPO Standard"]
- Carrier: [e.g., "Aetna"]
- Coverage tier: [e.g., "Employee + Family"]

DEPENDENTS COVERED (if applicable):
- [Name], [Relationship] — coverage end date: [DATE]

EMPLOYER:
- Company name: [NAME]
- Address: [ADDRESS]
- HR contact: [NAME], [TITLE], [EMAIL], [PHONE]

Write a loss of coverage verification letter that:
1. Confirms the employee and listed dependents had coverage under the plan
2. States clearly when coverage ended and why
3. Provides plan and carrier details needed for enrollment elsewhere
4. Is signed by HR with contact info for follow-up verification

CONSTRAINTS:
- State only confirmed facts. Do NOT invent dates or plan details
- Write [CONFIRM BEFORE SENDING] for any missing information
- Professional tone — this may be submitted to another employer or carrier
- Under 200 words
- No commentary beyond what is needed for verification

FORMAT: Date / Company letterhead / To Whom It May Concern / Coverage confirmation /
Plan details / Dependents / Closing + HR signature

You are an HR coordinator responding to an employee who has reported a qualifying life event.

EMPLOYEE: [NAME]
CURRENT COVERAGE: [e.g., "Employee only on PPO Standard"]
QUALIFYING EVENT: [e.g., "Marriage" or "Birth of child" or "Spouse lost employer coverage"]
EVENT DATE: [DATE]
CHANGE REQUESTED: [e.g., "Add spouse to medical and dental" or "Add newborn to family plan"]

DOCUMENTATION REQUIRED: [e.g., "Copy of marriage certificate" or "Birth certificate or hospital record" or "Letter from spouse's employer confirming loss of coverage with effective date"]

CHANGE DEADLINE: [DATE — typically 30 days from event date]
HOW TO SUBMIT: [e.g., "Log into benefits portal and upload documentation" or "Email to [HR EMAIL]"]
CHANGE EFFECTIVE DATE: [DATE if submitted on time]

HR CONTACT: [NAME], [EMAIL]

Write a complete QLE response email that:
1. Confirms the event qualifies and what change they are eligible to make
2. Lists exactly what documentation is required (be specific — name the document)
3. States the exact deadline as a specific date
4. Tells them step-by-step what to do next
5. Confirms when the change will take effect
6. Closes with an offer to help

CONSTRAINTS:
- Do NOT invent plan rules. Use [CONFIRM WITH PLAN DOCUMENTS] for missing info
- Name the specific document required — "proof of the event" is not useful
- State the deadline as a date, not a range
- Warm, direct tone — this is usually a happy event. Match the moment
- Under 250 words

FORMAT: Subject / Confirm event + eligible change / Documentation (bulleted) /
Deadline + consequence / Steps to submit / Effective date / Closing

You are an HR coordinator sending a follow-up to a former employee who has not yet responded to their COBRA election notice.

FORMER EMPLOYEE: [NAME]
COBRA ELECTION DEADLINE: [SPECIFIC DATE]
DAYS REMAINING: [X] days
COVERAGE TIER: [e.g., "Employee + Family"]
MONTHLY PREMIUM: $[X]/month
HOW TO ELECT: [e.g., "Complete and mail the enclosed form to [ADDRESS]" or "Log in to [PORTAL URL]"]
HR CONTACT: [NAME], [EMAIL or PHONE]
CONSEQUENCE OF MISSING DEADLINE: [e.g., "COBRA coverage will not be available and you would need to wait for a new employer's OE or the ACA marketplace"]

Write a COBRA deadline reminder that:
1. Opens with acknowledgment — not pressure. They are going through something hard
2. Clearly states the deadline date and days remaining
3. Explains the consequence of missing it in plain, honest language
4. Makes the action step as simple as possible — one thing to do
5. Closes with a genuine offer to help

CONSTRAINTS:
- Do not repeat everything from the original notice
- Acknowledge that the cost is significant — don't oversell COBRA
- Warm but direct. This is a follow-up, not a collection notice
- Under 200 words
- One action step only

FORMAT: Subject (name the deadline directly) / Opening acknowledgment /
Deadline + days remaining / Consequence / One action step / Offer to help

You are a senior benefits broker preparing for a carrier renewal negotiation on behalf of a client.

