Boost employee pay and business profits with no additional out of pocket costs.
Increase the net take-home pay of employees by 3-6%…
Add money to employer for working capital or any other cash flow needs: $681.00 per employee/year…
Improve employee health with added supplemental health benefits including free telemedicine for the entire family…
No out-of-pocket costs to either employee or employer…
TO MEET THE GOVERNMENT OBJECTIVES FOR THE INCENTIVES, WE DEVELOPED A TURN-KEY, AI DRIVEN, INDIVIDUALIZED HEALTH COACHING, TELE-HEALTH PROGRAM WITH NO COST ON POPULAR PRESCRIPTIONS.
THIS IS NOT HEALTH INSURANCE; IT’S TAPPING INTO THE GOVERNMENT INCENTIVES TO ENCOURAGE EMPLOYEES TO BE MORE PRO-ACTIVE WITH THEIR HEALTH.
“We had a 20 minute Zoom meeting with the management team of a company with 30,000 full time employees. During the call, the company’s team decided to implement the program and are starting this program ASAP…
With 30,000 employees, the company will see an immediate annual savings of $20,430,000 and the combined employees will gain a take-home pay increase of $25,000,000 annually with no additional cost.”
TIGHT LABOR MARKET:
The U.S. unemployment rate was at 3.8% as of August 2023, reflecting a historically tight labor market. In this environment, employers often must offer more competitive benefits to attract and retain talent.
EMPLOYEE BENEFITS AS A RECRUITMENT AND RETENTION TOOL:
A survey from the Society for Human Resource Management (SHRM) showed that 92% of employees said benefits are important to their overall job satisfaction. Competitive benefits like healthcare, retirement plans, and paid leave are now key to retaining top talent. The cost of providing these benefits, however, continues to rise. Employer-sponsored healthcare costs in the U.S. were projected to increase by 6.5% in 2023, significantly higher than wage growth or inflation.
RISING COSTS OF BENEFITS:
According to the Kaiser Family Foundation, the average cost of employer-sponsored family health insurance reached over $22,000 in 2022, with employers covering about 73% of this cost.
Retirement benefits are another area where costs are rising. The shift toward matching higher percentages in 401(k) plans or offering broader retirement packages adds to employers’ financial burden.