Primary and urgent care
Everyday office and virtual care for common concerns, subject to network and plan terms.
Employee care guide
A supplemental health and wellness plan employees can use.
The Plan includes preventive care, mental health support, virtual primary care, common prescriptions, and eligible family access while major medical stays in place.
Physical healthPrimary, urgent, virtual, and preventive care
Mental healthLicensed therapy and counseling
Existing coverageMajor medical stays in place
What employees receive
Six practical parts of The Plan.
Mental health support
Confidential access to licensed therapists and counselors for stress, anxiety, depression, relationships, and family concerns.
Common prescriptions
A broad formulary can make many frequently used medications available at no member copay.
Preventive care
Plan-covered screenings, routine services, and health monitoring can help employees notice and address concerns sooner.
24/7 virtual care
Board-certified clinicians can evaluate, guide, and prescribe when clinically appropriate.
Family and pet guidance
Several covered care services may extend to an enrolled employee's eligible spouse and dependents, with virtual veterinary guidance available for household pets under the Plan. Veterinary guidance is not a tax-qualified medical expense.
Why employers consider it
Employee care and company economics in one review.
- 01
Expand access to everyday care without replacing major medical.
- 02
Document every employee payroll amount and its tax treatment before implementation.
- 03
Model potential employer FICA savings only from qualifying salary-reduction contributions used for qualifying coverage.
- 04
Coordinate documents, payroll, communication, enrollment, support, and reconciliation.
The boundary that builds trust
Supplemental means additive, not a tax shortcut.
Not major medical
The Plan does not replace comprehensive health coverage or promise coverage for every medical need.
No tax-free cash promise
Cash rewards, fixed payments, and premium refunds are not represented as tax-free merely because they relate to wellness.
Medical expenses must qualify
General wellness and personal expenses are not represented as medical expenses. Reimbursements require allowable, incurred, and substantiated expenses.
Plan terms control
Final services, eligibility, networks, formularies, family access, administration, and payroll treatment follow the controlling documents and actual operation.
See the complete proposition