No. We offer a done for you service so that there is no increase in your HR team’s workload.

No.

The three main ways:

• Increase Profit: A properly implemented program can save $700 per employee per year in payroll tax liability, with no cost to the employer or employee.

• Attract and Retain Top Talent: Leveraging this program can help your employees increase their monthly take home pay, while receiving more benefits. 

• Healthier Workforce: This program will help your employees address two of life’s most common stressors: health and money. This in turn should create a happier, healthier, and higher performing workforce that experiences fewer sick days.

Properly structured programs can help employees see a net pay increase while getting them and their family access to on demand tele-healthcare providers, 0$ cost prescriptions and many more unique benefits.

Section 125 of the Internal Revenue Code allows  employers to establish a "Cafeteria Plan," which permits employees to pay for eligible benefits on a pre-tax basis, similar to HSAs and FSAs. Rather than receiving taxable income and paying for benefits post-tax, employees elect to reduce their gross salary  to cover the cost of qualified benefits.

1. Written Plan Document: The employer adopts a formal Section 125 plan (often called a Premium Only Plan or POP). 

2. Employee Elections: Eligible employees voluntarily choose to participate. This program can be implemented during or outside of your current open enrollment period.

3. Pre-Tax Deductions: Contributions are deducted from gross pay before federal, state, and FICA taxes are calculated.

4. Paid Benefits: Funds are applied to section 213(d) qualified medical expenses.

 At a high level, Insurance = benefits, Payroll = withholding, Section 125 = IRS mechanism that can make eligible deductions pre-tax. See the chart below for more details.

No, this is an enhancement, not a replacement. The program is designed as a voluntary benefit add-on that works alongside your current benefits strategy. It is an enhancement to your total rewards package, filling gaps in preventive care access.

Employees may elect access to preventive resources and fixed indemnity benefits available under the accident policy and Health Maintenance Benefit rider, without disrupting their primary coverage. By layering preventive solutions, employers can improve workforce wellness engagement without altering their major medical plan design.

No. While ACA‑compliant plans cover preventive services, this program is designed to reduce reliance on the primary health plan and helps employees access care more affordably and consistently.

• It shifts some utilization away from the core medical plan, which helps lower long‑term claims and premiums.

• It fills gaps in cost, access, and coverage that traditional plans don’t address.

• Employees not enrolled in the employer’s health plan can still participate.
  

By distributing healthcare usage across additional benefits - not just the primary plan - organizations can reduce overall healthcare costs while improving employee access to care.

Below is an overview of the core program:

• Telehealth & Virtual Care: 24/7 access to U.S.-based providers for medical advice, care navigation, and non-emergency consultations. Reduces barriers to entry for essential care.

• Prescription Support: Cost-containment tools and assistance programs to help employees manage medication expenses. Integrated resources for pharmacy savings. 1000 prescriptions at $0 cost.

• Accident Plan: Fixed indemnity accident coverage classified as a HIPAA Excepted Benefit. Pays independent benefits for covered accidents regardless of major medical coverage.

• Health Maintenance Benefit: A rider to the accident policy where eligible preventive activities may result in fixed benefits paid per the rider schedule. *Subject to substantiation and claim approval. Not guaranteed.

Additional program benefits include:

• AI Driven Lab Tracking

• Identity Protection, Monitoring & Recovery Support

• Fitness & Nutrition Library & Customizable Plans

• Biometric Facial Scan for Key Health Data Outputs

• Life Guides & Healthcare Navigation Support

• Pet Care Modernized - Virtual Vet Consultations

• Free Legal Services, Consultations & Document Review

• Financial Wellness

• AI Financial Coaching + AFC-certified advisors (Finley)

• Debt Resolution & Structured Debt Relief Programs (Weightless)

Many brokers are experts in insurance products, while a Section 125 program is a payroll tax strategy, not an insurance change. Because it sits outside the insurance structure, it’s normal for brokers to have questions or be unfamiliar with it.

• Their expertise is medical, dental, and vision - not payroll tax optimization

• They may assume it affects insurance (it does not)

• They may not work with Section 125 administrators

• They may default to caution when something is outside their scope

• Once they understand it’s IRS‑approved and non‑disruptive, concerns typically disappear

No. The program does not alter your insurance plan in any way. It runs through payroll, not your health plan. Your broker continues managing everything they already handle.

• No change to carriers, networks, premiums, or deductibles

• No impact on claims or renewal strategy - better to implement off renewal cycle

• No disruption to existing benefits or contributions

• Works alongside your broker, similar to how a CPA works alongside a benefits consultant

• Many organizations keep their broker exactly as‑is and add the 125 program as a supplemental savings strategy

Yes. This is a fully compliant, IRS‑approved Section 125 structure designed to reduce employer FICA liability and increase employee take‑home pay. Compliance is built into the administration.

• Follows IRS rules for eligibility, documentation, and nondiscrimination

• Administered by a dedicated Section 125 administrator — not the insurance broker

• Used by thousands of employers, school districts, and nonprofits nationwide

• Includes all required plan documents and compliance safeguards

• Designed to withstand audits and regulatory review

Most hesitation comes from misunderstanding, not opposition. Brokers are responsible for protecting the insurance plan, and this program sits outside that scope.

• It is not an insurance product

• It does not affect premiums or claims

• It does not reduce broker compensation

• It does not require broker involvement

• It is simply outside their lane, similar to tax or payroll strategies
  

Once organizations understand this distinction, the hesitation typically goes away.

No. The program does not touch the insurance plan at all.

• No impact on claims experience

• No impact on underwriting

• No impact on renewal calculations

• No changes to plan design or employee enrollment

• Often improves the renewal story by reducing financial pressure on employees

The CAA requires brokers to disclose all direct and indirect compensation they receive. Some brokers may be cautious about programs they do not control or that fall outside their compensation structure.

• Brokers must disclose compensation over $1,000

• Non‑disclosure can trigger ERISA prohibited transaction rules

• Employers may request full compensation transparency

• The Section 125 program is unaffected by CAA rules — it is not an insurance product

• Transparency helps ensure recommendations align with the organization’s best interests

Yes. The decision belongs to the organization, not the broker.

• This is a payroll and tax strategy, not an insurance change

• No broker approval is required

• Many organizations implement the program independently

• The broker continues managing all insurance‑related responsibilities

• The two roles complement each other without conflict

Most organizations focus on three core questions:

• Does this change our insurance plan? No

• Is it IRS‑compliant? Yes

• Does it generate meaningful savings? Yes - often hundreds of thousands annually
  

Because the program is no‑cost, no‑risk, and beneficial to both employers and employees, most districts, employers, and nonprofits choose to implement it once they understand how it works.