CLIENT: [NAME], [INDUSTRY], [GROUP SIZE] employees
CARRIER: [NAME]
YEARS WITH CARRIER: [X]
PLAN TYPE: [e.g., "Fully insured PPO" or "Level-funded HDHP"]

RENEWAL PROPOSAL:
- Proposed increase: [X]%
- Dollar impact: +$[X]/month | +$[X]/employee/month
- Carrier's stated reason: [e.g., "Claims trend, pharmacy, market adjustment"]

CLAIMS SUMMARY:
- Loss ratio: [X]%
- PMPM: Prior year $[X] vs. current year $[X] — change: +/-[X]%
- Notable drivers: [e.g., "Two large claimants drove 34% of spend"]

WHAT WE ARE ASKING FOR:
- Rate target: [e.g., "Counter at 4% or less"]
- Plan design ask: [or "None"]
- Other asks: [e.g., "12-month rate guarantee" or "None"]

OUR LEVERAGE:
- [e.g., "7-year tenure with consistently favorable loss ratio"]
- [e.g., "Competitive quote from [CARRIER] at [X]% lower"]

CLIENT PRIORITY: [Cost / Network / Stability — which matters most]

WALK-AWAY POINT: [e.g., "Anything over 6% and we go to market"]

COMPETING INTEL: [Quote details or "Have not gone to market yet"]

Build a negotiation brief with:
1. Our position in 2-3 sentences
2. Data supporting our counter
3. Asks in priority order (must-have, nice-to-have, walk-away)
4. Carrier's likely objections and how to respond
5. Walk-away threshold stated clearly
6. How to open and close the call

CONSTRAINTS:
- Ground every ask in data — don't make requests the claims experience doesn't support
- If data doesn't support a strong counter, say so and suggest a realistic ask
- Direct without being combative — the goal is a deal

FORMAT: OUR POSITION / DATA SUPPORTING COUNTER / ASKS (priority order) /
CARRIER OBJECTIONS + RESPONSES / WALK-AWAY / HOW TO OPEN / HOW TO CLOSE

You are a benefits broker comparing carrier quotes for a client's renewal.

CLIENT: [NAME], [INDUSTRY], [GROUP SIZE] employees
EMPLOYEE LOCATIONS: [e.g., "Primarily MD, VA, DC metro" or "Multi-state: MD, TX, CA"]
CLIENT PRIORITY: [e.g., "Keep costs down without disrupting network access"]

CURRENT CARRIER (BASELINE):
- Carrier: [NAME] | Plan: [TYPE]
- Premiums: EE $[X] | EE+Sp $[X] | EE+Ch $[X] | Family $[X]
- Deductible: $[X] ind / $[X] fam | OOP Max: $[X] ind / $[X] fam
- Network: [NAME] | Rx: [Notes]
- Renewal increase: [X]%

QUOTE 1:
- Carrier: [NAME] | Plan: [TYPE]
- Premiums: EE $[X] | EE+Sp $[X] | EE+Ch $[X] | Family $[X]
- Deductible: $[X] ind / $[X] fam | OOP Max: $[X] ind / $[X] fam
- Network: [NAME] | Notable differences: [e.g., "Higher deductible, lower premium"]

QUOTE 2: [Same format]

QUOTE 3 (if applicable): [Same format]

UTILIZATION FLAGS: [Specialists, facilities, or specialty drugs worth checking or "No known flags"]

Build a side-by-side comparison that:
1. Shows premium cost across all options by tier
2. Estimates total cost of coverage (premium + typical OOP based on plan design)
3. Flags network adequacy concerns based on employee locations
4. Identifies plan design differences that shift cost to employee
5. Notes formulary/Rx differences
6. Scores each option against the client's stated priority
7. Lists top 2-3 questions to resolve before recommending

CONSTRAINTS:
- Do NOT recommend based on incomplete data — flag gaps instead
- Be explicit when lower premium comes with trade-offs
- Present neutrally — recommendation comes after client review
- Write [DATA NEEDED] for missing information

FORMAT: PREMIUM COMPARISON / TOTAL COST OF COVERAGE / NETWORK ADEQUACY /
PLAN DESIGN DIFFERENCES / RX FLAGS / SCORE VS. PRIORITY / QUESTIONS TO RESOLVE

You are a benefits broker or HR executive writing a renewal recommendation memo.

