Capstone health
Discover How Employers are benefiting from an Annual Tax savings upwards of $300 to $600 per employee with ZERO Net Cost & Increasing their employees NET Take Home Pay
Do I Qualify?
- Employers with 5 or more employees
- All employees must be W-2 and full-time
- Employees must have less than 2% equity ownership
- Employees must have major medical through an employer-sponsored plan. Either through their employer, spouse’s, or if under 26, a parents’ employer.
- A MEC Plan can be installed without out-of-pocket cost to the employee or employer with Capstone to satisfy the group health requirement.
About The Capstone Program
Capstone Health and Wellness does not disrupt or replace any Major Medical Plan. It is an enhancement of your current benefits plans for qualified employees
Capstone Health and Wellness is a section 105 plan. Prioritizing preventative health and wellness with a comprehensive health management program.
Capstone Health and Wellness does not disrupt or replace any Major Medical Plan. It is an enhancement of your current benefits plans for qualified employees
Capstone Health and Wellness is at no Net Cost for the employer and employee.
The plan addresses Recruitment, Retention, and revenue concerns that employers have.
We focus on health before it becomes a health insurance issue.
Frequently Asked Questions
No, it is 100% legal. This is a tax-qualified plan with a wellness focus that uses
tax advantage provisions under the Internal Revenue Service codes “Section 125
Cafeteria Plan and codes 105, 106, and 213(d)” and ACA wellness rules.
Yes, it is actually a requirement of this program that you offer one, but you do
not have to replace it, we can take over the plan for ease of administration.
This is achieved by employees being active and participating in our health
management program through various programs including monthly wellness
health coaching.
The answer is yes, however, they may have a tax implication. Our
recommendation is for the employee to use those funds on 213(d) qualified
products through payroll deduction.
The program allows them to use their benefit reserve dollars on 213(d) qualified
products such as dental, vision, life, disability, cancer, accident, and critical
illness insurance.
Wellness plans have been around since the passing of the Affordable Care Act,
which opened the door to structure these plans in their current format.