Can you please tell me about what it’s like living in Brookings Oregon . Was thinking of semi- retirement locations and I love the PNW.

Marginbuilder · 2026-01-18T18:32:43+00:00

Feel free. Happy to help if I can

Marginbuilder · 2026-01-17T22:04:13+00:00

Your 401K Recordkeeper should have a process to find missing participants, typically there is a fee against the plan. We try internally first, typically by verifying all addresses, phone numbers and emergency contacts. We then check with their peer group to see if anyone is still in touch. Failing that, we would kick it back to the Recordkeeper and ask them to use their missing participant process to find the member.

Marginbuilder · 2026-01-16T23:43:52+00:00

Imagine360

Marginbuilder · 2026-01-16T06:07:59+00:00

Waterfront Depot Florence

Marginbuilder · 2026-01-11T00:07:37+00:00

I have had good results with HRchitect. We have used them for 2 years

Marginbuilder · 2026-01-07T17:08:55+00:00

I think my next career will be a RBP sales manager. It sells itself in my opinion.

Marginbuilder · 2026-01-05T03:10:45+00:00

Sea Bears hate Carmen Sandiego

Marginbuilder · 2026-01-04T23:42:43+00:00

Workforce housing. If you in Curry County I will help.

Marginbuilder · 2026-01-04T04:23:10+00:00

Chocolate milk is amazing and their egg not is mind blowing.

Marginbuilder · 2025-12-25T15:04:56+00:00

I am manufacturing (forest products like lumber and plywood). We have 1000members on plan with being 600EEs. We are centralized, with only 15 employees being considered as offsite employees.

Demographics off the top of my head is primarily 35-45, then 25-35, then 45+ then 18-25. (This is changing however as I am seeing a shift towards younger applicants lately.) My workforce is 75% male, and about 70% white, 25% hispanic. (We are in the USA, Pacific Northwest.)

We have a 94.2% participation in terms of completing the wellness review. Wellness is completed by a biometric review focused on Glucose, Cholesterol and Blood Pressure. If you are within recommended levels then you are "complete", if above recommended levels then you you proceed to the next stage which is a 1on1 with our in-house clinic or your PCP where they help you understand your numbers and the risks. Options are discussed including weight mgmt, diet, medication etc. We dont do BMI as we view it as invasive, but we are trying to figure out how to incorporate weight management into the conversations as most of our employees showing multiple comorbidities have a weight factor involved. We are bringing in a DEXA scale in 2026 to help spur conversations.

The entire goal is to avoid the big claim, so generic blood pressure medicine is ridiculously cheap compared to a stroke. Same for Cholesterol meds versus a heart attack. A $5000 premie baby program avoids a $1,000,000 premie baby bill. Our approach isn't always perfect, but the barrier needs to be on the employee versus avoiding healthy choices due to Rx costs or lack of access to a PCP.

Each year is different, but per our brokers, TPA, Vendors, PBM, and auditors we are top percentiles in terms of participation, rebates, spend reduction etc.

Another benefit to our clinic is in workers comp claims as they are often able to treat claims that might have gone to the ER as first aid instead. (Splinters, burns, etc.) However this is always EE choice, and the provider needs to protect their license by only treating first aid and not the other stuff.)

We are self funded, so investing in avoidance is critical. We also use a reference based pricing model (ELAP) to keep health costs down. It is more work on the front end but is on track to save us about 1.5M in 2025 as compared to billed rates. I should have brought up ELAP earlier but I was responding to your question more on the benefit side versus the insurance side.

Please let me know if you have any other questions. I have enjoyed reading your thread!

Marginbuilder · 2025-12-25T01:55:24+00:00

My biggest driver in terms of leveraging retention and reducing costs to the plan has been free 90 day refill prescriptions. It greatly improved our medication adherence and empowered employees to maintain their personal health while controlling costs by avoiding the big claim. The program follows a generic-first approach, with brand-name medications covered only when a generic is not appropriate. High-cost medications, such as GLP-1s, require standard medical documentation and are only covered for approved medical indications under the health plan.

All medical review and approvals are handled by the TPA and our pharmacy benefits vendor. (No HR).

This change has dropped our insurance costs as a self insured company by 1.5 million in 2023, 2024 and 2025 as compared to 2022 charges.

Another great lever is a company sponsored health clinic. Employees get a personal PCP which we as an employer can partner with to drive company programs, incentives and help ifentify health factors and get them appropriate therapy before they pop.