CLIENT OR ORG: [NAME]
PLAN EFFECTIVE DATE: [DATE]
DECISION DEADLINE: [DATE]

OPTIONS EVALUATED:
1. [e.g., "Renew as-is at proposed 9.2% increase"]
2. [e.g., "Renew with plan design change: raise deductible, reducing increase to 4.1%"]
3. [e.g., "Move to Aetna — competitive quote at 2.8% above current premium"]

RECOMMENDATION: [e.g., "Option 2 — renew with plan design change"]

WHY WE RECOMMEND THIS:
- [Data-grounded reason 1]
- [Data-grounded reason 2]
- [Data-grounded reason 3]

DOLLAR IMPACT vs. STATUS QUO:
- Renew as-is: +$[X]/month | +$[X]/employee/month
- Recommended option: +$[X]/month | +$[X]/employee/month
- Difference: $[X]/month saved

KEY RISKS:
- [Risk 1]
- Mitigation: [How you address it]

WHAT WAS REJECTED AND WHY:
- [Option]: [One-line reason]
- [Option]: [One-line reason]

DECISION NEEDED: [e.g., "Approve plan design change and authorize counter at 4% or below"]
NEXT STEPS IF APPROVED: [Action items with dates]

Write a recommendation memo that:
1. Opens with the recommendation — in the first sentence
2. Summarizes why the data supports it
3. Shows the dollar impact clearly
4. Acknowledges the key risk honestly with mitigation
5. Briefly explains what was rejected and why
6. Closes with one ask and a deadline

CONSTRAINTS:
- Lead with the recommendation
- Ground every point in the data provided
- Acknowledge trade-offs honestly
- Under 400 words
- One ask at the end

FORMAT: RECOMMENDATION / WHY / DOLLAR IMPACT / THE TRADE-OFF /
WHAT WAS REJECTED / DECISION NEEDED / NEXT STEPS

You are a benefits broker writing an annual client review summary to present at the end of the plan year.

CLIENT: [NAME] | [INDUSTRY] | [GROUP SIZE] employees
PLAN YEAR: [DATES]
PRIMARY CONTACT: [NAME, TITLE]

SERVICES DELIVERED THIS YEAR:
- Stewardship report delivered: [DATE]
- Renewal negotiated: carrier proposed [X]%, achieved [X]%
- OE support: [what was done]
- Compliance calendar maintained: [deadlines tracked]
- [Other services]

MEASURABLE OUTCOMES:
[e.g., "Negotiated renewal from 9.2% to 4.1% — saved $[X]/year" or
"Resolved carrier billing dispute resulting in $[X] credit" or
"Reduced employee benefits questions to HR by ~30% through improved OE communication"]

PROBLEMS SOLVED MID-YEAR:
[e.g., "Large claimant case management referral — connected with carrier case manager" or "None significant"]

WHAT IMPROVED THIS YEAR:
[e.g., "Added EAP. Improved OE communication. Stewardship delivered 2 weeks earlier than last year."]

WHAT IS COMING NEXT YEAR:
[Market conditions, compliance changes, what to watch and when to start planning]

INVESTMENT BEYOND STANDARD SERVICE:
[e.g., "Conducted two employee lunch-and-learns" or "None beyond standard service"]

Write an annual client review summary that:
1. Opens with the year in one sentence — what defined this plan year
2. Summarizes what was delivered and what it produced
3. Calls out 1-2 moments where you went beyond the standard
4. Looks ahead: what is coming and why they should act now
5. Closes with a direct statement of the relationship

CONSTRAINTS:
- This is not a sales pitch. It is a professional accounting of what was delivered
- Let the outcomes speak — no superlatives
- Be honest if a year was quiet — a quiet year without problems is a good year
- Under 400 words
- Warm but professional

FORMAT: THIS YEAR IN ONE SENTENCE / WHAT WE DELIVERED / WHERE IT MADE A DIFFERENCE /
WHAT IS COMING / THE ROAD AHEAD

You are an HR professional generating an internal compliance deadline reminder.

IMPORTANT: This is a reminder and coordination tool only. It does not constitute legal or compliance advice.
All actual filings must be handled by the appropriate TPA, carrier, or legal counsel.

DEADLINE TYPE: [e.g., "Form 5500 filing window" or "ACA 1095-C employee distribution" or
"FSA run-out period ends" or "Medicare Part D notice due" or "HSA contribution deadline" or
"SBC distribution for new hires" or other]

PLAN YEAR END: [DATE]
DEADLINE DATE: [DATE — or write "calculate based on plan year end"]
DAYS UNTIL DEADLINE: [X days]

WHO NEEDS TO ACT:
- Internal owner: [NAME or ROLE]
- External owner (if applicable): [TPA name or Broker name]
- Who needs to be informed but not act: [e.g., "CFO, for awareness" or "None"]

PLAN DETAILS:
- Plan type: [Fully insured / Self-funded / Level-funded]
- Carriers: [NAME(s)]
- Number of participants: [X]

CONTEXT: [e.g., "First year filing after crossing 100 participants" or "No changes from prior year"]

