Managed Benefits · Property Management
Property managers run salaried office staff, hourly maintenance techs scattered across communities, and grounds crews that surge every summer. Each group hits eligibility rules differently, and the admin lands on whoever is nearest the filing cabinet. BEG Managed Benefits, powered by isolved, runs it all while your broker keeps placing your coverage.
Your monthly estimate on screen - no call required
The Property Management Benefits Problem
Sources: IRS, employer shared responsibility provisions and DOL, COBRA continuation coverage.
What Gets Handled
When staff are spread across communities, enrollment by interoffice envelope means the main office does everyone's paperwork twice. The Benefits Admin Software plan puts plan comparison and enrollment online: a leasing agent, a regional manager, and a maintenance tech all research options, get AI-guided recommendations, and enroll from a phone. Life events run through self-service workflows, and deductions sync to payroll across the whole portfolio.
The Software + ACA Compliance plan runs lookback measurement continuously across your mixed workforce: variable-hour maintenance techs averaged correctly, seasonal grounds and make-ready crews evaluated under the IRS rules written for them, and full-time office staff offered coverage on schedule. Forms 1094-C and 1095-C are produced for you at filing time, from one clean dataset instead of a per-property patchwork.
Site-level turnover means covered departures happen somewhere in the portfolio every month. Election notices go out on federal timelines, windows and elections are tracked, and coverage end dates flow to carriers without a community manager remembering to email the main office. State continuation rules are scoped exactly on your discovery call to match the states where you hold properties.
On the Fully Managed plan, a dedicated Managed Benefits Specialist runs open enrollment start to finish across every property, processes changes, and chases carrier updates, while a Benefits Auditing Analyst checks your data for the errors distributed workforces breed: departed techs still on the invoice, elections that never reached the carrier, dependents past eligibility. Your corporate team manages properties; the benefits team manages benefits.
Roster by Roster
| Workforce group | Where it breaks | The regulator |
|---|---|---|
| Corporate and leasing office staff | Straightforward eligibility on paper, but easy to lose track of across dozens of properties reporting up to one company. | IRS (ACA employer mandate) |
| On-site maintenance techs | Variable hours and on-call time drift across the 130-hour monthly eligibility line at each community. | IRS (lookback measurement method) |
| Seasonal grounds and make-ready crews | IRS seasonal-worker carve-outs only help if applied correctly; applied casually, they become exposure. | IRS (seasonal worker provisions) |
| Site staff transferring between properties | A transfer within the same ownership group can read as a termination at one site and a new hire at another. | IRS (aggregated ALE group counting) |
| High-turnover community-level staff | Covered departures happen somewhere in the portfolio every month, each opening a federal notice deadline. | DOL (COBRA election and notice timelines) |
A Familiar Portfolio Problem
A maintenance tech transfers from one community to another in the same ownership group because the second property needs the coverage more. The two communities run enrollment out of separate files kept by two different site managers, so the transfer gets processed as a termination at the first property and a brand-new hire at the second, complete with a fresh waiting period the tech already served once. He finds out his coverage has a gap only when he tries to use it. With enrollment and eligibility held in one system across the portfolio, a transfer is a status change, not two separate events, and coverage and waiting-period credit move with the employee automatically.
How You Buy It
Benefits Admin Software puts enrollment online across the portfolio. Software + ACA Compliance adds mixed-workforce eligibility tracking and Forms 1094-C and 1095-C. Fully Managed puts a dedicated specialist and auditing analyst on all of it. Full detail on the managed benefits overview.
Your monthly estimate on screen - no call required
Multi-property pay runs the bigger fire? That is managed payroll for property management; for on-site staff policies and handbooks, see property management HR outsourcing.
Questions
Plan setup, online enrollment for office staff and maintenance techs alike, ACA eligibility tracking across salaried, hourly, and seasonal workers, Forms 1094-C and 1095-C produced for you, life-event changes, carrier updates, and COBRA support.
IRS rules include specific treatment for seasonal workers and seasonal employees, both in determining applicable-large-employer status and in measuring eligibility. The system applies those rules consistently, so a summer grounds crew does not accidentally trigger obligations or, worse, get missed when it should have counted.
Yes. Enrollment is online and self-service: a leasing agent at one community and a maintenance tech at another both compare plans, get AI-guided recommendations, and enroll from a phone. Deductions sync to payroll automatically.
No. Your broker keeps advising you and placing your coverage. BEG Managed Benefits handles the administration behind those plans: enrollment, eligibility data, changes, and compliance filings. Most brokers welcome it.
No. There is no co-employment and your plans stay the plans you and your broker chose. BEG Managed Benefits, powered by isolved, administers them while your company stays the employer.
A monthly per-employee cost far below an internal benefits hire. Answer five questions in the estimate form and your monthly range appears on screen; exact pricing is confirmed on your discovery call.
A transfer within the same ownership group should carry coverage forward, not reset it. Handled property by property in separate files, that transfer often reads as a termination at one site and a new hire at another, which resets waiting periods the employee should not have to serve twice.
Every departure and every new hire at every community is a data point that has to reach one combined system before filing season, or the Forms 1094-C and 1095-C get built on an incomplete picture. Portfolios that track eligibility per property instead of per company are the ones that discover gaps at filing time instead of before it.
The IRS enforces the ACA employer mandate and its seasonal-worker provisions, and the Department of Labor enforces COBRA notice and election timelines. Neither cares which community an employee happened to work at; both count the workforce at the company level.
Ready?
Answer a few questions, get your exact number in about 90 seconds. No call required, no commitment.
Your monthly estimate on screen - no call required