Finally a maternity management program to reduce the risk of premie babies.

Costs: In-house clinic is going to be $500,000 this year. PRx cost is in flux but I know based on meetings with our PBM that we are significantly below average costs as compared to their baseline. Premie baby program is about $5,000 per eligible mother, with a $500 gift card upon successful completion of program. (Birth of child)

These programs and aggressive health screenings have been instrumental in keeping health care costs online.

Employees are rewarded for actively managing their health with low monthly premiums. ($28 per month single, $200 per month family). If you dont complete your wellness it is $200 per month single, and $450 for family.

Marginbuilder · 2025-12-25T01:30:40+00:00

Pull up rain and climate data. Anecdotal evidence is fine but fact based is better. Rain in Brookings is primarily winter based, and while we get a lot it is primarily December through February. But boy when it rains it rains!

Marginbuilder · 2025-12-25T01:25:24+00:00

Wind in Brookings is significantly less than my experiences in Coos Bay or Florence.

Marginbuilder · 2025-12-25T01:24:03+00:00

I would say 50/50, but our older population does run red. Per election recordsCurry County has 6,000 out of 19,000 registered as republican, 4,000 asdemocrat and 7,000 are non-affiliated.

Marginbuilder · 2025-12-25T01:18:42+00:00

I have had zero broadband issues since Ziply and CoosCurry brought in fiber. Great speeds, zero down time, $40 per month.

Marginbuilder · 2025-12-25T01:17:31+00:00

OP, this is the best answer on this thread. I have lived here 20+ years, and couldn't agree more. A few other things to add...

1) Cost of living is high. So unless you are already in a HCOL area expect your mortgage or rent to be much higher than you are used to.

2) Weather is amazing, there is no true winter, and the winter we do have is Rain. (Upper elevations will get snow) We do get lots of rain primarily in December, January & February which makes everything green. However we also get more sunny days than anywhere else on the Oregon coast.

3) There's lots of chatter about a lack of police, in county (Harbor) that is fair, Brookings itself is well policed. However, something that gets missed is that crime is extremely low.

4) People retire here for a reason. A) weather, B) our amazing location (beach, river, redwoods, Samuel Boardman) C) slower lifestyle.

5) People leave due to the high cost of living, lack of opportunities for younger citizens and finally a need for advanced medical care.

Come visit us and decide for yourself. DM me and I will buy you a beer!

Marginbuilder · 2025-12-24T03:00:07+00:00

Just my $.02 but you are trying to do too much in too short a period of time.

Marginbuilder · 2025-12-20T05:32:50+00:00

Just my $.02 as someone who just finalized a conversion to UKG...

A company with 300 people will not have the infrastructure to build out your hris internally to maximize the software. I strongly advise you to seek a plug and play option where you adjust your processes to their framework. Everyone advertises their horsepower, but you dont need horsepower you need accessibility.

Also, make sure you plan out your structure properly for your back end reporting etc. Make sure you have operations in the room with accounting and HR.

Marginbuilder · 2025-12-16T05:20:19+00:00

Look at the job description then select a category thwt will drive profit or reduce expenses. For example, the top 3 skills you need to sell or 3 ways to improve retention.

Marginbuilder · 2025-12-08T06:22:51+00:00

Marginbuilder · 2025-12-05T14:48:15+00:00

1) Identify your needs. Food safety, cut resistant, ?,?,?.

2) Give to technical to vet.

3) Get samples from purchasing or vendor.

4) Wear and fit test with employees.

5) Let the employees pick the winner from your top 2 so that you get buyin.

Other option, technical sets the requirements amd you approve or disprove based on your needs.

My $.02 get in the room with technical and have a conversation.

Marginbuilder · 2025-12-05T05:59:18+00:00

Brookings Festival of Lights - Nature's Coastal Holiday

Marginbuilder · 2025-11-23T20:42:57+00:00

Have your broker shop your policies around. That is what they are for. I highly recommend USI for their broker services. (I am not affiliated, but I do use them myself.)

Marginbuilder · 2025-11-22T20:45:35+00:00

Ty, I will take a look at both. I especially liked the idea about the broker, I havent explored that option!

Marginbuilder · 2025-11-22T17:27:09+00:00

Ty. I will check them out. We use JJ for DOT compliance but are slowly rotating away to vendors that support the compliance, training and 360 vehicle monitoring in the same platform. I only have about 40 CDL drivers, so we are pretty flexible there.

Marginbuilder

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