Write an internal compliance deadline reminder that:
1. Names the deadline clearly — what it is and when it is due
2. States who owns the action and what they need to do (high level — not legal instructions)
3. Names the external vendor or TPA responsible for the actual filing
4. Lists what HR needs to gather or provide to support the filing
5. Flags any first-time or changed circumstances
6. Closes with a next step and suggested check-in date

CONSTRAINTS:
- Do NOT explain the regulation or provide legal interpretation
- Do NOT generate the filing itself or draft any regulatory document
- If participant count crosses a known threshold, note it as something to CONFIRM with the TPA
- Under 300 words

FORMAT: COMPLIANCE REMINDER: [TYPE] / Due date + owner / WHAT THIS IS /
WHAT NEEDS TO HAPPEN / WHAT HR NEEDS TO GATHER / FLAGS / NEXT STEP

You are an HR coordinator or benefits broker following up on an overdue document from a carrier or vendor.

DOCUMENT NEEDED: [e.g., "Summary of Benefits and Coverage (SBC)" or "Form 5500 Schedule A data" or
"Renewal proposal" or "Network adequacy report" or "Updated SPD"]

CARRIER OR VENDOR: [NAME]
CONTACT: [NAME, TITLE — if known]
ORIGINAL DUE DATE OR REQUEST DATE: [DATE]
HOW OVERDUE: [e.g., "12 days past the agreed date" or "3 weeks since initial request"]

WHY IT IS NEEDED:
[e.g., "SBCs must be distributed before OE starts on [DATE]" or
"5500 deadline is [DATE] and we cannot file without this data" or
"Client renewal meeting is [DATE]"]

YOUR HARD DEADLINE: [DATE]

CONSEQUENCE IF NOT RECEIVED: [e.g., "We will need to notify the client we cannot complete the report on time" or "We will need to file for an extension"]

PRIOR FOLLOW-UPS: [e.g., "Email sent [DATE], no response" or "First follow-up"]

Write a follow-up email that:
1. References the original request and how long it has been outstanding
2. States clearly what is needed and why it matters right now
3. Gives a specific date by which you need it
4. States what will happen if not received (professionally, not as a threat)
5. Makes it easy to respond — specific ask, specific deadline

CONSTRAINTS:
- Professional and direct — firm without being hostile
- Do not over-explain or write a long backstory
- One clear ask with one specific deadline
- Under 200 words

FORMAT: Subject (name document + deadline) / Reference original request /
Why it matters now / Hard deadline / Consequence / Single ask

You are turning raw meeting notes into a clean, actionable meeting summary.

MEETING TYPE: [e.g., "Annual renewal review" or "OE planning kickoff" or "Carrier call" or "Benefits committee"]
DATE: [DATE]
ATTENDEES: [Name, Role — e.g., "Ty Mosher, Broker | Sarah Jones, HR Director | Mike Chen, CFO"]

DOCUMENTS REFERENCED: [e.g., "Stewardship report, renewal proposal from Cigna" or "None"]

SUMMARY TYPE: [Choose one]
- INTERNAL — stays inside the team. Include candid assessments, internal concerns, strategy notes,
  and anything the client or outside parties should not see.
- CLIENT-FACING — goes to the client. Remove all internal deliberations, frank assessments of the
  carrier or client situation and anything that reflects internal positioning. Polished and safe to forward.

RAW NOTES:
[Paste your notes here exactly as you took them — no cleanup needed]

Turn these notes into a clean meeting summary that:
1. Captures what was discussed (topic by topic — not a transcript)
2. Lists decisions made — clearly stated as decisions, not discussion points
3. Captures open items — things raised but not resolved
4. Assigns action items with owner and deadline for each
5. Notes any next meeting or follow-up date mentioned

CONSTRAINTS:
- Do NOT invent decisions or action items not in the notes
- Write [OWNER: TBD] if no clear owner
- Write [DEADLINE: TBD] if no deadline was stated
- IF INTERNAL: include frank assessments, concerns, strategic questions — label sensitive items
- IF CLIENT-FACING: strip all internal deliberations. If a raw note can't be sanitized, omit it entirely
- Add INTERNAL or CLIENT-FACING header to the output so there's never confusion

FORMAT: MEETING SUMMARY / INTERNAL or CLIENT-FACING label / Attendees /
WHAT WAS DISCUSSED / DECISIONS MADE / OPEN ITEMS / ACTION ITEMS (owner + deadline) / NEXT STEPS

You are a senior HR executive preparing an annual benefits program summary for leadership (CEO, CFO, department heads).

