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Important Questions
What is a SIMRP?
SIMRP stands for Self-Insured Medical Reimbursement Plan. It works alongside your major medical plan. It does not replace it. Here's how it works. Each employee puts part of their pay in pre-tax through a Section 125 plan. That lowers their taxable pay. In return, they get real care: 24/7 virtual doctors, mental health support, wellness coaching, 1,100+ medications at a $0 copay, and more. Family members up to age 26 are covered too. When it's set up and run the right way, the business can lower its payroll taxes and employees can take home more. Your exact numbers depend on your payroll, so talk with your own tax advisor about your situation.
What is a Health Screening Indemnity Plan?
A Health Screening Indemnity Plan is a preventive care plan. It pays set benefits when your people get health screenings and wellness care, and it comes with virtual care your team can use 24/7. It doesn't replace health insurance. It works right next to it. The goal is simple: help people catch problems early, before they get big and expensive. We only recommend it when it fits your business and your people.
What is a TPA and Why is it Important?
TPA stands for Third-Party Administrator. It's an outside company that runs the plan day to day. They handle claims, member questions, payments, and the compliance paperwork. That keeps the plan set up right and takes the work off your plate.
Do I Need to Offer Health Insurance?
It depends on the plan. The Health Screening Indemnity Plan does not require you to offer major medical. The SIMRP does. Your company needs to offer a major medical plan to use the SIMRP.
How is the pre-tax deduction amount determined?
Independent actuaries set it. They look at the fair market value of the medical and wellness services your people get, and they follow federal rules to land on the number. We don't guess, and neither do you.
How do I Sign Up?
Schedule a consultation to customize a Group Benefits plan for your team and get started quickly. We'll guide you every step of the way.
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Important Questions
Is Offering Group Benefits Right for My Business?
Yes! Group Benefits are ideal for businesses seeking to attract skilled talent and improve workforce morale. Customizable plans allow you to match the unique needs of your team while managing costs effectively.
How Much Should I Budget for Group Benefits?
Costs vary depending on the size of your team and the level of coverage you select. Studies show that 82% of employees say a good benefits package impacts their decision to stay at a company.
Can I Offer Benefits to Part-Time Employees?
Yes, many plans offer flexible options for part-time team members, ensuring inclusivity and support for your entire workforce.
What Types of Benefits Have the Most Impact?
Health insurance, retirement savings, and wellness programs are highly valued by U.S. employees, with 49% prioritizing benefits over pay. Offering these can significantly improve satisfaction and retention.
How do I Sign Up?
Schedule a consultation to customize a Group Benefits plan for your team and get started quickly. We'll guide you every step of the way.
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