The Generous Benefits Podcast

Host Amanda Brummitt talks with Ariel Bradford and Amanda Boyer from Solar Insure about building a strong, people-first culture in a remote-first company. They explain how culture shows up day-to-day and why leadership alignment matters.
The episode shares practical, repeatable tactics — what to measure, meeting cadences, onboarding touchpoints, engagement rituals, camera etiquette, and manager toolkits — so HR and people leaders can carry culture across time zones.

In this episode Amanda Brummitt interviews Sarah Borders of Benefits Compliance Solutions about the Consolidated Appropriations Act’s fiduciary expectations for health plans. They cover who qualifies as a fiduciary, how duties mirror retirement plan rules, and what employers must document, request, and monitor — including vendor fees, claims data access, and governance practices.
Ideal for CFOs, HR leaders, and plan fiduciaries, the episode gives practical, step-by-step advice: request compensation disclosures, verify data access, formalize oversight (committee/minutes), and keep clear documentation to reduce legal risk and demonstrate prudence.

Today, we’re demystifying hospital billing with Dr. Kevin Stevenson, a board-certified healthcare executive that has led strategic operations in multiple health systems bringing a broad view of how hospitals actually function.
In this episode, Kevin breaks down how pricing and payments really flow and shares practical ways employers can work with hospitals to improve cost, access, and the member experience.

On this episode of the Generous Benefits Podcast, host Amanda Brummitt sits down with Sean Healy, founder of Accounted4, to untangle a question every owner asks: “Am I actually making money?” Sean explains why profit ≠ cash flow, how to build forward-looking projections (not backward-looking reports), and where most companies leak dollars in labor and benefits—the true cost of a team. We also dig into aligning benefits with budget and employee expectations, the culture habits that expand capacity, and a simple cadence for turning mistakes into momentum.
You’ll learn:
Why you can show a profit and still struggle with payroll—and how to fix the cash flow gap
The must-have planning trio: written goals, clean data, practical projections
How to see labor as total compensation (wages + benefits) and budget accordingly
Ways HR and Finance can partner to reduce waste and improve employee experience
Common benefits missteps (and quick education wins that boost perceived value)
Who this is for: CEOs, CFOs, and HR leaders who want people-first benefits that support a healthier bottom line.
Resources:Accounted4: https://accounted4llc.com/LinkedIn (Company): https://www.linkedin.com/company/accounted4-llcLinkedIn (Sean Healy): https://www.linkedin.com/in/healysean/

In this episode Amanda Brummitt speaks with Beth Holmes, Vice President of Hint Connect, to explain Direct Primary Care (DPC): how it differs from traditional primary care, why it’s growing, and what it offers patients and employers.
They discuss how DPC pairs with existing health plans, expected cost and utilization impacts, and practical rollout advice including budgeting, employer contributions, communication strategies, and common pitfalls to avoid.

Host Amanda Brummitt interviews Miranda Haggerty of Haggerty Solutions about practical, actionable strategies employers can use to reduce turnover, increase engagement, and stabilize their workforces.
They discuss diagnosing turnover with anonymous feedback, the importance of pay, benefits, trust, and clear communication, plus simple fixes employers can implement immediately.To follow Miranda's series of anonymous interviews with healthcare workers, follower her on LinkedIn at https://www.linkedin.com/in/mirandahaggerty/. 

Welcome to the Generous Benefits Podcast with Amanda Brummitt and guest Bret Brummitt, discussing how to detect undisclosed kickbacks, murky revenue sharing, and other shady financial arrangements in benefits. They explain the difference between legal revenue shares and unethical kickbacks, outline common red flags (perpetual payments, secret rebates, per-script pay, aggressive product pushes), and cover problematic models like undisclosed PBM rebates and uncapped shared-savings fees. The episode gives practical advice: request full disclosure of direct and indirect compensation, have regular compensation conversations outside renewal season, and watch for evasive responses from advisors.

In this episode Amanda Brummitt speaks with ERISA attorney Lori Oliphant about the top compliance missteps employers make with retirement and health plans. They cover the importance of accurate plan documents, careful claims procedures for self-insured plans, eligibility rules, non-discrimination testing, controlled groups, stop-loss implications, and the risks of multiple employer welfare arrangements.
The conversation ends with practical advice: review and update plan documents annually, document claims decisions and exceptions, keep written records of questions and vendor responses, run non-discrimination testing, and consult counsel when in doubt to protect participants and reduce risk.
 
Find Lori at https://www.steptoe-johnson.com/bio/lori-t-oliphant/.

Amanda Brummitt interviews Tom DeLiegro of Vero Advising about the hidden incentives and black boxes in employee benefits, including undisclosed broker compensation and percent‑of‑savings pitfalls. Learn practical questions to ask your broker, how to get a respectful second opinion, and what transparency to demand to protect your employees and budget.

On this episode Bret Brummitt breaks down easily overlooked benefits compliance items—POP (Section 125) plan documents, COBRA administration, and Medicare Part D creditable coverage notices—explaining what they are, why they matter, and common employer mistakes.
Bret outlines practical steps to fix gaps, how vendors and brokers can help, and other quick compliance items to track (Form 5500, PCORI fees, RxDC reporting, gag-clause attestations). Tune in for actionable, low-cost ways to reduce risk and protect employees and employers.