ORGANIZATION: [NAME] | [INDUSTRY] | [HEADCOUNT] employees
PLAN YEAR: [DATES]

BENEFITS OFFERED AND EMPLOYER COST:
Medical: [Plan names and types] | Employer cost: $[X]/year | $[X]/employee/year
Dental: [Carrier] | Employer cost: $[X]/year
Vision: [Carrier] | Employer cost: $[X]/year
Life Insurance: [Basic amount] | Employer cost: $[X]/year
Disability: [STD/LTD details] | Employer cost: $[X]/year
EAP: [Provider] | Employer cost: $[X]/year
Retirement: [401k match] | Employer cost: $[X]/year
Voluntary: [List if applicable]
Other: [Perks, wellness, stipends, etc.]
TOTAL EMPLOYER BENEFITS SPEND: $[X]/year | $[X]/employee/year

PARTICIPATION:
Medical: [X]% enrolled | Dental: [X]% | 401k: [X]% | [Others as available]

BENCHMARKING: [How you compare to industry/competitors, or "No formal benchmarking this cycle"]

WHAT CHANGED THIS YEAR: [e.g., "New medical carrier. Added EAP. 401k match increased."]

WHAT IS WORKING: [High utilization, employee feedback, retention wins]

WHAT NEEDS ATTENTION: [Cost pressure, low utilization, gaps vs. market]

RECOMMENDATIONS FOR NEXT YEAR: [What you are proposing for leadership to approve]

Write an annual benefits program summary that:
1. Opens with a headline: the state of the program in one sentence
2. Summarizes total investment and per-employee cost
3. Highlights what is working and why it matters
4. Calls out what needs attention honestly
5. Connects the program to the org's talent and retention strategy
6. Closes with recommendations and decisions needed

CONSTRAINTS:
- Narrative format — no tables or spreadsheets
- Write for a CFO and CEO, not an HR audience
- 500 words maximum
- Be direct about gaps
- Every cost figure must come from the data provided

FORMAT: HEADLINE / WHAT WE INVEST / WHAT IS WORKING / WHAT NEEDS ATTENTION /
HOW WE COMPARE / WHY THIS MATTERS / RECOMMENDATIONS AND DECISIONS NEEDED

You are an HR executive or benefits broker building a business case to propose a benefits change to leadership.

ORGANIZATION: [NAME] | [HEADCOUNT] employees
PROPOSING TO: [e.g., "CEO and CFO" or "Executive Leadership Team"]

THE PROPOSAL:
[Be specific — e.g., "Add an Employee Assistance Program with mental health support" or
"Move from fully insured to level-funded health plan" or
"Restructure medical cost-sharing: increase employee contribution by $25/month"]

THE PROBLEM THIS SOLVES:
[e.g., "Mental health claims are up 31% and our current plan has no dedicated support resource" or
"Fully insured renewal is 9% — level-funding projects to save $180K annually based on our claims experience"]

COST OF THE CHANGE:
- Annual employer cost: $[X]
- Per employee per month: $[X]
- Net cost vs. status quo: [e.g., "Net savings of $180K" or "Additional investment of $42K/year"]

EXPECTED RETURN:
[e.g., "Reduce voluntary turnover by 5% — at $8K replacement cost, saves $160K annually" or
"Offset 4 points of the medical renewal increase"]

DATA SUPPORTING THIS:
[e.g., "Employee survey: 67% cited mental health support as top benefits gap" or
"Claims analysis: 3 of top 5 cost drivers have strong wellness program outcomes"]

COST OF INACTION:
[e.g., "Without this change we absorb the full 9% increase at $220K annually" or
"Compliance exposure if not addressed before next audit"]

TIMELINE: [e.g., "Can implement by next plan year if approved by [DATE]"]

DECISION NEEDED: [e.g., "Approval to proceed with vendor selection and budget of $[X]"]

Write a benefits change proposal that:
1. Opens with the recommendation — in the first sentence
2. Describes the problem clearly and briefly
3. Makes the financial case: cost of change vs. cost of inaction
4. Supports the case with the data provided
5. Acknowledges the key risk and addresses it directly
6. Closes with one specific ask

CONSTRAINTS:
- Lead with the recommendation
- Ground every claim in data provided
- Acknowledge the main objection leadership will raise and answer it
- Under 400 words
- One ask at the end

FORMAT: THE RECOMMENDATION / THE PROBLEM / THE FINANCIAL CASE /
WHY THE DATA SUPPORTS THIS / THE MAIN OBJECTION AND THE ANSWER /
THE RISK OF WAITING / WHAT WE NEED