Services

The Services

We provide solutions for businesses of all sizes: independent contractors, mom & pops, multi-million dollar corporations, and everything in between!

work floor

BizCare360

Save up to $600 per W-2 employee, per year!

Offer your employees and their families an additional healthcare program—or a standalone plan if you don’t currently provide medical coverage—focused on prevention.

• Zero net cost to you and your employees
• No deductibles, no co-pays
• Most generic prescriptions at zero net cost
• Whole Life Insurance coverage up to $150,000 with no medical exams or age restrictions
Plus, enjoy Workers’ Comp savings as well!

full kitchen

BizLending360

When the bank says no, we say YES! We provide flexible financing options, including:
• Cash Flow Loans
• Equipment Financing
• Equipment Leasing
• Software Financing
Take advantage of the Section 179 Tax Deduction each year and deduct up to $1.2 million in the same year you place your equipment or software into service.

Our Wellness Plan Pre-tax and Post-tax Treatment:

  • Pre-tax: 
    Plan costs deducted from employees’ gross wages are eligible for pre-tax treatment under IRC § 106(a), reducing taxable income for both employees and employers. This treatment aligns with provisions excluding employer-provided wellness program coverage from an employee’s gross income.

  • The Office of Chief Counsel Internal Revenue Service Memorandum
    (Number: 201703013, Dated: 1/20/2017) states: “The value of coverage by an employer-provided wellness program that provides medical care (as defined under § 213(d)) is generally excluded from an employee’s gross income under § 106(a). The pre-taxing of this deduction, made possible under a Self-Insured Medical Reimbursement Plan and a Cafeteria Plan (§ 125), creates the reduction of taxable income, generating savings for the employee and the employer.

  • Post-tax: 
    Medical care reimbursements paid under a self-insured medical reimbursement plan generally aren’t considered wages and aren’t subject to Social Security, Medicare, FUTA taxes, or income tax withholding. Specific rules apply for including certain reimbursements in the gross income of highly compensated individuals. Additionally, the life insurance option is a post-tax benefit election that is compliant with IRC § 213(d) and ACA regulations, along with other post-tax benefits such as dental, vision, accident, hospital, short-term and long-term disability.

  • Reimbursement Allowances:
    Allowable pre-taxing and reimbursement amounts are determined based on HHS reports, national average cost totals, and fair market value, ensuring compliance with IRC § 213(d).

  • Integration with Affordable Care Act (ACA)-approved Medical Plan:
    Our program integrates seamlessly with an ACA-approved medical plan, forming an integrated 105 plan. This integration ensures adherence to IRS guidelines, with proper documentation and continuous education provided to both employees and employers. Furthermore, the 11 Participatory model, developed under the Affordable Care Act (ACA), is an integrated 105 plan requiring at least one activity per year (42 U.S. Code 300gg-4(j)(3)(c)). In response to the IRS Office of Chief Counsel Internal Revenue Service memorandum Number: 202323006, Release Date: 6/9/2023, our wellness plan is not a fixed indemnity wellness plan. Our program is structured as a WIMPER Program. Salary Reduction Agreement: Allows employees to make pretax contributions to a Section 125 cafeteria plan for qualified benefits such as accident and health benefits or group term life insurance. IRC § 106 Wellness Plan: Funded with pretax dollars (e.g., from a cafeteria or other qualified plan). SIMERP: Provides tax-free reimbursements of medical care expenses described in IRC § 105(b) and defined in IRC § 213(d), including insurance covering medical care. We agree with the IRS memorandum that under IRC § 105(b), a wellness plan may not be paired with an indemnity plan that pays money to a client while using pretax dollars to pay for the wellness indemnity, thus creating a taxable event.

  • Definition of Medical Expenses:
    Medical expenses are costs incurred for the diagnosis, cure, mitigation, treatment, or prevention of disease, or for affecting any part or function of the body. These expenses include payments for legal medical services rendered by physicians, surgeons, dentists, and other medical practitioners.

  • Documentation and Administration:
    Our Wellness Plan includes a sample SIMERP Plan document (“Basic Plan Document”) and its related Adoption Agreement, intended to qualify as a self-insured medical expense reimbursement plan arrangement. This plan provides benefits excludable from gross income under Code § 105(b) and is administered in accordance with IRS Notice 2002-45 and IRS Revenue Ruling 2002-41. This Plan is intended to be subject to ERISA. Additionally, our plan includes Section 125 Plan documents (“Basic Plan Document”) and its related Adoption Agreement, intended to qualify as a premium-only plan within the meaning of Code § 125, § 105, and § 106, providing for the pre-tax payment of premiums for accident and health insurance. Lastly, The Wellness Program Basic Plan Document and its related Adoption Agreement are intended to provide nontaxable employer-provided wellness and health benefits under Code § 105 and § 106 and the regulations issued thereunder. These documents are interpreted to accomplish the objective of providing benefits eligible for exclusion from participants’ gross income under Code § 105(b).

  • Compliance Monitoring:
    If an employee does not complete their yearly wellness activity, the Plan Sponsor will annually audit the participant’s compliance with the Wellness Program. If the participant has received a reimbursement during a period in which they are deemed non-compliant, the reimbursement will be considered taxable income to the participant. At the end of the Plan Year, the Plan Sponsor will issue tax-reporting documents to non-compliant participants indicating the amount of taxable reimbursements. The participant may request an audit of their Wellness Compliance.

