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Our recent Payroll On Us webinar had an outstanding level of engagement. It’s clear that our program generated a lot of interest, and we truly value the insightful questions you raised. To ensure everyone has the clarity they need, we’ve compiled this blog post to answer those questions, providing further details and insights into how the Payroll On Us program can strategically benefit your employees and your business.

Can employees sign up or opt out of Payroll on Us at any time?

Yes. There is no general open enrollment period. Once the company is past the initial set up period, employees may sign up or opt out at any time.

What is the cost of Payroll on Us to employees?

There is no net cost. This plan involves a Section 125 deduction for the premium. That decreases the employee’s taxable income. Then an indemnity claim further offsets the employee cost. The result is zero net cost to the employee. The tax savings from reduced taxable income actually increases their spendable income or take-home pay.

Is there a lot of administrative paperwork for the employer involved?

There is paperwork at the beginning as part of the enrollment process. The employees also have an enrollment process too. But past the initial enrollment, there is very little paperwork to do.

Do employees have to file a claim of some sort each week to get this to get any financial benefit?

No, the employee does not have to file a claim. Once enrolled in the program employees automatically receive regular information (newsletters, text messages, etc.) to help keep them on top of their health goals/needs. There is also a team that is dedicated to following up with each employee. They make sure the employee knows what benefits and services they have access to and that the employee is taking full advantage of them. An employee never has to file a claim to receive any of those services. 

If an employee does not participate in the text messages or newsletters what happens?

Employees can opt in or out of text messages and newsletters but still have access to the concierge service provided by a dedicated team. Those team members will regularly follow up with employees, provide direction towards services that will benefit them, encourage participation and coach them through the process.

What if an employee tries the plan but doesn’t like it?

An employee can opt out of the program at any time. 

We currently offer our employees health insurance benefits. Would we need to move to another healthcare insurance carrier?

No, this is not meant to change or replace any benefits you already offer your employees. This supplements those, adding more value to what you have to offer.

If we already have a wellness program with our private insurance plan can an employee take advantage of this program as well? 

Yes, there may be some cross over features with an existing program, but our program isn’t meant as a replacement to what you already have.

If an employee has medical insurance through their spouse, would they be able to participate in this program? Or do they need to utilize our employee provided insurance?

 Yes, an employee can participate in the PHMP even if they have medical insurance through their spouse or are not on the employer’s plan. There are absolutely no restrictions on participation based on an employee’s medical insurance coverage.  

Are there any challenges or considerations regarding high deductible health plans and HSAs?

There are no challenges to consider. This will not impact an HSA or the deductible on a high deductible plan.

Do you have any questions about Payroll on Us? Contact us today! Our representatives will be happy to answer them or any other questions you have about Workforce Go’s powerful solutions for your business.