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The information required will depend on your organization’s operations, current coverage, and the types of insurance being requested.
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If your organization already has insurance, we will generally need:
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-Copies of your current insurance policies
-Currently valued loss runs, generally generated within the last 90 days
-Current coverage summaries
-Previously completed applications and supplemental forms
-Relevant organizational and financial information

You will have an opportunity to securely upload available documents as part of the intake process. After reviewing the materials, we will contact you if additional applications or supporting information are needed.

Our team will review the information you provide and determine whether anything else is needed before we can request quotes or evaluate available options. For Employee Benefits inquiries, we may also provide our Privacy Policy and a Business Associate Agreement before requesting employee-level information.

Timing depends on the type of coverage requested, the complexity of your organization, and whether we have received complete and accurate information. Initial options for smaller or less complex organizations may be available within approximately 10 to 15 business days. Larger organizations, multi-state operations, alternative funding arrangements, or more complex risks may require 30 days or longer. After reviewing your intake, we will let you know what additional information is needed and provide a more specific anticipated timeline.

Pricing is based on your organization’s operations, exposures, claims history, coverage needs, limits, deductibles, locations, revenue, payroll, and other underwriting factors. The options presented may include broader coverage than your organization initially requested when a package policy offers more complete protection or better overall value. Because every organization is different, we will need to review your information before providing meaningful pricing.

Payment options depend on the carrier, policy, and total premium. Policies with lower premiums may require payment in full. Payment plans or premium financing may be available for policies with higher premiums. Any available payment terms, financing costs, cancellation provisions, and other requirements will be explained when your quote is presented.

Yes. Short-term special event policies may be appropriate for one-time events and can often help satisfy venue or contractual insurance requirements. However, organizations with ongoing operations may be better protected by an annual General Liability policy that also extends to eligible events. This can reduce coverage gaps and may be more cost-effective than purchasing separate policies for multiple events. We recommend reviewing your current General Liability policy before purchasing separate event coverage. Short-term event policies may also be available through our CoverSmart Event Insurance portal.

Yes. Annual insurance options may be available for independent contractors and small businesses that provide services to nonprofits or the broader community.

Eligible professions may include:
-Fitness instructors
-Tutors and teachers
-Dance instructors
-Life coaches
-Photographers and videographers
-Entertainers and DJs
-Interpreters

Coverage may be available through our CoverSmart Business Insurance portal. Eligibility, available coverage, and pricing will depend on the applicant’s profession and operations.

Yes. Our team evaluates your organization’s overall exposures rather than looking only at a single requested policy. In some cases, we may recommend additional coverage, broader policy language, or a coordinated insurance package when it provides more complete protection or reduces potential gaps between policies. Any additional recommendations will be clearly explained so your organization can make an informed decision.

Possibly, but available options may be limited. Insurance carriers often require additional applications, supporting documentation, underwriting review, and sufficient time to finalize coverage or enrollment. We generally recommend beginning the process at least 60 to 90 days before your renewal or desired effective date. Larger or more complex organizations should begin even earlier. Starting early provides more time to compare options, address underwriting questions, make informed decisions, and complete any required applications or enrollment.

In many situations, yes. Available options depend on where your organization is located, where employees live and work, and whether the carrier has an appropriate provider network in those areas. Please include all employee locations in your intake form. This will help us evaluate network availability and determine whether a single plan or multi-state benefits strategy may be appropriate.

The information required will vary depending on your organization’s size and the benefits being requested. In most cases, we will need:

-An employee census that includes dates of birth, home ZIP codes, coverage tiers, and dependent information, when applicable
-Current benefit summaries, rates, and renewal information
-Your current employer contribution strategy
-Eligibility rules, waiting periods, and employee classifications
-Employee enrollment and waiver information
-Employee work and home locations, including employees outside California
-Your desired effective date, budget, and benefit priorities

Additional information may be required for larger groups, alternative funding arrangements, or more complex benefit programs. Please do not submit medical records or personal health information unless specifically requested through an approved secure method.

We can assist with a variety of employer-sponsored benefits, including:

-Medical insurance
-Dental insurance
-Vision insurance
-Group life insurance
-Accidental death and dismemberment insurance
-Short-term and long-term disability insurance
-Voluntary and worksite benefits
-Employee assistance and wellness-related programs
-Benefits administration and enrollment technology

Available products, carriers, networks, and plan designs will depend on your organization’s location, number of eligible employees, employee participation, and carrier requirements.

Pricing depends on several factors, including:

-The benefits selected
-Employee and dependent enrollment
-Employee ages and locations
-Provider networks
-Plan designs
-Employer contributions
-Carrier participation and eligibility requirements

Your organization generally determines how much it will contribute toward employee and dependent coverage, subject to applicable carrier and legal requirements. After reviewing your employee census and organizational objectives, we can model different plan and contribution strategies to help balance employee affordability with a sustainable organizational budget.

Eligibility and participation requirements vary by carrier, product, and program. Options may be available for very small employers, but the organization must meet the applicable carrier’s definition of an eligible employer, along with its participation and contribution requirements. We encourage small organizations to complete the intake form so our team can determine which options may be available.

Yes. Please complete the intake form and provide the requested information about your current program. One of our professionals will review your existing coverage, identify potential concerns or opportunities, and discuss possible next steps with you. Our recommendations are based on your organization’s needs and goals. We do not recommend changing carriers or coverage simply for the sake of making a change.

CalNonprofits membership is not required for every Employee Benefits service or insurance product offered through CNIS. However, certain exclusive programs available through the Nonprofit Benefits Trust require active membership in CalNonprofits, the California Association of Nonprofits, which sponsors the Trust. Our team will explain any membership or eligibility requirements that apply to the options presented to your organization.

No. Our first step is to understand your current program and organizational goals. In some cases, remaining with your existing carrier may be the best option. In others, a different carrier, provider network, plan design, funding arrangement, or employer contribution strategy may better meet your needs. Our goal is to help you make an informed decision, not to recommend a change simply for the sake of changing.

In many cases, yes. An employer may be able to appoint CNIS as its Broker of Record during the plan year without changing its current insurance carrier, plans, rates, or renewal date. The carrier must accept the Broker of Record authorization before CNIS can access plan information, communicate with the carrier on your behalf, or begin providing ongoing service. Carrier requirements, restrictions, and processing timelines may vary.

Our Employee Benefits team provides ongoing assistance that may include:

-Renewal planning and plan comparisons
-Employee enrollment and benefit communications
-Benefits administration and enrollment technology support
-Eligibility and carrier issue assistance
-New-hire, termination, and qualifying life event support
-Employee benefit education
-Carrier and vendor coordination
-General compliance resources and benefit-related guidance

Specific services may vary based on the products selected, the size and complexity of your organization, and the agreed-upon service arrangement.