Health Management Program
We offer employers an incredible plan saving them $650-800 per employee per year, raises employee net pay by 4-6%, has not net-cost to implement, and offers great benefits on top of their existing plan.
Program Overview
- Employers get an AMAZING hiring & retention tool by offering benefits for employees and their families.
- This means lower turnover, rehiring costs, and new employee training costs.
- No net cost to employers for implementation and easily integrates with all existing HR resources and all major payroll services.
- Employers save $600 -$850 per employee per year through Section 125 provisions.
- Employers engage their employees in their healthcare journey providing usable virtual preventative care solutions.
- Ā Reduce claims cost of their group health plan without incurring claims for visits or preventative Rx.
- Employees see a net pay INCREASE of 4-6% and get access to many great benefits for them and their families.
- Ā Unlimited Virtual Care: primary care, urgent care, behavioral care, and dermatology.
- Extensive savings network:Ā vision, hearing, imaging televet, diabetes, fitness and entertainment, and more.
- Many companies already participating in this program:Ā McDonalds, Marriott, Culvers, Checkers, Sinclair Auto, PF Changās, and the list is growing!
How it Works
The Affordable Care Act/ACA was established in 2012 and its primary purpose was making health insurance and preventative care available to all Americans. Our program is based on the ACA and Section 125, a law established in 1978 allowing employees to contribute pre-tax health insurance premiums.
Who qualifies?
All employees can qualify whether they’re full-time, part-time, seasonal, benefit-eligible, or non-benefit-eligible.Ā Ā Qualification is based on wages and tax deductions. As long as anĀ employee has a minimum predicted income of $17,500 per year and minimal tax deductionsĀ they will qualify for the program. Eligibility is determined by a proprietary tax analyzer. The taxĀ analyzer ensures that all qualified employees will see an increase in take-home pay. AnĀ employee can not qualify for the program if they do not see an increase in take-home pay.
How does Enrollment Work?
Ā Enrollment works differently than typical health insurance: the administrationĀ burden is minimal due to the fact that enrollment takes place through an integration withĀ payroll. This program works on an Auto-Enrollment Basis, meaning qualified employees willĀ be automatically enrolled into one of the 6 plans based on their wages and tax deductions,Ā with the option to opt-out. This is not something that the employer or employee chooses. TheĀ plan that an employee is placed in is selected by our Tax Analyzer.
How do Employees see an Increase in Take-Home Pay?
Employees will see two new line items added to their paychecks, a pre-tax premium andĀ the claims payment. The combination of the two results in a net positive take-home pay forĀ the employee. The claims payment is made on a pay period basis for participation inĀ certain preventative care/health management activities guided by a medical professional (i.e.Ā using the benefits included in the plan). One of the ways to satisfy this claim is by receiving aĀ Health Coaching Newsletter from our team of medical professionals via email or textĀ message. These health coaching newsletters are automatically sent out every single pay periodĀ to employees.Ā
With this program, only one of two things can happen: an employee sees an increase toĀ their take-home pay by participating or no change at all to their take-home pay by opting out.
How does the Employer see FICA Tax Savings?
The by-product of reducing the employee’s taxable income is that the Employerās FICA taxĀ contribution is also reduced. The employer is still paying their ordinary 7.65% contribution, butĀ because the employee’s taxable income has been reduced they are paying that same 7.65% onĀ a lesser amount.
How is this paid for?
While there is no net cost to employers, there is still a cost. The cost of theĀ benefits are paid for by the tax savings that the program generates for theĀ employees resulting in a net increase in take-home pay. The cost of administration isĀ paid for by the tax savings that the program generates for the employer. No moneyĀ is taken out until the tax savings are realized.
How will the plan be rolled out?
There has an internal education process that is designed to educate the entireĀ organization. Education is split into two sections: Employee & Employer. On the Employee side,Ā our education team reaches out to the employees 6-8 times before the program goes live toĀ educate them about the benefits, how to access them, and how their take-home pay will beĀ increased. On the employer side, our education team assists with payroll setup as well as theĀ finance setup, to ensure the program runs smoothly.
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