Employers

Although there are constant changes in legislation, we do not foresee changes to this program. The program’s ERISA attorney and other attorneys are constantly monitoring this and will notify everyone promptly if changes occur.

Potentially. After enrolling in the program, you must access your Tax Efficient Planning Personal Desktop, and review the compliance video. Thereafter, you may be required to meet monthly and/or quarterly objectives depending on the program you choose.

We want to make sure you receive all the benefits you're entitled to, so please keep in mind that some of our programs have monthly requirements for participation. If for some reason you're not able to meet these requirements, we’ll do everything we can to reach out to you and help you get back on track. If we are unsuccessful, you will be dropped off the program (if participation is a requirement–not required for all programs) and either lose your benefits or pay for them directly out of your check post-tax.

No. Because you are pre-taxing the wellness program under a tax provisions in the IRC code, the IRS has certain rules that must be followed such as: you cannot make any changes to the program until “Open Enrollment” each year unless there is a qualifying event. An IRS approved qualifying event allows you to make changes during the plan year that are consistent with the event. Your Wellness advisor will explain this upon enrollment.

You should come out ahead as your taxable income is lowered by the wellness contribution. Therefore, you are paying the correct taxes based upon your gross taxable income after the wellness contribution. For specific questions, please contact your tax advisor or CPA or call the specific tax attorney hotline as provided by your plan.

No. The Plans are a self-funded overlay program that supplements existing traditional health insurance plans.

Each pay period, a pre-tax deduction comes out of each employee’s paycheck to help fund the employer-sponsored Tax Protection Plan™. The typical taxes are then taken from the now reduced pre-tax pay, and employees receive a post-tax benefit.

Yes, but every month you wait, you’re losing out on potential FICA savings per employee!

Yes. The Plans are qualified under the IRC.

The effect would probably be minimal if you are approaching retirement age as Social Security is calculated on a 35-year average. Remember the program affects the last dollars you earn which count far less towards your benefit.

No. A gym membership is a taxable benefit under the rules of this program.

Typically we  calculate your Wellness Reserve at 95% of your annual income. Therefore, if you should miss a couple of days during the year, there should be enough in reserve to pay the premium amounts without affecting your take home pay.

Yes. All/most benefits can be modified to cover your spouse and/or dependents.

We meet with your employer to decide what the “Wellness Reserve” must be spent on.

Typically we calculate your Wellness Reserve at 95% of your annual income. Therefore, if you should miss a couple of days during the year, there should be enough in reserve to pay the premium amounts without affecting your take home pay.

Yes. This is a tax qualified wellness plan that uses tax advantage provisions under the Internal Revenue Service codes and ACA wellness rules.

No. Employees who voluntarily enroll in The Tax Protection Plan™ can continue to use the same providers and receive the same medical care they’re already receiving through their traditional medical insurance. The plans can provide additional options for better quality care and cost savings as identified by the physician of record, but employees are not required to take those options.

It’s simple! Once you send us a copy of the census, we can begin to identify your potential savings per employee.

If a prescription plan is part of your options, 2900 of the most prescribed medications (90% of the most prescribed medications nationally) are covered at no deductible and no copay to your employee.