Participatory
Wellness
Program

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Not Just Any Corporate Wellness Program

A proprietary program that delivers wellness results, provides earned employee benefits and creates employer tax savings all at no-net cost to employees or employers.

Introduction

Our ERISA qualified participatory wellness program combines the benefits of a group wellness plan with a limited medical plan, providing wellness services and activities for employees to easily comply with participation requirements. Compliance allows employees to receive a preventive reimbursement which then pays for qualified ancillary benefits of their choice. This means no net cost to your company and no reduction to your employee's paycheck.

High Employee Engagement

High Employee Engagement

  • 70% of employees on average choose to participate in this program
  • 99% of participating employees meet all their quarterly wellness requirements
  • Complements and enhances existing wellness efforts and benefits
We Handle the Administration

We Handle the Administration

  • No fuss implementation
  • 1-1 enrollments
  • Payroll integration
  • Administrative coordination
Proven, Vetted & Compliant

Proven, Vetted & Compliant

  • ACA/EEOC/ERISA/IRS Compliant
  • HIPAA Secure
Wellness Program Company Requirements

Wellness Program Company Requirements

  • Your company must already provide group health coverage
  • Your company must have at least 25 employees covered by group health coverage, either through you or a spouse

A True Win-Win For Employees & Employers

Employer
Immediate ROI

  • FICA Savings

Employer & Employee
Long-Term ROI

  • Reduced Risk of Healthcare Claims

Employee
Immediate ROI

  • Ancillary Benefits

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Employer Benefits

  • Greater employee engagement and accountability to improve employee health
  • Creates a means to provide benefits at lower cost and deliver significant employee value, goodwill and participation
  • A turn-key program, limiting the effort required internally to execute and track the plan
  • Reduced FICA obligations result in a net average savings of $550 per year per employee
  • A proven and credible opportunity
Employer Benefits

Employee Participation Benefits


Earned benefits and services of their choice with no reduction to take-home pay as long as they meet quarterly activity commitments. Benefits include:

  • Guaranteed Issue Whole Life Insurance with cash value
  • enhancedcareMD Suite of Services: 24/7 telehealth access at $0 copay to Registered Nurses, Medical Doctors, and Counselors
  • More ancillary insurance choices: Critical Illness, Accident, Short Term Disability, Hospital Indemnity
Employee Benefits

Meaningful Wellness Activities that Drive Results

  • Health Risk Assessment (Q1)
  • Personal consultation to review assessment results with one of our certified health coaches (Q2). Employees then can choose which activities to complete for Q3 & Q4
  • Ongoing consultation with health coach to work on wellness progression
  • Online Risk Resolutions for existing conditions (diabetes, hypertension, smoking cessation)
  • Health information eg Videos to review
  • Professional Consultations with RNs, MDs, counselors ( in person or through telehealth)
Wellness Services

Frequently Asked Questions

The Wellness Program ("Program") is your company sponsored, ERISA qualified group health and wellness plan. It is a Cafeteria 125 plan which means that the premiums are paid for on a pre‐tax basis.

Employees voluntarily elect to participate in the Program and affirm that they have major medical coverage. Within the first month of enrollment, employees are required to complete a health risk assessment after which they must participate in at least one wellness activity per quarter in order to remain compliant with the wellness program. Employees are provided all the tools and resources to easily complete and record wellness activities.

Less than 1% of employees do not comply, so this should not be a major cause for concern. We send monthly email awareness reminders to all participating employees, and will make several attempts to reach the at-Risk employee, by email, phone and text messaging. If the employee still fails to meet the required participation criteria, it will result in being dropped from the program and either lose benefits or pay for them directly out of their paycheck post-tax.

You have a couple of options. You can add additional products to your offering OR you can stop your program and let your employees have similar plans who will now benefit from these plans without any reduction to their take home pay.

Your employees will see additional line items on their paycheck. 1) A pre-tax deduction for the wellness plan premium, 2) A post- tax wellness preventive reimbursement, 3) Line item deductions for the additional insurance products purchased with the use of their Wellness Reserve Dollars, as applicable.

No, these plans are not part of the wellness program offering and therefore will not be affected.