Frequently Asked Questions​

Choosing the right wellness plan is a big decision—we make it simple. Our FAQ doesn’t just provide answers, it shows why we’re the trusted partner for organizations like yours. With proven expertise, seamless compliance, and a track record of saving money, we deliver confidence, clarity, and results.

We understand, it’s only natural to question something that offers substantial benefits with no net cost to you or your employees. However, Our Program is a legitimate health program focused on prevention and it is possible through a little known Affordable Care Act (ACA) regulation and the IRS Section 125 Cafeteria Plans. This is what makes this program possible and available to businesses and their W-2 employees at no net cost.

Absolutely Yes! In addition to taking care of your employees, increasing retention, reducing sick days and making your company more attractive to new hires, you will see an average savings of $600 per employee per year on your FICA tax bill. Additionally, you could also save on workers comp costs.

Our Program is a Self-Insured Medical Reimbursement Plan (SIMRP) and was purposely created, fully researched, and found compliant with IRS 213(d), 106(a), 105(b), 1.105-11(i), and 104(a)(3) codes, and all applicable IRS memos, ERISA regulations, HIPAA, and the ADA.

Medical Services Are a Key Component and is paired with an ACA-approved medical plan to make an integrated 105 plan. Deductions for The Plan are Pre-Tax Eligible.

The deduction of plan cost from an employee’s gross wages is addressed by IRS Codes 106 (a). The Office of Chief Counsel Internal Revenue Service Memorandum (Number: 201703013, Dated: 1/20/2017) states: “The value of coverage by an employer-provided wellness program that provides medical care (as defined under §213{d)) is generally excluded from an employee’s gross income under §106(a).

The pre-taxing of this deduction made possible under a Self-Insured Medical Reimbursement Plan and a Cafeteria Plan (§ 125) creates the reduction of taxable income, generating savings for the employee and the employer.

Our IRS-compliant, no-net-cost health program creates FICA tax savings for both employers and employees by leveraging pre-tax deductions through a specially structured wellness benefit. While fully compliant with IRS regulations, these programs are highly specialized and often misunderstood.

It’s important to recognize that most CPAs and HR professionals are not equipped to fully evaluate these programs. Unless they have specifically studied the relevant tax codes, legal opinions, and IRS guidance, their advice may be incomplete or even incorrect. For this reason, we strongly recommend that financial and benefits decisions around this program be guided by professionals who are experienced in this specific area—not generalists.

Primary Care office visits, Specialist office visits, Urgent care office visits, 24/7 virtual direct primary care, Prescription drugs for acute and prevention, Health Coaches for mental health, weight loss, stop smoking, etc., Dental / Vision, Accident / hospital indemnity, guaranteed issue Universal life, Software that helps employees take a proactive approach to their health. All the details are explained on your discovery call.

No, our program is designed for seamless integration with your current health benefits program or as a stand alone plan if you are not offering healthcare to your employees.

Businesses with a minimum of 25 W-2 Employees, Who work full-time (at least 30 hours per week), Who earn a minimum of $26,000 annually.

Yes, eligible family members of enrolled employees also have access to these health program benefits.

No. If they currently receive care and choose to remain enrolled in their current health plan, they do not need to make any changes.

If employees do not have current medical coverage, the MEC (Minimal Essential Coverage) plan included will allow them to see any doctor and use any Urgent Care facility in the Private Health Care System PPO network (PHCS), one of the largest PPO networks in America.

No, there are no costs for service, no claim forms, no co-pays and no deductibles.

Your initial enrollment will set an enrollment period for your company, which will be scheduled on the 1st to 10th day of the month after you accept the program. However, if you accept the program after the 15th of the month, your enrollment period will be scheduled for the 2nd month following. New employees can join the plan as hired.

YES!

There is a cost for the items provided, however the cost comes out of tax savings, so there is no net cost to employers or employees.

We are not accountants, but our program actually lowers your employees taxable income when it is payroll deducted. Remember, there is a cost for this program but the cost is covered by tax savings so there is NO NET COST to the employer and employee.

ACA rules state, unless an employee experiences a Qualifying Life Event, an employee who enrolls in this health program will not be eligible to make changes to their program until the end of the plan year which is your annual open enrollment period.

Employees need only use one service each year to keep their tax deductible status. Every month, employees will receive push notifications. messages, text reminders and emails providing them with important information about their plan benefits and information intended to be used to help improve their health.

Yes, our programs virtual healthcare services are accessible from anywhere in the United States.

No, members can access their program services and benefits as frequently as needed with no annual limits.

Our Program Provider educates your employees with the information they need about the program to make a great decision on benefits for themselves and their families. Our provider also conducts the enrollment of each employee which makes no extra work for your HR department. In fact, the only thing we need from HR is a census report and we have automated systems in place and a census team to make this fast and easy.

First step is to schedule Your Discovery Call, this 15 minute zoom goes over all the details, tax savings and benefits of our program. Contact your Solutions Advocate or fill out the form on this page and we will get your discovery call scheduled. These benefit tax savings are not retro-active, so don’t delay, reach out now!