Plan options that fit
Voluntary and employer-paid choices, including eligible Section 125 options, can be coordinated around the workforce, budget, and contribution strategy.
For employers and HR teams
Employee benefits enrollment support for Colorado employers.
Cory District is the Denver-based Colonial Life district serving employers across Colorado and Wyoming. We coordinate voluntary benefits, employee education, enrollment, and ongoing service so HR has a clear operating plan.
20 minutes. No census, no paperwork.
What employers need
Less administration. Better employee conversations.
Adding benefits should not mean adding another disconnected system, another generic email campaign, or another problem for payroll to discover later.
Cory District builds the operating plan before enrollment opens. That includes census review, technology, communications, counselor scheduling, participation reporting, and first-invoice reconciliation.
A defined platform path
Have a platform? We can build on it. Need one? Cory District can provide Employee Navigator.
Human enrollment support
Licensed counselors explain benefits by phone and screen-share, one employee at a time.
A named service team
The Cory District team supports new hires, billing questions, claims questions, and the next enrollment cycle.
Have a platform? Need a platform?
Two routes. One accountable build.
The right choice depends on the systems the employer already uses, the payroll workflow, access, and how much technology HR wants to manage.
We build on it.
Cory District can coordinate plan setup, rates, eligibility, and enrollment in the client's existing benefits platform when access and scope allow.
Work inside the employer's established benefits system
Coordinate eligibility and plan information
Align enrollment output with the ongoing administration process
Keep the employer and broker informed through the build
We provide Employee Navigator.
When the group does not have a benefits platform, Cory District can provide Employee Navigator and manage the enrollment environment.
No separate platform purchase for the employer
A managed Employee Navigator enrollment experience
Counselor support by phone and screen-share
A defined path into billing and ongoing service
Employee communication
A link alone is not an enrollment strategy.
Employees need time, context, and a way to ask questions privately. Cory District helps organize announcements, digital postcards, text reminders, and counselor appointments so the enrollment window has a real operating plan.
See the enrollment phaseAnnounce clearly Explain what is changing, when decisions are due, and how employees will get help.
Make access practical Offer phone and screen-share appointments around the employee schedule.
Report while there is time Track participation before the window closes, not after.
Finish cleanly Confirm elections and carry them into the first billing review.
Shared ownership
HR stays informed. We carry the enrollment work.
Every employer has a role in a successful rollout. The practical difference is a clear handoff at each point, rather than another generic process to manage internally.
Set the operating plan
HR: Share the workforce details, current benefits, payroll workflow, and target date.
Cory District: Organize the case plan, identify the next decisions, and clarify what is needed before enrollment opens.
What moves forward: A practical plan with owners, dates, and the information needed next.
Build the enrollment
HR: Approve plan details, eligibility, communications, and the enrollment calendar.
Cory District: Coordinate rates, plan setup, and enrollment readiness in the existing platform or a Cory District-provided Employee Navigator environment.
What moves forward: A tested enrollment experience and approved employee communication plan.
Give employees real help
HR: Make time for employees to see the announcement and use the appointment options.
Cory District: Schedule licensed counselors by phone and screen-share, answer questions, and report participation while the window is open.
What moves forward: Completed elections and participation reporting for the employer team.
Keep the account moving
HR: Review the first invoice and route questions to the named coordinator.
Cory District: Reconcile enrollment, help address billing questions, establish new-hire support, and prepare for the next cycle.
What moves forward: A clear service handoff after enrollment, not a disappearing act.
400+Employer and broker relationships
24,000+Employees supported
The team behind the work
A named team from planning through service.
Dan Cory, Founder and District General Agent; Nate Geremia, Principal; and Betsy Aulds, District Coordinator, bring defined leadership and coordination to the work around each group.
That means employers have a team focused on the operating details before enrollment, employee support during the window, and the service questions that follow.
Meet the Cory District teamGood fit indicators
When Cory District may be a strong fit.
You want to add or improve voluntary workplace benefits
Your employees need one-on-one benefit education
Your HR team wants enrollment support without adding a new operating burden
You have a benefits platform or need Employee Navigator
You want a named team involved after the enrollment window closes
The best way to know is to start with the group, the current benefits, and the target date. We will tell you what information is needed next.
Questions, answered
Employer questions, answered clearly.
Every group is different. Start here, then talk with our team about the details that apply to your case.
What do voluntary benefits cost an employer?
Voluntary benefit elections are generally employee-paid through payroll deduction. An employer may also choose to fund eligible benefits as part of its overall benefit strategy. Any employer cost and administrative responsibility depend on the product, state, and arrangement, so the Cory District team reviews the operating details before a decision is made.
Is there a minimum group size?
Group requirements vary by product, state, and arrangement. Share the group details with our team so the appropriate path can be confirmed.
How long does benefits enrollment take?
The schedule depends on the group, platform access, payroll requirements, required inputs, approvals, and target effective date. Cory District maps the next decisions and timing with the employer before enrollment opens; no fixed enrollment timeline is assumed.
Do we need a benefits platform?
No. When access and scope allow, Cory District can coordinate enrollment in an employer's existing benefits platform. When a group needs an enrollment environment, Cory District can provide Employee Navigator.
How do payroll deductions fit into the enrollment?
Payroll workflow is reviewed as part of the operating plan, alongside eligibility, plan information, enrollment output, and the employer's ongoing administration process. The workable path depends on the group, platform, product, and state requirements.
What happens after enrollment closes?
The Cory District team stays involved through first-invoice reconciliation, new-hire processes, billing questions, claims questions, and planning for the next enrollment cycle.
Start with a conversation
Ready to add benefits? Start with a 20-minute call.
Bring the group, timing, and current benefits. We will identify the right operating path before asking for paperwork.
20 minutes. No census, no paperwork.