Hey Everyone!

I’m excited to introduce you to the Preventative Care Management Program, which leverages the 213D tax code to deliver incredible value to both employers and employees while creating significant tax savings. 

I've partnered with the TE Group and Charles Rettig (former IRS commissioner) to help businesses implement this program.

Let’s dive into how this works and why it’s a game-changer for your business.

The Preventative Care Management Program will not only save you on FICA taxes year over year, but also provide your employees with a more robust benefits package, at Zero out of pocket cost to you or your employees.

With an average savings of $650 per employee per year on your FICA taxes, your employees will ALSO receive many supplemental benefits each month.

We offer supplemental benefits in four major categories:

-Short Term Disability

-Accident Coverage

-Term Life Insurance

-Critical Illness

Along with many Wellness benefits to be used on the entire family with no co-pay.

The qualifications are as follows:

-Must be W2 employees

-Working full time ( minimum of 30 hours per week)

-Major medical coverage from somewhere.

The medical coverage does not need to be provided through the company itself. It may come from an individual plan, a spouse, and if they are young enough it can come through a parent.  If an employee is older the medical coverage can be through Medicare.

Program Overview

Preventative Care Management Program (PCMP):

A self-insured medical expense reimbursement plan (SIMERP).

Aims to improve employee wellness while reducing healthcare costs.

Compliant with multiple IRS codes (e.g., 213(d), 105(b), 106(a)).

Offers pre-tax and post-tax reimbursement options for medical expenses.

Benefits for Stakeholders

Employees:

Access to wellness benefits without net out-of-pocket expenses.

Pre-tax contributions reduce taxable income.

Support for mental health, fitness, and preventative screenings.

Employers:
Reduction in payroll taxes (FICA savings).

Healthier, more productive workforce.

Enhanced hiring and retention.

Tax and Compliance Highlights

IRS Codes Utilized:

Section 105: Medical care reimbursements excluded from gross income.

Section 106: Employer contributions for medical care excluded from employee income.

Section 213: Defines eligible medical expenses for tax deduction.

Section 125: Cafeteria plan allowing pre-tax contributions.

Audit Protection:

Employer policies covering up to $500,000 in audit fees.

Employee policies covering up to $10,000 in audit fees.

Eligibility:

Minimum of 30 Full-time W2 employees working 30+ hours/week and earning $32,000 annually

Must have ACA-compliant medical coverage.

Program Features

Wellness Services:

Mental health coaching.

Personal fitness training.

Preventative health screenings.

Financial Impact:

Monthly cost per employee: $35.

Employer FICA tax savings: 7.65% of contributions.

Example: $681.60 annual savings per employee on a $35,000 salary.

Employee Savings:

Reduced taxable income due to pre-tax wellness contributions.

Access to high-value wellness benefits.

Operational and Compliance Integrity

Benefits designed using actuarial data (e.g., Mayo Clinic guidelines).

Rigorous adherence to IRS regulations and standards.

Rolling enrollment and consistent eligibility checks.

Engagement Policies

Active participation required to maintain benefits.

Non-compliance or inactivity results in removal from the program.