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Preventative Care Management Program

The TE Group Process:

Having worked with numerous executive and HR teams for over 60 years, we have identified key performance indicators (KPIs) that demonstrate how effectively an organization is maximizing its return on investment in its employee benefit and HR budgets. These KPIs provide focus for strategic and operational improvement, a method to compare achievements to similar organizations and serve as the foundation of each custom Strategic Plan. When an organization is running highly effectively on all KPIs, it not only maximizes its return on investment, it elevates its relationship with employees.

Each plan is created as a comprehensive method to execute your organization’s benefits goals more effectively – your way. The Blueprint serves as a pathway to a successful benefits program. But it doesn’t end there; The TE Group continually monitors performance and measures success to ensure your program makes a positive difference in your organization.

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Preventative Care Management Program (PCMP)

PCMP  is a workplace program that provides employees the opportunity to upgrade their benefits package with an Affordable Care Act (ACA) compliant wellness program while reducing both the employer’s and employee’s tax burdens.

KEY PLAN BENEFITS

PCMP enables employers to reduce their payroll taxes while offering their employees valuable Wellness and Supplemental Benefits with no net out-of-pocket cost to the employer or employee.

FEATURES FOR THE EMPLOYER

$500 net Payroll Tax reduction per participating employee per year. Increased employee retention, loyalty & productivity. Immediate financial impact on the bottom line. Reduction of claim costs averaging $1,400 over a three-year period. Operational within 30-45 days and fully automated.

FEATURES FOR THE EMPLOYEE

Wellness Benefits: 24/7 Telehealth doctors, nurses, health coaches, addiction recovery, and counseling with no co-pay. Mayo Clinic wellness programs. Personal Health Dashboard to identify opportunities for a healthier lifestyle.

Supplemental Benefits: Universal Life, Short-Term Disability, Accident Coverage, and Critical Illness Coverage. 

PROGRAM QUALIFICATIONS

Full-time Employee

Available for Employers with 10 or more full-time employees. 

 

Employees must be full-time & W-2 with major medical coverage. No part-time or freelance employees qualify.

 

**We will do a no-obligation proposal, which will provide you with an estimate of what the PCMP savings could be for your company.**

The Preventative Care Management Program (PCMP) is a unique and compliant preventative care management program that offers a range of benefits. It combines a Section 125 Cafeteria Plan and a Self-Insured Medical Expense Reimbursement Plan (SIMERP). The program ensures compliance with IRS regulations, specifically focusing on 213(d) compliant benefits. By participating in the PCMP program, employees can receive reimbursements for eligible medical expenses on an after-tax basis. The program is structured to align with tax guidelines and maximize tax savings for both employers and employees. It requires a plan document, a Section 125 Plan, and a SIMERP to create a compliant and effective wellness program. The PCMP model has undergone thorough review by CPAs and ERISA attorneys. Please note that this information is confidential and intended only for authorized individuals and entities.

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EMPLOYER

Lower payroll taxes/increase working capital and more productive workers and improved hiring and employee retention

Employers save on average $500 in payroll taxes per W-2 full-time employee annually with no out-of-pocket costs. These net savings increase working capital that can be used to sustain and grow an employer’s business. “When you create an environment of psychological safety and well-being, you create well-being capital, which boosts performance in healthy ways and enhances your bottom line. We are beginning to see data collected to validate the well-being capital model”. “Most adults spend at least a third of their employable years at work. The mental health challenges create a cost for employers. Our global survey finds that employees experiencing at least one mental health and well-being challenge (nearly three in five) report worse employee experience metrics. They are three times more likely to experience toxic behaviors and four times more likely to want to leave their organization.”

Quoted from a McKinsey Health Institute (McKinsey Company) interview with Poppy Jaman CEO of MindForward Alliance October 6, 2022

To read the full article click on: Conversation on employee mental health with Poppy Jaman | McKinsey

Quoted from October 10, 2022 McKinsey Health Institute article: Present company included: Prioritizing mental health and well-being for all

To read the full article click here: Present company included: Prioritizing mental health and well-being for all | McKinsey

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EMPLOYEE

Better benefits with no out-of-pocket and a healthier life

Benefits are expensive. Employees gain additional Wellness Benefits, enabling them to utilize telehealth, marriage counseling, weight loss/diabetes counseling, and dependency counseling.   Employees can also receive Supplemental Benefits such as Universal Life, Short Term Disability, Accident Coverage, and Critical Illness Coverage. All the Wellness and Supplemental Benefits are provided to the employee with no out-of-pocket costs. ”A majority of employees report challenges accessing mental healthcare. The most commonly reported barriers are lack of insurance coverage, difficulty determining covered services, not knowing which resources are available, difficulty finding providers, and long wait times to get appointments.”

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Quoted from October 10, 2022 McKinsey & Company article: National surveys reveal disconnect between employees and employers around mental health need

To read the full article click here: Employer actions to support mental health | McKinsey

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GOVERNMENT

Healthy workers and citizens and collection of tax dollars

The government is incented to provide a tax break to offer Preventative Care Management. “A long-term comprehensive approach (to mental health) is likely correlated to organizations gaining the full potential benefits from improved employee health. If individuals, businesses, and countries widen their understanding of health, they may reap the benefits of gains in life expectancy and quality of life.”  “Potential measurable effects of enhanced mental health supports include fewer missed workdays and increased return to work rates. Among employees surveyed, those with anxiety or depression report missing, on average, roughly six times more workdays per year than individuals without a mental health condition”.  Wellness and Supplemental employee benefits should aid the government in achieving more productive employees and citizens and more stable and possibly a hire tax base from both employees and their employer on a state and federal level.

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Quoted from October 10, 2022, McKinsey Health Institute article: Present company included: Prioritizing mental health and well-being for all 

Quoted from October 10, 2022, McKinsey & Company article: National surveys reveal disconnect between employees and employers around mental health need

To read the full article click here: Employer actions to support mental health | McKinsey

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