Supplemental Group Accident Coverage (Employee only, 24/7 Virtual Medical Visits, including Virtual Urgent Care,1,000+ Prescription Medications for $0 Copay.)
Important: This plan does not replace or interfere with any insurance plan you may already have. It is a supplemental benefit that can be used alone or alongside other coverage (or no coverage).

The Integrity Health Plan serves employers of varying sizes across a broad range of industries.
The minimum participation threshold is 10 enrolled employees. We have seen companies participate with 1,000’s of employees. The program is also utilized by Professional Employer Organizations (PEOs) and co-employment organizations.

Employee eligibility for the Integrity Health Plan is determined through a payroll qualification analysis. The plan uses pre-tax wage reductions to fund the premiums for the employee’s plan.

To qualify, an employee must have sufficient gross taxable wages, after applicable pre-tax deductions and federal tax withholding elections (Form W-4), to support participation in the plan at no net cost to them.

Eligibility is evaluated as part of the implementation process using the employer’s payroll data.

Yes. Employees can participate in the Integrity Health Plan in addition to their existing health insurance coverage. The plan can complement major medical or other health coverage and does not require employees to replace their current insurance.

Click HERE to see all the coverages.

IRS Section 125 is a provision of the Internal Revenue Code that allows employers to establish a Cafeteria Plan, through which employees can pay for certain qualified benefits using pre-tax dollars.

When eligible benefits are deducted from an employee’s wages on a pre-tax basis, the employee’s taxable wages are reduced. This can result in payroll tax savings for both the employee and the employer, while allowing employees to receive qualified health and other eligible benefits.

Important Distinctions:

• The program is not a reimbursement arrangement.
• It is not a wellness incentive program.
• It is not a wage recharacterization strategy.
• Benefits are paid only upon the occurrence of covered medical events.
• Claims are administered by an independent TPA pursuant to ERISA claims procedures.
• Benefits are taxable when required, consistent with IRS guidance and Revenue Ruling 69-154.

There are two types of claim payments to understand under the Integrity Health Plan:

• The post-tax claim payment (payroll adjustment/add-back) that an employee receives through the regular payroll process is considered taxable income to the employee.
• Additional claim payments resulting from a covered accident may also be taxable to the extent the payment exceeds the employee’s qualified, unreimbursed medical expenses related to the accident.

The payroll system deducts the applicable plan premium from the employee’s gross wages before calculating applicable taxes. This reduces the employee’s taxable wages for that pay period, which can lower applicable income and payroll taxes.

Employers realize the tax savings each payroll period as the pre-tax deductions reduce taxable wages and the associated employer payroll taxes. The savings are generated throughout the year rather than received as a year-end payment.